Buffalo DSR here...the NLRB is investigating ULP charges brought by the union against Conway . As such the vote is postponed until the investigation is completed.
Charges were filed on 12/12/14 due to the overwhelming violations committed by the company and the union busters over the last 4 weeks.
These anti-union actions have made it impossible to get a fair, intimidation & coercion free vote administered by the NLRB, at this time.
The charges listed on the NLRB web site list the categories of the violations, but not the specific charges, which are numerous.
Conway has made EVERY effort to block a fair election with...
1. LIES - the union busters have all but guaranteed that Conway will give as their "last, best and final" offer a contract which gives us less that we now have, and when we do not ratify this "last, best and final" offer Conway will just unilaterally implement the terms of the offer. If we do not accept the terms offered, we were told a strike would most likely be imminent and we would all wined up in bankruptcy because the union would not offer strike pay.
2. THREATS - to close the terminal, and or rout freight around us
3. TWISTED FACTS - making the salaries of the union leadership an issue, but they never mentioned that even though Hoffa makes 300K a year, Stotler makes over 1 million
4. INTIMIDATION, FEAR AND SOMKE & MIRROR PRESENTATIONS - the issues are fair treatment, medical, PTO and retirement to name a few, Steve Beyer made up his own issues, the teamsters only want our dues, a contract will be forced down our throat as soon as Conway agrees to a "dues check off" and a "security agreement", a strike is inevitable and as a result we all will loose everything we have
5. BRIBERY - food every day for 4 weeks straight, when we all know we are lucky to get 2 pizzas a month, and randomly passing out Tim Horton's gift cards
We have THE RIGHT to have this vote intimidation free, coercion free, with all the CORRECT facts, and without lies and misrepresentations.
And once the NLRB has completed their investigation, found Conway guilty of these charges and appropriate action is taken we will have our vote, and we will be VICTORIOUS!!
This is leverage we need, now look at Conway all those anti union supporters when you see the true face of Conway you see why we need the Union they are the thugs they are the liars and cheaters of our future they want the money for our labors with minimal return to workers, the wolves in sheeps clothing well we have seen through that and we are taking a stand, stand with me stand up and VOTE YES FOR THE UNION!!!!!!!!
ReplyDeleteHOW ABOUT SICK TIME!!!
DeleteJUST TRY AND TAKE A SICK DAY. THERE US NO SUCH THING IN THE ENTIRE REGION FORMERLY KNOWN AS CONWAY SOUTHERN. CAN ANY ONE UP IN THE NORTHEN OR UNION STATES LET US KNOW IF ITS THE SAME UP THERE? DOWN HERE THE POLICY HAS CHANGED! WE ONLY HAVE PTO DAYS SO IF YOU CALL IN ITS CONSIDERD UNEXUSED ABSENCE EVEN WITH A DOCTORS NOTE. HOW ARE YOU SUPPOSED TO DRIVE LINE HAUL SICK AND DROWSY!!! I THOUGHT SAFETY WAS OUR PRIMARY CONCERN!!!
BULLSHIT PRODUCTION IS CONWAYS PRIMARY CONCERN.
PRODUCTION= PROFIT
AND PROFIT IS ALL THAT MOTIVATES GREG LEMKUHL
THEY DONT CARE FOR US OUR FAMILIES OR OUR SAFETY.
I IMPLORE ALL YOU DSR DOCKWORKER THINK ABOUT IT YOU THINK THEY WOULD CHOOSE YOUR WELLBEING OVER THERE PROFIT? DONT BELIEVE ME ? CALL IN TELL THEM YOUR TOO ILL TO DRIVE AND WATCH AS YOU ARE DISCIPLINED WITH A FULL STRIKE FOR MISSING WORK. THEN TELL ME ARE THEY CONCERNED WITH YOUR SAFETY OR MOTORISTS SAFETY YOUR WELLBEING OJUST THERE PRODUCTION AKA PROFIT VOTE UNION ITS THE ONLY WAY YOU WILL GET FAIR WAGES AND HUMANE TREATMENT
Keep strong buffalo and I hope all other locations learn from this same experience. All locations contact NLRB and file complaints so there are charged with their wrongful acts. This is clearly against the law an they should be charged. UPS driver ! Virginia
ReplyDeleteBEST WAY TO GO BUFFALO. THESE FUKING DICTATORS NEED TO BE EXPOSED FOR WHO THEY REALLY ARE. SEVERAL CHARGES HAVE ALREDY BEEN FILD IN A MIDWEST TERMINAL AND WE HAVENT EVEN PETITIONED YET,RIGHT ABE!MERRY CHRISTMAS TO ALL. HEY DOUG IF YOU WANT TO GIVE US ALL A HAPPY NEW YEAR,TRY SPIKING YOUR EGGNOG WITH SOME DRANO,I HEAR ITS DELICIOUS
ReplyDeleteHI, Steve beyer the west coast misses you!!! Can't wait to get home and have some beers and type all the stores about you at CF, UGO, ULA, USB, We have a lot to catch up on!!!
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ReplyDeleteWhat would be the chances of having a representative from the NLRB speak as a neutral party at each terminal as a whole before any vote was to take place, to explain what can and can not take place, I believe that would help more than anything a union rep or management could say. The NLRB is the law.. what they say would be the truth.
YES YES YES YES YES
WE NEVER GET ANYTHING IN BAKERSFIELD.ONLY LEFTOVERS.LIKE ANIMALS.
ReplyDeleteThat's why you should vote yes... Even though some rats from ufv are filling some you guys with bullshit don't fall for it keep moving forward
DeleteYep same thing they did in ula and ufv conway needs to be put in check total disregard for rules they pretty much make up their own this is why I vote yes
ReplyDeleteXau have charges filed also you will find them on the NLRB site don't take there shit file charges we will win this for are family's
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ReplyDeleteUnion Busters Exposed On Tape
For some workers, having to sit through captive audience meetings where employer representatives tell you that, “you have the right to organize, but it would be a very bad idea” has become mandatory while on the way to organizing for a voice at work.
A new trend has emerged, however, where some workers have been able to secretly record these meetings. These recordings offer a sneak peek at what some companies have been doing to keep workers from forming a Union.
Dave Jamieson, a Labor reporter at the Huffington Post, released an article this week covering three companies — Coca-Cola, FedEx, and Staples — which have had their captive audience meetings recorded by attendees. The similarities when it comes to the messaging from the union busters employed by these companies is uncanny.
The audio of all three of these meetings can be found on HuffingtonPost.
In the case of Coca-Cola, workers were quick to realize they were not, “just being informed of their options.” The tone of the meeting is always anti-union, with suggestions such as: “When a union comes in […] they’re seeking money from employees.”
In rare cases, these meetings give workers the opportunity to confront the lies they are being told by management. Here’s another excerpt from the Coca-Cola meeting:
When the man says that all unions want is money, one worker asks him how much he is being paid to hold the information session.
“How much is your salary for this meeting, as far as you talking about unions and stuff like that?”
“My salary doesn’t matter,” the man replies. “This is my job. I work for Coke just like you do.”
After being warned about the costs of union representation, the worker responds, “I wouldn’t mind paying for representation, because I don’t feel like anyone is representing me [now].”
“Why would people go seek a third party?” one worker asks. “You get what I’m saying? There has to be a problem.”
“You put so much emphasis on discouraging people about the union,” another worker says. “Why wouldn’t you put the same emphasis on finding out what problems the employees have and try to make them better?”
The worker who recorded the meeting told Jamieson that the thought of unionizing is necessary because “pay is not matching the labor.”
“Most guys believe that if I give a fair day’s work I should get a fair day’s pay,” he added.
These brief moments of truth, are not exclusive to Coca-Cola. Accidental confessions, when tempers flare and the meeting host breaks down and tells the workers what the company truly feels about them.
That’s what happened in the recorded FedEx Freight meeting:
“We do not want a union at FedEx Freight, not under any circumstances. Okay?” he (the union buster) says. “This company by any legal means necessary will fight that. And everybody in this room and everybody who works for this organization needs to understand that. We don’t support it. We don’t think it fits with our business model. We don’t think it’s good for you or your families.”
None of these meetings’ legal protection can complicate the simple concept of worker protection. As one Teamsters supporter working at FedEx told Jamieson, “I think it’s about time we had a voice.”
Oh my God, What is happening to this company?
ReplyDeleteDo they have union busters in the fed ex yards.?
ReplyDeleteThis Is the awaking of the hourly employees, who are tried of getting less and less every yr & and management wants more fast work be done... as salary employees are getting bigger&bigger bonuses Fos triple Paid bonuses over what a top paided driver... Vvp is a joke!!! Bring back Icp!!!!
ReplyDeleteOk Buffalo that's bad news but I guess you have to take care of these legal bullshit first that Conway is doing so now its your turn Bakersfield keep the ball rolling start the new year with the win Laredo and Miami are telling on you so lets go lets do this the only guaranteed that Neil can give you is that he's going to guarantee you he's going to fuck you all if you lose
ReplyDeleteThey have been in our barn( union busters), haven't even signed any cards or had vote. I see it as a hell of an investment to submerge the truth. My barn is mostly brain washed already. I'm not giving up I know this day will be ours eventually.
ReplyDeleteI don't know about your terminal but seems like mine was party party a lot of mangers standing around eating joking most of the day while the DSR where hooking and breaking and moving freight and hurry THE HELL UP what' do you think is the problem only one fix I see is UNION YES !!!
ReplyDeleteOh by the way that terminal was USB
ReplyDeleteTerry Dave Don John Zack and all the REST OF THEM
ReplyDeleteIve spoken with several guys that have had bad experiences with previous jobs and unions, how can they be convinced this would be good move. I like the idea the person had about the labor board having a town meeting type situation explaining how this would actually work, BTW we had town meeting with company recently, nothing but smoke and mirrors. So glad I didn't forget my hip waders.
ReplyDeleteHow to Enforce Your Rights
ReplyDeleteIf you believe your rights or the rights of others have been violated, you should contact the National Labor Relations Board promptly to protect your rights, generally within six months of the unlawful activity. You may make inquiries of the NLRB without your employer or a union, or anyone else being informed of the inquiry. A charge against an employer or union must be filed to initiate an investigation; charges may be filed by any person and need not be filed by the employee directly affected by the violations. Employees should seek assistance from the nearest Regional NLRB office, which can be found by clicking "Contact NLRB" above. It is illegal for an employer or union to retaliate against employees for filing charges or participating in NLRB investigation or proceedings.
If the NLRB determines that your rights have been violated by an employer or a union, you may be awarded appropriate remedial relief. For example, if an employer has unlawfully fired an employee, the NLRB may order the employer to rehire the employee and to pay the employee lost wages and benefits. Likewise, if a union's unlawful conduct has caused an employee to lose a job, the NLRB may order the union to seek the employee's reinstatement and to make the employee whole financially. In all cases, the NLRB seeks to undo as much as possible the effects of whatever unlawful conduct has occurred, including by ordering the employer or union to stop violating the law and to post a remedial notice informing employees of their rights under the National Labor Relations Act.
Your Rights during Union Organizing
ReplyDeleteYou have the right to form, join or assist a union.
You have the right to organize a union to negotiate with your employer over your terms and conditions of employment. This includes your right to distribute union literature, wear union buttons t-shirts, or other insignia (except in unusual "special circumstances"), solicit coworkers to sign union authorization cards, and discuss the union with coworkers. Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You can't be fired, disciplined, demoted, or penalized in any way for engaging in these activities.
Working time is for work, so your employer may maintain and enforce non-discriminatory rules limiting solicitation and distribution, except that your employer cannot prohibit you from talking about or soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms. Also, restrictions on your efforts to communicate with co-workers cannot be discriminatory. For example, your employer cannot prohibit you from talking about the union during working time if it permits you to talk about other non-work-related matters during working time.
here in Kansas we used to get 10 sick days per year, that was taken away, now vacation days are considered to be pto days now when your sick you have to use a vacation or pto day. Just don't try to use one of these days for a last min dr apt it wont be granted to you.
ReplyDeletevacation days are earned, but Conway lets you use them as they see fit, customer comes first
COME ON PEOPLE LET'S PUT MORE COMPLAINS AGAINST CONWAY IN THE NLRB TO GET THIS MOVEMENT STRONGER NLRB ALL READY RECEIVE SOME COMPLAINTS BUT NEED MANY MORE DON'T LET THIS COMPANY BREATH NEXT YEAR.!!!!!!!!AND I WANT TO WISH YOU ALL HARD WORKING MEN AND WOMEN OF CONWAY A MERRY CHRISTMAS AND HAPPY NEW YEAR
ReplyDeleteIF THERE IS A CONWAY REGION THAT SHOULD BE IN THE FORE FRONT OF THIS UNION DRIVE IT SHOULD BE CON-WAY SOUTHERN THOSE PTO/SICK DAYS THATS ALL TRUE, YOU CANT GET A DAY OFF, YOU HAVE TERMINALS WITH 100 TO 250 PLUS WORKERS AND THEY LET 10-15 OFF A DAY THE BOARDS FULL FOR MONTHS WITH EVERYBODY TRYING TO GET A DAY OFF JUST TO SURVIVE THOSE 10-14 HRS DAYS WITH OVER TIME STARTING AT 50HRS THEY ARE BANK ROLLING US ON THAT AND THEY SAY WE DONT NEED IT, YOU MAY SIT HOURS FOR YOUR MEET AND TURN WITHOUT PAY,AND WHATS SAD IS CON-WAY HAS CONDITIONED US TO THIS, WE CONTINUE TO WORK IT BECAUSE WE LIKE THE CHECKS AND WE HAVE RATIONALIZED THE WAY THINGS ARE BECAUSE WE AS DRIVERS ADAPTED TO GET THE JOB DONE, OTHER CARRIERS HIRE CON-WAY DRIVERS BECAUSE THEY KNOW WHAT CRAP WE HAVE PUT UP WITH AND KNOW WHEN WE GO TO A COMPANY THAT CARES WE ARE GOING TO OUT PERFORM, CON-WAY HAS A MASTER PLAN OF BLOCKING AND MANIPULATING TO KEEP OUT THE UNION IT WAS THE BASIS THAT CON-WAY WAS CREATED TO HAVE A NON-UNION CARRIER OUTSIDE OF CF OUR SISTER COMPANY TO CONTINUE OPERATING AND IF CF DIDNT COOPERATE THEY WOULD TRANSITION THE EFFORT TO THE NEW CON-WAY AND SUFFOCATE CF OUT OF BUSINESS. AND THATS WHAT THEY DID, IN 1995 CF MOTOR FREIGHT BROKE AWAY FROM CF INC AND CON-WAY TRANSPORTION SERVICES WAS BORN BUT OUR BLOOD LINE IS CF SO IT IS STILL IN OUR NAME CON(solidated freight)WAY THE HYPHEN DOESNT HIDE ANYTHING AND NOW CON-WAY IS ALL GROWN UP AND REALIZES THAT CON-WAY HAS PLAYED US THE FOOLS BUT NOT ANYMORE THIS IS THE BEGINNING TO A UNIONIZED CON-WAY FOR THE FUTURE!!!! UNION YES 2015!!! UNION YES ALL THEY WAY!!!!
ReplyDeleteEmployer/Union Rights and Obligations
ReplyDeleteThe National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.
Examples of employer conduct that violates the law:
Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.Threatening to close the plant if employees select a union to represent them.Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.Promising benefits to employees to discourage their union support.Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB.
like the blogger said earlier here in the northern parts we are forced to vacation days for sick days, here they like to see you use all your days up that way you don't get to take a week long vacation, pto are used for personal days sick days any time off they even try to get you to use pto hours if you go home early.... bull shit
ReplyDeleteSOME DSR'S THINK THAT WE WANT THE UNION BECAUSE THE MANAGERS ARE ASSWHOLES.THEY ARE JUST THE CHERRY ON TOP. DO IT BACAUSE YOU WANT BETTER. A CHANGE.....MANAGEMENT DOESNT CARE ABOUT US...WE NEED THE UNION TO REPRESENT.....
ReplyDeleteI WOULD SAY FROM NOW ON EVERY TERMINAL THAT PETITION'S FOR A VOTE, IF THEY ARE INTIMIDATED, BRIBED, OR THREATEND IN ANYWAY SHAPE OR FORM, TO STOP THE VOTE AND FILE CHARGES, WE HAVE TO BEAT CONWAY AT THERE OWN GAME.
ReplyDeleteSection 8(a)(1) of the Act makes it an unfair labor practice for an employer "to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7" of the Act. For example, you may not
ReplyDeleteThreaten employees with adverse consequences, such as closing the workplace, loss of benefits, or more onerous working conditions, if they support a union, engage in union activity, or select a union to represent them.Threaten employees with adverse consequences if they engage in protected, concerted activity. (Activity is "concerted" if it is engaged in with or on the authority of other employees, not solely by and on behalf of the employee himself. It includes circumstances where a single employee seeks to initiate, induce, or prepare for group action, as well as where an employee brings a group complaint to the attention of management. Activity is "protected" if it concerns employees' interests as employees. An employee engaged in otherwise protected, concerted activity may lose the Act's protection through misconduct.)Promise employees benefits if they reject the union.Imply a promise of benefits by soliciting grievances from employees during a union organizing campaign. (However, if you regularly solicited employee grievances before the campaign began, you may continue that practice unchanged.)Confer benefits on employees during a union organizing campaign to induce employees to vote against the union.Withhold changes in wages or benefits during a union organizing campaign that would have been made had the union not been on the scene, unless you make clear to employees that the change will occur whether or not they select the union, and that your sole purpose in postponing the change is to avoid any appearance of trying to influence the outcome of the election.Coercively question employees about their own or coworkers' union activities or sympathies. (Whether questioning is coercive and therefore unlawful depends on the relevant circumstances, including who asks the questions, where, and how; what information is sought; whether the questioned employee is an open and active union supporter; and whether the questioning occurs in a context of other unfair labor practices.)Prohibit employees from talking about the union during working time, if you permit them to talk about other non-work-related subjects.Poll your employees to determine the extent of their support for a union, unless you comply with certain safeguards. You must not have engaged in unfair labor practices or otherwise created a coercive atmosphere. In addition, you must (1) communicate to employees that the purpose of the poll is to determine whether the union enjoys majority support (and that must, in truth, be your purpose); (2) give employees assurances against reprisal; and (3) conduct the poll by secret ballot.Spy on employees' union activities. ("Spying" means doing something out of the ordinary to observe the activity. Seeing open union activity in workplace areas frequented by supervisors is not "spying.")Create the impression that you are spying on employees' union activities.Photograph or videotape employees engaged in peaceful union or other protected activities.Solicit individual employees to appear in a campaign video.
Discriminating against employees for NLRB activity (Section 8(a)(4))
ReplyDeleteThe National Labor Relations Board has no power to investigate an employer (or union) on its own. We cannot do our job unless people come forward, file charges, cooperate with NLRB investigations, and testify in NLRB hearings. It is unlawful for employers to discriminate against employees for helping the NLRB do its job.
Section 8(a)(4) of the Act makes it an unfair labor practice for an employer "to discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this Act." (An employer that violates Section 8(a)(4) also derivatively violates Section 8(a)(1).) For example, you may not
Discharge or otherwise discriminate against employees for announcing an intent to file a charge, providing information or giving sworn statements to a Board agent investigating a charge, refusing to disclose the identity of a charge-filing coworker, talking to coworkers about future testimony, or refusing to testify voluntarily on your behalf.Discharge or otherwise discriminate against employees because you suspect or believe, correctly or not, that they had filed or were about to file a charge.
DSR FROM ORLANDO HEAR TO AII MY BROTHERS AND SISTERS NATION WIDE KNOWLEDGE IS POWER KNOW YOUR RIGHTS.
ReplyDeleteCase Number: 31-RC-142106
ReplyDeleteLocation:Bakersfield, CA
Date Filed:12/03/2014
Region Assigned:Region 31, Los Angeles, California
Status: Open
Docket Activity
DateDocumentIssued/Filed By12/03/2014Stipulated Election Agreement*NLRB - GC12/03/2014Signed RC Petition*
Is Bakersfield in???
DeleteBAKERSFIELD? HOPE THEY HAVE THE BALLS TO VOTE FOR UNION REPRESENTATION.
ReplyDeleteLETS CHANGE CONWAY TO WIN FOR THE BETTER.
ReplyDeleteHopefully with the charges that the drivers are putting against the union buster that the compay hire will be enough for union to go in automacticly,I hope that the NLRB does something about it and stop this unfair play from con-way freight.I hope that NLRB does what is right.Thanks to the President Barack Obama for making this happend. We respect and love you mr President we wish you and your family a merry christmas and a healthy and prosperous new year from all the employees at con-way Freight.
ReplyDelete2015 is coming we're here in LAREDO TX will like to see a tsunami of petitions on this coming year don't be afraid my brother's of CONWAY we can do this all together for are own good and for are families
ReplyDeleteWe have core values to stand . But do not live by it. There is an elephant in the room and conway wants to talk about the new carpet..... We as employee have the ball in our hand to talk about the elephant do your part and vote YES!!! For a solid future with the strongest ltl frt company that will never go under we're the free maysons Of frt
ReplyDeleteSorry Tom Clark not Tim Clark
ReplyDeleteEmployees have the right to unionize, to join together to advance their interests as employees, and to refrain from such activity. It is unlawful for an employer to interfere with, restrain, or coerce employees in the exercise of their rights. For example, employers may not respond to a union organizing drive by threatening, interrogating, or spying on pro-union employees, or by promising benefits if they forget about the union.
ReplyDeleteTo all XBO DSR`s who are still sitting on the fence about voting yes for unionize because they fired a couple of bad FOS`s remember all the motor moves and your dwell time will be watch again. Just because they stop posting them does not mean they are not watching them. Along with the GPS when you are do your city runs. Time to come off the fence and take a stand Vote yes. It has been about 3 weeks since they held up our vote, funny they have not bought us lunch since then. All the big shots left and we have not seen or heard from them since then and they were so worried about us. This will be your only chance to make a change. Please think about your future.
ReplyDeleteDID NUMBSKULL KEEP HIS PROMISE? DID THE MANAGER COTTER RETURN BACK AS TERMINAL MGR?
ReplyDeletewe're down the thruway and waiting to see what's going to happen. I'm very alarmed with the direction the company is going. I honestly feel like a sponge that can not be squeezed anymore. I'm not the only one who feels this way. If you stay strong, I know you won't be alone. Other Service centers with say enough is enough and join the fight. I know we all wish to preserve our Jobs! We are not going to preserve our benifits as we lost our pension. It's a matter of time. XBO, be our muscle and pioneer our protection please.
ReplyDelete