Once again taking the lead where the dysfunctional U.S. Congress failed to do so, California’s legislature and Gov. Jerry Brown – with significant lobbying from the Teamsters and other unions – pushed through a strong equal pay law that brings fairness of all workers.
 |
| Jerry Brown signed the bill into law in October. |
The California law expands federal equal pay rights by mandating that employers pay workers, regardless of sex or gender, equally for “substantially similar” work, not just strictly equal work. Federal courts have been increasingly strict in deciding what is “equal work” the federal law covers. They’ve turned most such pay discrimination cases down.
The California law also strengthens worker protection against employer retaliation and requires firms to keep employment records, including pay records, for three years, not two.
A legal summary says California bans paying workers of the opposite sex less for "substantially similar work, when viewed as a composite of skill, effort, and responsibility." And the employer must take account of "similar working conditions," not just wages at the worksite or company branch involved.
California employers could still discriminate in pay, but only if they can show the wage differences “are due to a seniority system, merit system, a system that measures the quantity or quality of production, or a ‘bona fide factor other than sex, such as education, training, or experience,’" the law adds.
And if they cite those reasons, they must be directly job-related – and show that the factor that produces wage discrimination is “consistent with business necessity." The new law then gives workers a defense against business necessity by showing “an alternative business practice exists that would serve the same purpose without producing the wage disparity.”
The California law also bans employers from retaliating against workers who disclose their own wages, discuss other workers’ wages, ask about others’ wages or help other workers exercise their rights. But if the worker asks about wages, the
employer can refuse to answer.
If the employer is guilty of breaking the law, the worker gets back pay plus interest, an equal amount in damages, and attorney’s fees.
- Press Associates, Inc., contributed to this report.
55 comments:
That law would blow the Southern States all apart!!
Imagine three years of back overtime pay for each hour for each driver at each terminal for each hour past 8 that was worked by a driver or dock worker.
Fair and equal pay for the drivers that do not get any overtime till after 50 hours
Bring that law nationwide even with the driver shortage they would have to pay 1 1/2 after 8 even with their so called market place wages it would be fair and not hide behind some kind of law put in place by the railroad in 1938. GET REAL & GET RIGHT THIS IS NOT YOUR GRANDPA'S TRUCKING !!!!!!
Hmmm interesting are line drivers going hourly now?
Trump Las Vegas Workers Vote “YES” to Join the Union in NLRB Election
Culinary Union Calls for Immediate Contract Negotiations
LAS VEGAS, NV – After two days of voting in a National Labor Relations Board election, a majority of workers at the Trump International Hotel Las Vegas have voted “YES” to be represented by the Culinary Workers Union Local 226 and the Bartenders Union Local 165 of UNITE HERE. Over 500 employees of the hotel are in the union’s bargaining units and were eligible to vote.
Trump Las Vegas workers voted in the NLRB election on December 4 and 5 at their hotel. This victory for workers at the luxury non-gaming hotel co-owned by businessman Donald Trump and casino owner Phillip Ruffin, comes nine months after workers at the Trump International Hotel Toronto voted to join UNITE HERE, and one week after the Trump Toronto workers ratified their first contract.
“I’m so happy that our voices were heard and votes counted!” said Carmen Llarull, a guest room attendant at the hotel, “My coworkers and I look forward to negotiating a fair contract and making our lives better.”
“Trump Las Vegas workers have spoken loud and clear: They want respect, dignity, and the Las Vegas union standard,” said Geoconda Arguello-Kline, Secretary-Treasurer of the Culinary Union. ”Trump Las Vegas should recognize the workers’ vote immediately and sit down with us to negotiate a contract as soon as possible.”
“I’m proud to work at this five-star hotel and am even prouder that we have joined the union,” said Alma Zamarin, a food server at the property. “My coworkers and I need fair wages, good benefits, and job security at the Trump Las Vegas, just like workers at other non-gaming properties on the Las Vegas Strip.”
Other non-casino hotels on the Las Vegas Strip that are union and have union benefits: Four Seasons Hotel Las Vegas, Elara Hilton Grand Vacations, Hilton Grand Vacations Suites on the Las Vegas Strip, Hilton Grand Vacation Paradise, and Hilton Grand Vacations Club at the Flamingo.
Culinary Workers Local 226 and Bartenders Local 165, Nevada affiliates of UNITE HERE, represent over 57,000 workers in Las Vegas and Reno, including at most of casino resorts on the Las Vegas Strip. UNITE HERE represents 270,000 workers in gaming, hotel, and food service industries in North America.
"Right to work" Just Don't Work For Workers
Working people have taken a beating in recent years. Our paychecks aren’t keeping up with costs that keep climbing. It’s getting harder to find good jobs that offer a living wage and good benefits. Wealthy CEOs, corporations and politicians have manipulated the rules in their own favor, and the rest of us are falling behind. Ohioans have had enough with the failed policies and empty rhetoric that got them in this mess . And Ohioans are starting to do something about it.
Right-to-work laws make it harder for working people to band together on the job and result in lower wages for all working people, whether they are in a union or not. In the past year, citizens rejected legislation in Kentucky, New Mexico, West Virginia and Illinois. Last fall, anti-worker measures failed to make the ballot in a number of states, including Ohio. A proposal to seriously limit workplace rights did make the ballot in Anchorage, Alaska, but was roundly defeated by voters.
Scott Walker, the Wisconsin governor who staked his entire political career on attacking union members and working families, has fallen on his face. Only a few days after doubling down on an extremist anti-worker platform as part of his presidential bid, he bowed out of the race. He was polling with less than one-half of one percent of US voters.
It turns out that most people understand that strong unions make for a strong middle class. The majority of Americans – including nearly half of registered Republicans – hold a positive opinion of the labor movement. In an economy where wealthy corporations and CEOs are calling the shots while many ordinary people feel stuck, unions are a path forward.
It’s time politicians in Washington, D.C., get the message- Americans are tired of policies that benefit the wealthy at the expense of everybody else. We are ready for something better.
And we the people vote.
10-4 UNION ALL THE WAY! !!
Why hasn't XPO reached out to there drivers yet? They've reached out SCM's and other management. Maybe we should vote yes for Union maybe then they will reach out to us!
Cause they dgaf about us
Easy answer because they don't give a crap about any of us drivers, Wan bang, thank you mam. MIAMI TEAMTER DRIVER.
Get your Voter's Registration Card Ready in 2016, and for your Sake it better say UNION!!! on it or your you will be Fucked.
Management will start Implementing the force upon you from XPO good luck everyone and a happy Union Year 2016.
Mr Jacobs hope you have seen the show Under Cover Boss u need to know feedback off your employes like our sick leave why did they take it away I can't take vacations becouse what if I get sick I won't have P T O s I. Went to Iraq to take out a Dectator out and serve my country for what tto come home and go to work and have one there I have work a long time here and they have take and take things away like sick leave pension 401k seems the biger the company the greddyer they get the only thing they gave us is the 2 dollar raise and it didn't come out off in good faith just becouse those Brave men in Texas California and Florida voted the union in that's to them we get a raise wake up pepole it's the 20 century pick up your heads our manger told us ow mr Jacobs is realy nice well I bet all the people he laid off won't say the same thing he says vote yes Union all the way wake up people
uvc drivers what make you think xpo is not going to lay you off the same way those salesperson got layoff without notice,don't think that doing nothing will save your job.the new owner is a broker all he cares is profit,he doesn't care if you've been with the company more than 27yrs.wake up before is too late
The PAST is gone forever and cannot be altered in any way. The FUTURE is uncertain, at best. It can shift dramatically in response to random unrelated events. NOW is all we have. Live your life to the fullest in the NOW and trust that your actions will bring you to a FUTURE where your greatest hopes and dreams may be realized.
Mr. Chairman -- My name is Michael Zangrillo and I am a DSR for Conway Freight in Miami Florida. I also serve as a Safety Mentor Expert, Driver Trainer, Certified Accuracy Checker, Drive Cam Coach, and I am a member of the Voices and Values Team. I am deeply involved with the Lean Journey in Miami and I am a Teamster.
From the day we filed for union representation, consultants (AKA Union Busters) were flown in from around the country to educate us about the union experience. They were relentless and their presentations were rife with negative innuendo and half truths. They employed many different strategies designed to intimidate and discourage us from choosing to seek union representation. After all was said and done, there were 2 questions for which we had no answers.
Why would you spend countless thousands of dollars to an outside consulting firm for representation, in an attempt to convince us that we don't need representation?
Why wouldn't you spend that money in support of the people who actually do the work?
I realized that there were many negative misconceptions about the union and its purpose. I would like to briefly address that today. We are not my fathers union. We are not the 1970's or 1980's union you may have heard so much about. We have certainly evolved and matured into an organization that unconditionally recognizes that the highest level of cooperation must exist between management and labor in order for both to survive and prosper. In addition to our mission to bring fairness, dignity and respect to the workplace, we are equally committed to supporting the company’s ability to grow and create sustainable long-term shareholder value.
There is mutual benefit in that atmosphere of cooperation...PRODUCTIVITY. A person who feels appreciated will always do more that what is expected. The wisest investment that a company can make is in supporting, recognizing and rewarding the people who do the work. Insure workers satisfaction, so they will remain with the company and not seek greener pastures. There is a national driver shortage and driver retention must be considered a top priority. Minimizing or eliminating new hire training, accidents and injuries all lead to reductions in operating expenses. Customer familiarity, route efficiency and good morale all lead to increased productivity.
The union has a responsibility to its membership and that same membership has a responsibility to the company. Understand that our goals are not mutually exclusive. We all want Accountability, Productivity and Profitability. Conway is a great company and the entire organization is working very hard with the design and implementation of the Lean philosophy, values and principles. It is a philosophy that will place us head and shoulders above our competition and we are committed to making it happen. To the shareholders and the Board -- We would like to express our deepest gratitude to you for your investment and for the confidence you have placed in us. I promise,you will not be disappointed.
We are committed to you and today, I ask you for your commitment to bargain in good faith with Conway drivers in Miami and with any other facility in our system who choose Teamster representation.
Mr jacobs man of the year for trucking
There is a speech that he gave on a podcast where he talked about plans for Conway no ring forword he talked about introducing economy ltl which he said will reduce a lot of linehual and save money
Which means give customers a discount to delivery their freight a few days later instead of two or three day which means big savings and rail cars a lot cheaper so linehual will load rail cars and a sub contractor will come in take loads to rail and away they go big time savings
Think about it easy way to save money this guy is out to make money and that's it the time is now to stand up and vote yes let's do this for our families
Some of you might have read my warining about the Pink card system and might be wondering why XPO would implement a system that punishes its workers? Well this writer explains it...Oh by the way XPO's management has been having having alot of meetings specially with big Banks...The question is,What is their plan's for next Year?...
Comment from analyst..My guess is that Jacobs was betting on a far higher stock price after announcing the acquisitions of ND, Con-Way, and revising guidance far above what anyone expected for the company. Instead, XPO's debt load has come into question, as have demands to see these acquisitions integrated and profits produced on a consistent basis. The concerns that XPO is growing too fast and will not generate the profits to pay off this debt is weighing heavily on the stock. And that's bad for Jacobs, as he more than likely planned to use stock as one means to fund these two large purchases.
With that said, XPO's stock weakness over the last couple months might be a blessing in disguise. Not only did it likely prevent further dilution, which in turns means more stock upside for existing shareholders, but it is also forcing management to flex their bottom-line muscles earlier than they have wanted to prove that big profits are coming from this existing business model.
Then we have this big news.If you people think we only have to worry about XPO think again.Everything out in the delivery business effects us. So people Educate yourselves change is coming...
Amazon is apparently in talks to lease 20 Boeing 767 jets for its own air-cargo business.
This comes on top of Amazon purchasing thousands of truck trailers to transport goods across the country, announcing Amazon Prime Air, and rolling out Amazon Flex.
It is becoming increasingly clear that Amazon plans to flesh out its own delivery system independent of UPS, and we expect this system to make significant strides in 2016.
UPS will lose Amazon business at some point in time, and we believe that a large portion of this loss will happen in 2016.
The threat of Amazon becoming a direct competitor with UPS for e-commerce delivery is a possibility considering Amazon's path with AWS.
Something for all of you to read and think about.I want you people to compare what you have now to what this people have.
Sales manager from OH.posted this on glassdoor.
Pro..Accessible commission structure. Base pay starting out isn't as high as some of their competitors, but there is no threshold for commissions. You get a percentage of the profit on every transaction (percentage increases as profit increases) and once you break 15,000 for the month, you also get a percentage on gross profit (again, percentage increases as profit increases). Legitimately care about their employees and upper management remains accessible for any questions, advice, or concerns that may arises. Extremely professional work environment, while maintaining a relaxed, caring, and friendly company culture. Rapidly expanding so there are lots of opportunities for advancement. Benefits kick in after 30 days, including 14 days of PTO, which is far better than their competitors. Also, they have the same 6 basic holidays as their competitors, but they also have black Friday off and Christmas eve and new years eve are half days. Very flexible with taking time off. Their CRM and proprietary software is fantastic and significantly superior to the industry standards.
Con.Work / social life balance is terrible. Technically a 24/7/365 position so a lot of prospecting and some client management has to take place at home. It's a simple job, but not an easy one. It takes a lot of effort and persistence to build up your book of business,
SO YOU PEOPLE SITTING AT THE OFFICE DON'T THINK YOU NEED representation YOU BETTER THINK AGAIN..
Then we have this other personal fro Seattle posting this on glassdoor.
Pro..Fun atmosphere to work in. Very laid back and provides you the opportunity to truly manage your book of business the way you want as long as you are producing.
WHAT HAPPENS WHEN YOU DON'T MEET XPO'S NUMBERS???
Cons...It is difficult holding carriers responsible for their actions. This results in a lot of lost business on the Accounts side. Carrier reps truly reap the financial benefit in this organization. They are rarely held accountable for mistakes and are encouraged to book at any cost. Account Managers …
MY QUESTION IS WHAT CARRIER'S IS HE TALKING ABOUT??CAN IT BE OUTSIDE VENDORS??outsourcing jobs to cheaper workers!!
LOOK AT THE WRITING ON THE WALL PEOPLE.IF WE DON'T STAND UP FOR OURSELVES THE COPMANY ISN'T GOING TO GIVES ANYTHING..ONE LAST POSTING FROM GLASSDOOR..
From NC..
Pros
Office environment is casual/business casual. Growth potential is 'there' but the reality is that most profitable lanes/customers are gobbled up and virtually inaccessible to your average carrier rep. You will have 2 weeks paid vacation (earn as you work) and major federal holidays.
Cons
This job is the same repetitive process every day, where you are never pulled from your desk to do anything but go to lunch. Know that you will probably not hit the ground running unless you already have transportation contacts. One of my fondest memories of XPO is crossbooking and being rejected even though I had all other prices beat by $200. If you are new to transportation brokerage, understand that most dispatchers are not pleasant people to work with. In this job, you are the middle man between a cheap customer rep who does not want to pay something and the dispatcher, who is requesting extra payment. Understand that once you actually build a book of business, this job becomes 24 hr. Expect your frequent carriers to be solicited by people within your company just so they can get their numbers up. Management justifies this with the idea that greed is a good thing. Benefits are OK but the 401k system matching system is not competitive at all....
DID YOU PEOPLE READ THE PART WHERE THE GUY WRITES..MANAGEMENT THINKS GREED IS A GOOD THING??
OK I SAID ONE MORE BUT I THOUGHT THIS ONE HAD TO BE POSTED...
FROM NC..THIS PERSON POSTED.
Been working at XPO logistics full-time (More than a year)
Pros
None, its all a fake
Cons
If you are an African American or any other person of color XPO Logistics is not a good fit for you. There are offices all over North American and they don't have ANY diversity in leadership. Most of the African Americans are in lower level entry positions. I even brought up the topic of diversity to the CEO and it wasn't taken seriously at all. They send e-mails asking people to put up good reviews on Glass Door, they rarely hire from within, too many people are related so people are given positions. Its the good ole boy network, managers don't lead their teams because they are too busy keeping their own book of business. This place is a revolving door for Sales people, most of them hate it there. They don't coach people, they would rather just fire them. The Atmosphere is awful, there is no culture. Most of the positive feedback you see on here has been written my the Talent team. VP's and directors are leaving left and right and HR support positions left . Bottom line there is no growth for women or people of color
$26.3 million facility planned for Bluffton Road site
DAVE GONG | The Journal Gazette
In a 4-2 vote Thursday, the Allen County Council approved a 10-year tax abatement for an out-of-state logistics company.
XPO Logistics Worldwide, based in Connecticut, plans to build a warehouse/distribution facility on 24 acres of land at 13201 Bluffton Road in south Allen County. The site is on the north side of McFadden Way, near the 1.5 million-square-foot General Mills distribution center. XPO plans to invest $26.3 million into the site.
The project location is a shovel-ready site that has been ready since about 2011. It is currently owned by the Allen County Redevelopment Commission, which plans to hold a special session to approve the land sale to XPO. The location is one of three shovel-ready sites owned by the commission, which also owns about 80 acres of land just south of the General Mills warehouse and proposed XPO facility.
WILL HAVE LOW PAYING JOBS TOO.
I WANTED TO SHARE THIS STORY THE LADY TALKS ABOUT STANDING UP FOR HERSELF AND HOW RESTRUCTURING SHE HAD TO MAKE A CHANGE FOR THE BETTER..TAKE NOTICE PEOPLE WE HAVE TO DO THE SAME THING..STAND UP AND FIGHT FOR A FAIR LIVING.
A Pittsburgh native, Kristy Knichel is a second generation logistics executive and president of Knichel Logistics, a third-party logistics provider located in Gibsonia, PA.
As an owner and CEO of a mid-sized third party logistics company (3PL), I have seen a lot of industry changes over the years. After 2013, I thought my company had navigated one of the most turbulent episodes yet in my 10 years of business. That period of crisis was due to several internal factors -- a diversion from company culture, improper executive leadership and incompatible business decisions, all of which you can read about here. During that time, I learned to stand up for myself and my position as president. After restructuring, we went on to achieve our highest profit margins in company history.
While this episode was a breakthrough for me in terms of the internal dynamics of my business, the external challenges have still loomed large. My company, Knichel Logistics, works directly with shippers to manage the transportation of their products in ways that are economically feasible and conducive to the commodity. Our modal service offerings are intermodal (truck-rail-truck), full truckload, and less than truckload. As a global market, the 3PL industry is continuing to expand, with the U.S. 3PL domestic market exceeding $150 billion. Staying on top of industry trends is crucial in this line of business because competition is fierce and change happens fast.
So i have warned everyone about XPO plan's and it seems like no one is listening..I have warned you all that some location might be liquidated.So here is some proof that some of you might want to start refreshing that resume.
XPO officials say savings are easily achievable in every part of the Con-way organization and are targeting operating profits of at least $1.7 billion by 2018—$200 million more and a year earlier than originally planned—compared to $268.5 million in 2014. The company said in its third quarter report that it has already removed $30 million of excess costs on an annualized basis.
One area officials previously identified for savings is the $227 million Con-way spent on outsourced IT services—something that XPO can bring in house with its expertise.
Also, Con-way probably has more terminals than it needs, John Larkin, lead stock analyst for transportation and logistics at investment bank Stifel, said.
CEO Douglas Stotler and the rest of Con-way’s former management team were “infatuated” with the lean process and couldn’t see the forest for the trees, he explained. Compounding the problem was that the project management approach was too complicated for anyone to understand and carry out in the field. The result, according to Larkin, was a focus on minuscule savings—like where to stack dollies for pup trailers to minimize a yard hostler move—rather than whether a terminal itself was really needed.
XPO has a very disciplined approach for identifying waste and under-performing parts of an organization. It also understands the cost to serve each customer down to the shipment level, uses algorithms to figure out how to make the transport network more efficient, and then prices accordingly. In some cases, it may determine it’s not worth serving certain customers
......PART#2....$$$$￦￦￦￦.....¿¿¿¿
Things that lose money make me really upset because that’s a defeat. That’s something we messed up,” the XPO leader said. “Either we wrongly priced to the customer and we have to eat that, or we got a cost structure that’s more than needed to do the job, or we just didn’t manage it well. So, it’s only our fault if something is losing money. I don’t like to see anything losing money in any location.”
Jacobs said he ordered Cooper to cordon off about 100 locations, figure out why they were losing money, come up with a plan and a timeframe to fix things and if they were still not performing by that time-definite period “put a bullet in it. Close it down, honor all the contracts. Wind it down and get out of it.
“So that alone is an opportunity to improve the business,” he said.
“When you buy 15 to 16 companies and you put together $15 billion in revenue,” Jacobs added, “there’s always ways to take $50 million of cost out here, take $10 million here, a couple hundred million there—many ways to fine tune the organization.”
XPO officials say they plan to introduce an economy LTL service to go along with the legacy Con-way high-velocity service, which will triple the size of the addressable market.
A slower, economy product will enable XPO to shift a substantial portion of line-haul moves to intermodal because deferred delivery is an accepted part of the service. And, Jacobs said, intermodal can even be used for premium freight on dense “power lanes.”
€€€€€.....PART#3....$$$$$¥¥¥¥....%
He also questioned whether freight forwarding will be part of XPO’s future. The 3PL is not very large in international freight management—$452 million in gross revenue—in comparison to its lofty market-share goal and leaders such as DHL, Kuehne + Nagel and Panalpina.
“I never quite figured it how, how we’re going to be No. 1 or No. 2 in ocean and air. I don’t see a path for us,” Jacobs said, noting that smaller forwarders can’t get the same pricing discounts from the top ocean carriers to make their service competitive. Plus, many freight forwarding customers are small companies and in XPO’s other business lines it deals with some of the biggest multinationals in the world.
“I think eventually we’ll have to buy somebody or bite the bullet and get out of it. But I don’t think being a sub-$1 billion freight forwarder is in our long-term plan,” Jacobs said.
...$$$...%%% WELCOME TO THE NO ECONOMIC FUTURE FOR THE BLUE COLLAR WORKER...¥¥¥
WILL NAT THE MONEY HOLE PIT SURVIVE XPO IN THE UPCOMING YEAR? SOME DSR'S BELEIVE THEY WILL BECAUSE IT'S A FAC AND WHERE IT'S LOCATED ACCESSIBLE TO THE INTERSTATES. I GUESS WE WILL SEE IN 2016....
Chicagoland it is time to get in the race the union is the only way to no what are future will hold word from inside manager is small barns will go witch will move guys to big barns and force drivers down time is running out sit back and watch and have no say in your future or stand up and fight for your further and your family I pick fight for my family sign them cards spread the word we must push forward
XPO will downsize which means it will close some terminals and layoff personal,XPO owner and lenders don't care about the workers their bottom line is profits .
Stumbled upon this site, I'm not very much for a union but it has been getting worse at this terminal that I transferred too. I had to attend a meeting six months ago mainly about how conway doesn't want to be union and our workplace is already operating great. Two months later, conway sold. I ask myself if this would have happened if we voted in a union? I don't like to having to pay for a pension that is out of my control, I'd rather have a 401k and better matched by the company. Although more importantly, I operate out of Milwaukee, WI and our terminal has the lowest morale out of any terminals in the region that I've heard from other linehaul drivers. We hired way to many drivers and our numbers are dipping even though they refer to Milwaukee as the "jewel" because we bring in so much freight. Now, alot of drivers work some weeks less than 40 and 35 hours a week and getting written up for performance issues such as dwell times in the yard, motor moves on the dock, cutting overtime. I heard they use the flexible board on the city side just to work the dock and they have been the worse when it comes to hours, work assignments, and late start times. It has been bad here in Milwaukee and I am at the point of hearing from a union representative about what can change. Examples such as start times, work assignments, linehaul runs that keep getting contracted out to sub service. They try and work with senior guys but definitely alot of favoritism and unfairness. Supervisors/ FOMs come in and they end up quitting or transferring, I think it's a reflection of the regional and terminal manager from what I hear
I overheard that if Milwaukees numbers do not improve, management/supervisor cuts will be made, now alot of dsrs/dock workers are feeling it with write-ups and cut hours. It's not our fault that our numbers aren't that high and we over hired drivers. Anyway, just venting now but alot of workers here in Milwaukee,WI including myself would be interested in hearing from a SMART union to see what can be offered to get this place operating with pride. Hope someone can respond with some information.
Thank you
Get in touch with the teamsters out there.we need contracts signed by these big corporations in order to get fair treatment from them,that's why they try and o brainwash about unions so you don't have fair work rules and they can change the rules on you at any time.unionize before it to late! You only have fairness given to in a signed contract
You need to get in touch with the local hall. If you can get several drivers to go meet with a Teamster representative even better. They do not seek you out, you need to ask them for help. Once you do show interest the door is open and they will help all they can. Start signing cards.
Milwaukee you need to reach you local Union Rep,it's the only way you can try to save your Jobs, Do not waste any time. Your clock is Ticking don't wait for a Miracle to Happen it won't! NOT FROM CONWAY/XPO.
Good luck MIA/NMF TEAMSTERS.
Again Milwaukee the company can sale itself as many times as they want but it wouldn't be good for Business at all with their Customers they will start to lose them Quickly,and they don't want that Unless they think of Closing it Down Completely, if thier losing$$$ but thier making alot of it right now. Milwaukee don't wait for a Miracle to Happen it won't especially from XPO LOGISTICS,
GO to your local Representative in your area and ask him what you can do. Good luck Milwaukee from MIA-NMF TEAMSTERS.
Well from what I'm reading seems like XPO has started the Pink Card System and that's why their over Hiring in Milwaukee..They want to get new people so they can start the new XPO ECONOMIC establishment.Pay as low as possible and push people into worring if they'll have a Job.
How was it before Miami had a union in regards to general everyday work assignments/morale versus now?
Now Wisconsin passed the right to work, how would that work with let's say 75% of Milwaukee would vote yes and pay dues? Would the whole system be overhauled in Milwaukee?
Again, I'm not entirely for a union but I feel it would really benefit the backbone workers= drivers/dock workers in treating employees better, quite frankly we are sick of being treated like we're just numbers.
And as far as for our numbers, it started going downhill in the summer months leading up to the sale, we're still bringing in revenue, just not as much as let's say last year at this time, probably 400k less freight now a night
"Right to work" Just Don't Work For Workers
Working people have taken a beating in recent years. Our paychecks aren’t keeping up with costs that keep climbing. It’s getting harder to find good jobs that offer a living wage and good benefits. Wealthy CEOs, corporations and politicians have manipulated the rules in their own favor, and the rest of us are falling behind. Ohioans have had enough with the failed policies and empty rhetoric that got them in this mess . And Ohioans are starting to do something about it.
Right-to-work laws make it harder for working people to band together on the job and result in lower wages for all working people, whether they are in a union or not. In the past year, citizens rejected legislation in Kentucky, New Mexico, West Virginia and Illinois. Last fall, anti-worker measures failed to make the ballot in a number of states, including Ohio. A proposal to seriously limit workplace rights did make the ballot in Anchorage, Alaska, but was roundly defeated by voters.
Scott Walker, the Wisconsin governor who staked his entire political career on attacking union members and working families, has fallen on his face. Only a few days after doubling down on an extremist anti-worker platform as part of his presidential bid, he bowed out of the race. He was polling with less than one-half of one percent of US voters.
It turns out that most people understand that strong unions make for a strong middle class. The majority of Americans – including nearly half of registered Republicans – hold a positive opinion of the labor movement. In an economy where wealthy corporations and CEOs are calling the shots while many ordinary people feel stuck, unions are a path forward.
It’s time politicians in Washington, D.C., get the message- Americans are tired of policies that benefit the wealthy at the expense of everybody else. We are ready for something better.
And we the people vote.
"Right to work" Just Don't Work For Workers
Working people have taken a beating in recent years. Our paychecks aren’t keeping up with costs that keep climbing. It’s getting harder to find good jobs that offer a living wage and good benefits. Wealthy CEOs, corporations and politicians have manipulated the rules in their own favor, and the rest of us are falling behind. Ohioans have had enough with the failed policies and empty rhetoric that got them in this mess . And Ohioans are starting to do something about it.
Right-to-work laws make it harder for working people to band together on the job and result in lower wages for all working people, whether they are in a union or not. In the past year, citizens rejected legislation in Kentucky, New Mexico, West Virginia and Illinois. Last fall, anti-worker measures failed to make the ballot in a number of states, including Ohio. A proposal to seriously limit workplace rights did make the ballot in Anchorage, Alaska, but was roundly defeated by voters.
Scott Walker, the Wisconsin governor who staked his entire political career on attacking union members and working families, has fallen on his face. Only a few days after doubling down on an extremist anti-worker platform as part of his presidential bid, he bowed out of the race. He was polling with less than one-half of one percent of US voters.
It turns out that most people understand that strong unions make for a strong middle class. The majority of Americans – including nearly half of registered Republicans – hold a positive opinion of the labor movement. In an economy where wealthy corporations and CEOs are calling the shots while many ordinary people feel stuck, unions are a path forward.
It’s time politicians in Washington, D.C., get the message- Americans are tired of policies that benefit the wealthy at the expense of everybody else. We are ready for something better.
And we the people vote.
Why Unions Are the Seeds of Democracy
https://youtu.be/w6RjAeVkh44?t=137
The Reality of Conway's Termination Policy
711—Termination of Employment
Policy Number: 711
I) Purpose & Scope
To state the company's policy regarding termination of employment. This policy applies to all
employees of Con-way Freight (CWF).
II) Policy
Employees are expected to conduct themselves in such a way that termination of their
employment is neither requested nor necessitated. The term of any employment is necessarily
indefinite and at will. Employees are free to leave at any time, for any reason or cause, with or without notice, just as CWF is free to terminate an employee's employment at any time, for any reason, with or without cause, and with or without notice.
111—Personnel Policies & Procedures
Policy Number: 111
I) Purpose & Scope
The purpose of this document is to provide guidelines for the preparation, revision, publication
and distribution of personnel policies and procedures at Con-way Freight Inc. This policy applies
to all employees of Con-way Freight Inc. (CWF).
II) Policy
It is the policy of CWF to develop and maintain appropriate policies and procedures (P&P's) on
personnel administration and related topics to provide reasonable standards, uniform application,
and general guidance for CWF management use. As such, these Personnel Policies and
Procedures are not a contract and no employment contractual obligations on the part of Con-way
Freight shall arise as a result of the publication of such policies and procedures.
Neither these Personnel Policies and Procedures nor any other publication or communication by
any management representative, either written or oral, made at the time of hire or during the
course of employment or at the time of termination, is intended in any way to create such an
employment contract.
All offers of employment and all continued employment with the company are mutually
understood to be “employment at will”. This means that CWF has the right to terminate
employment at any time for any reason, with or without notice, just as an employee has the right
to terminate employment with CWF at any time for any reason. The terms and conditions of
employment with CWF may be modified at the sole discretion of CWF, with or without cause, with
or without notice. Examples of the types of terms and conditions of employment which are within
the sole discretion of CWF include but are not limited to the following: promotions, demotions,
transfers, hiring decisions, compensation, benefits, qualification, discipline, or any other term or
condition of employment. Other than the President of CWF, no one has authority to make any
arrangement for employment other than for employment “at will” or to make any agreement
limiting CWF’s discretion to modify terms and conditions of employment. No implied contract
concerning any employee related decision or term or condition of employment can be established
by any statement, conduct, policy or practice. Only the President of CWF has authority to make
any such arrangement or agreement or modify any such arrangement or agreement and then
only in writing personally signed by him/her.
Because these Personnel Policies and Procedures are unilateral rather than contractual, CWF
retains the right to apply, modify, revise, or delete any policy or procedure as it deems necessary
or appropriate, at any time, with or without notice. CWF also retains the right to approve or
disprove an exception to any policy or procedure by company management with the express
authority to do so as outlined within that specific P&P or as noted below. Nothing herein shall be
deemed to interfere with any rights employees have under applicable state or Federal law.
Without unions, who will fight for the working class?
Those that do not pay dues essentially get a free ride and reap all the benefits gained by the union in a Right To Work state. The contract benefits the whole work unit but there are always some that don't want it and won't pay dues but readily accept all the good things. You really need to contact a local rep and start signing cards asap. A signed card adds a layer of protection.
I would like to take the time to remember a deceased Conway employee who passed away 2014. Only reason I am acknowledging him is for the simple fact that people are forgetting promises made. Our Laredo terminal manager swore that every year we would do something to remember a fellow coworkers memory by starting a toy drive for the children he left behind. He has not kept his promise. He is cold hearted they should have sent something to this mans family. Hope you can sleep well Ted g aka grinch your a cold one me.grinch !
Right to work that's what they do they give the law a name like that and the sheep believe that the law gives the working stiff the right to work no! It means it gives the employers the corporations the right to pay you as little as possible it means no work real work rights it basically means those states that have that law,YOUR AT THE MERY OF THE SLAVE MASTER!! UNIONIZE AMERICA BEFORE ITS TO LATE!!!!
Your TM is another fine Example of the piece of Shit Management that still Lingers is still left from X-CONWAY into XPO Brad Jacobs needs to come in and Clean House Completely and bring in New Management, and by the way We he will, it's just a matter of time people. Brad Jacobs needs to make his money$$ back ASAP! SO HE CAN SELL US OF AGAIN? The idiots and the ignorance to happen it will only happen when you have a contract unless otherwise it will never happen.
Happy New year Teamsters MIA/NMF.
This isn't the same outfit I used to know. It's now an outfit of chicken and rat fink job scared bastards that will pimp you out like a two dollar whore. They called me in the office the other day for some real bullshit. Something that wouldn't have raised a blip just six months ago...
Right to work that's what they do they give the law a name like that and the sheep believe that the law gives the working stiff the right to work no! It means it gives the employers the corporations the right to pay you as little as possible it means no work real work rights it basically means those states that have that law,YOUR AT THE MERCY OF THE SLAVE MASTER!! UNIONIZE AMERICA BEFORE ITS TO LATE!!!!
Happy New Years to all my Brothers in Laredo tx we will be in negotiations next year that's a Promise and thanks for being strong Hope this year X P O came clean house with the Garbage off management we have Liers crooks that's all for now and like I say Happy New Years but not you Ted garcia
The people that hate Ted Garcia get together and sign a written complaint and get everyone to sign it and send it to corporate, I bet he will either be fired or relocated!my point is if people unite on anything we win.
Your TM is another fine Example of the piece of Shit Management that is still Lingering left from X-CONWAY into XPO Brad Jacobs needs to come in and Clean House Completely and bring in New Management, and by the way he will, it's just a matter of time, Brad Jacobs needs to make his money$$ back ASAP! SO HE CAN SELL US AGAIN? for more Profit the Idiots and the Ignorante that are waiting for a Miracle to happen it wont! Part of the Miracle will only happen when you have a contract unless otherwise it will never happen.
Have a Happy New year.
From: Teamsters 769 MIA/NMF.
Another Milwaukee, WI employee here, what are the first steps in talking to teamsters or getting people here to see if their is interest from other employees? How long would that take? MIA as an example?
All it takes is unity from the employees. The Union doesn't do anything unless the employees tell it to do something. It only takes about 3 weeks to vote. But it starts with the employees.
If you need help or have concerns, let us know by filling out the contact box on the right side of the blog page. Your information is confidential and this is a website run by employees like you.
At usb we have certain favorite drivers that don't drive and dispatch all day they are making more than supervisors cause they get overtime and are hourly this is a violation of ca law.
Ladies and Gentleman you need to get up and do something about this situation remember you HAVE THE RIGHT to do something about it, this is called Favoritism and it is Discrimination. So ahead and address it to your Management and if that doesn't work then go up the ladder.PS:DO NOT BE SCARED YOU ARE THE UNION.
Just get ready for the worst here at ubf all the ones that backed off from voting are now crying about their jsp position and hrs of work JajajaJa that's what they get for backing up
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