Sunday, August 23, 2015
HERE IF PROOF THAT WHAT CONWAY TELLS US OR HAS TOLD US ABOUT HAVING A UNION IS A BUNCH OF BULLSHIT.AND ALL YOU DUMB ASSES WHO FALL FOR CONWAY'S BULLSHIT NEED TO TAKE A THE TIME TO EDUCATE YOURSELVES AND LOOK FOR THE TRUTH OF WHAT A UNION CAN DO FOR THE WORKERS OF ANY INDUSTRY.......... The 151 workers at Google Express in Palo Alto, employed through contractor Adecco, sought out the Teamsters for help with improving working conditions and treatment on the job. ........The next step for Teamsters-represented Google Express workers is to negotiate a contract to improve their working conditions, as tech industry workers throughout Silicon Valley have done in recent months. Facebook shuttle drivers, employed through Loop Transportation, became members of Local 853 in November. In February, they ratified their first, industry-leading agreement, which raised average pay to $27.50 an hour, including split differential, up from $18 an hour. Shuttle drivers for Apple, eBay, Yahoo, Zynga, Genentech, Amtrak and Evernote, employed through Compass Transportation, voted overwhelmingly in February to join Local 853. On Aug. 1, the workers unanimously approved a union proposal for a first contract that encompasses the economic package from the Facebook agreement—including hourly pay increases over the three-year contract; shift differential pay; a six-hour minimum for drivers who do not work split shifts; and employer contributions to a defined pension plan, among other gains... .....AND THIS GOES OUT TO THE MECHANICS...WAKE THE HELL UP AND MAKE A STAND .STOP BEING A BUNCH OF KISS ASS BITCHES .LOOK AT WHAT THE DRIVER GOT WITH A CONTRACT.IT TOOK CONWAY 40years to give us shift differential. And that’s thanks to LAREDO TX.IT HAD NOTHING TO DO WITH HOW MUCH YOU WORKED OR HOW MUCH ASS KISSING YOU DID.IT WAS BECAUSE OF THE UNION THREAT
Monday, August 17, 2015
Conway claims that it only calls in contractors for shag work. The pictures here show different. These drivers have been doing route work. To make matters worse, it appears they are outsourcing our work to Mexican drivers. Another example of why we need to unionize. That's the only way to put an end to Conways lies and deceiving ways.
Sunday, August 9, 2015
By SEAN HIGGINS • 8/6/15
The National Labor Relations Board has ruled that an employer who warned workers before a labor election that getting a union could hurt business was making an illegal "veiled threat."
The case illustrates the pro-union direction under President Obama of the board, the federal agency that enforces labor laws and that has made several moves in recent years to strictly limit what employers can say regarding unionizing.
In a 2-1 decision, a three-member panel of the board said Tim Krise — the vice president of Student Transportation of America Inc., a Bristol, Penn., school bus company — violated the rights of his employees when he reportedly told them during a voluntary meeting that the company "could walk away" from its contract with the Bristol Township if operations "became too costly." A month after the November 2013 meeting the company's workers voted 24-23 in a favor of joining the Teamsters. Two ballots, however, remain contested and have not been counted, leaving the election in limbo.
Labor board members Kent Hirozawa and Lauren McFerran sided with the union. "We find that employees could reasonably infer from Krise's statements that, if the petitioner (i.e., the union) won the election, the employer's costs necessarily would rise and cause the employer to walk away from its contract with the township, leaving the drivers out of work. Although Krise did not directly threaten employees with job loss, a threat need not be direct in order to be coercive," they wrote.
The board ordered the remaining contested ballots to be opened and counted. If they showed that the union won, it would be recognized. If the union did not win, then a new vote must be held.
Steve Bernstein, a labor lawyer with the management-side firm Fisher and Phillips, said the board has long taken a "dim view" of employers of making negative predictions regarding workers forming unions.
"I will say, though, that board seems to be sliding that spectrum further away from free speech and expanding the scope of comments that are unlawful," he said, noting that employers previously often got the benefit of the doubt in ambiguous cases.
The board's decision reversed an earlier one by an administrative law judge who, applying long-held board precedent, had earlier ruled that Krise's remarks were non-objectionable comments on the economic realities of running a business. The judge further noted that at the same meeting he said the company "wanted to be in for the long haul," indicating that management was not thinking about closing down.
A key part of the case, the majority said, was Krise's apparent claim that it was written into the contract with the township that the company could walk away if its costs climbed too high. However, the contract actually allowed the township, not the company, to walk away in that situation. The contract also required the township to offset half of any additional higher labor costs the company would face should its workers unionize.
"Given that Krise's statement about the contract was inaccurate and that the contract in fact provided for additional support from the township in the event of unionization, there was no objective basis for his veiled threat that the employer could abandon its contract with the township due to rising costs that he implicitly associated with union victory in the election," Hirozawa and McFerran said. Since there was no basis, the comments were not protected speech.
Board member Harry Johnson dissented, arguing that the facts were too vague to draw such conclusions and likely pointed in a different direction. He said Krise "either misstated a provision of the employer's contract with the township or was misunderstood by the [sole] witness" who testified that he said that.
"Furthermore, as the majority concedes, Krise never mentioned laying off employees or closing the facility. In fact, to the extent Krise mentioned any future action, he told employees that he was in it 'for the long haul' and that he wanted the facility to succeed," Johnson noted.
Under President Obama, the labor board has often narrowly interpreted comments from employers as threats. In 2011, it filed an unprecedented complaint against Boeing for opening a new plant in South Carolina. The board argued the move amounted to retaliation against the union that represented Boeing's machinists in Washington state, although the new factory was an expansion and no workers lost their jobs. The complaint was based primarily on a company official's statement that "strikes happening every three or fours years in Puget Sound" had influenced the decision to locate the new plant in South Carolina. The case was later withdrawn when Boeing settled with the union.
In March, the board's general counsel issued new directives strictly limiting what companies can and cannot say in their employee handbooks. The new rules argue that even seemingly innocuous company rules such as prohibitions on "false or misleading representations about your credentials or your work" would now be considered labor violations.
Sunday, July 12, 2015
Sunday, June 28, 2015
|We the mechanics of the Hayward shop in California (UOS)are asking the Union to represent us.Because we want to make a difference in our futures as well as for others who are willing to join our fight to set a better standard of living.For all the workers.|
Please be advised that I.A.M. & A.W. Machinists Automotive Trades Local Lodge No. 1101, District Lodge No. 190 of Northern California, represents the majority of your employees who perform work in the Con-Way Freight Maintenance Department at the Hayward facility located at 2200 Claremont Court Hayward, CA. 94545.
If necessary, we are prepared to agree to an independent, impartial third party check of the authorization petition from your employees to prove our majority status. We are requesting immediate negotiations to consummate a collective bargaining agreement covering wages, benefits, hours and working conditions for and on behalf of the employees that we represent. We believe this process will be the least disruptive for the Company and your employees and the best way to keep attorney fees and other costs to a minimum.
In accordance with Federal Law, we are requesting that you maintain a “status quo” environment with the affected employees. Absolutely no reprisals may be taken against them, nor may you or any representative of the Company threaten, coerce, or interrogate any employee or interfere with their Union activities.