Tuesday, December 13, 2016
Wednesday, December 7, 2016
Friday, December 2, 2016
Potential $110 Million Windfall for CEO Sparks Investor Call for Vote Against Incentive Plan at Special Meeting
Wednesday, November 23, 2016
It won't be politicians bringing jobs back from overseas. It's working people organizing unions at our workplace and fighting back against the corporate greed that sends decent, good paying jobs overseas. Just to get their millions in bonuses and golden parachutes when they retire or when they bankrupt a company. Unless we organize, corporate crooks will continue to get away with the looting of America. They have bought politicians to weaken or pass laws that will allow them to go around labor laws. They hire labor consultants, better known as union busters, to lie or misinform employees about unions. Their main goal is to divide us while making us believe we don't need union representaion. They tell you to pull yourself up by your bootstraps. They've been successful for almost 40 years by using the divide and conquer mentality. It's our time to stand together and fight back. This is a good example of how unions fight and stand up for working class America.
MOU Cases 06-15-C16; 06-15-W5; 06-15-W9. These cases involve YRC’s office clerical operations and a challenge raised by various Locals to the offshoring of certain billing work to India and the Philippines. According to the Company, Teamster represented employees have historically performed less than 50% of the work in question. Several years ago, the Company closed all of its non-union clerical operations in the U.S. Much of that non-union work was sent overseas. The Company claims that it is not in violation of the MOU because the Union today represents a much higher percentage of the work in question than it ever had previously. Nevertheless, as a result of discussions resulting from the deadlocked case, the Company is now increasing the number of red-circle office positions in Local 63 and the employees will have access to the national queue of work. Additionally, the Company will transfer work from India and the Philippines in order to provide sufficient and appropriate work opportunities. Furthermore, the Company will meet with Locals 20 and 696 about increasing the number of full-time office positions in those Locals. The MOU Subcommittee, has therefore undeadlocked the case and re-assumed jurisdiction for further review and consideration as appropriate.
Thursday, November 10, 2016
Friday, November 4, 2016
Thursday, October 27, 2016
XPO Logistics Sells Truckload Shipping Business to TransForce for $558 Million
Monday, October 24, 2016
Ryan Janato, a driver at XPO in Aurora, IL joined his co-workers on October 13 by voting to form their union as Teamsters. Janato recorded a video message for the XPO workers in the Philadelphia area, who will vote in their Teamsters election on November 10. #WeAreXPO
Tuesday, October 18, 2016
XPO Exposed ·
Tom Folds, a city driver at XPO in Norcross, Georgia recorded a 2-minute video in which he urges his co-workers from across the country to stand together to fight for a secure retirement, affordable health care and fairness in the workplace. Don’t miss this great video. #WeAreXPO
Thursday, October 13, 2016
Congratulations to the in XPO warehouse workers in North Haven, CT and the XPO freight drivers in Aurora, Illinois who voted to join XPO freight workers from Miami; Laredo, TX; and Vernon, CA.
Tuesday, October 11, 2016
Workers Want Decent, Affordable Health Care And Retirement Security(KING OF PRUSSIA, Pa.) – Drivers at XPO Logistics in suburban Philadelphia filed for Teamster representation today, the latest action by workers across the U.S. who are banding together to fight for fair treatment at one of the largest transportation and logistics companies in the world.....readmore at teamster.org/news
Saturday, October 8, 2016
Thursday, October 6, 2016
Thursday, September 29, 2016
Thursday, September 15, 2016
Wednesday, September 14, 2016
Workers Want Decent, Affordable Health Care and Retirement Security
Sunday, August 28, 2016
Sunday, August 21, 2016
Monday, July 25, 2016
By Dave Jameson
By Dave Jameson
Three Teamsters organizers were passing out union flyers in a small town in Georgia
Wednesday, July 13, 2016
Sunday, June 5, 2016
Leafleting is under way in the Atlanta area, where Bo Whitener, a volunteer/member from McKesson and other members of Teamsters Local 728 are reaching out to XPO/Con-way drivers. The leafleting at XPO/Con-way terminals got off to a great start today and it coincides with the XPO port drivers’ actions at the Ports of LA and Long Beach. Scores of Teamster local unions are participating and the response from XPO/Con-way drivers has been overwhelmingly positive. Momentum in the campaign is building every day!
Thursday, May 12, 2016
Saturday, April 30, 2016
https://www.facebook.com/Bring the Teamsters to Fed Ex Freight
The Teamsters organizing campaigns in freight at XPO/Con-way and FedEx Freight are going strong, with a recent major court ruling, growing a national network of worker activists and successful nationwide days of action leafleting by members at terminals nationwide....
Wednesday, April 13, 2016
Tuesday, April 12, 2016
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.
Monday, March 28, 2016
“Pay no attention to that man behind the curtain. The great Oz has spoken,” the actor Frank Morgan thundered in the famous 1939 movie. Once Toto pulled back the curtain, and we saw the white-haired man frantically pulling levers and turning cranks, we knew who was really talking. Viewers can argue about whether the Wizard of Oz was an enterprising charmer with brains, heart and courage to spare, or a cynical con artist. But you can’t make an informed decision if you can’t see behind the curtain.
When the message is heard but the speaker is hidden, the result can be confusion. That’s what often happens in today’s workplaces when workers try to organize. Workers may perceive that trusted managers and supervisors are speaking their own minds, when in fact these co-workers are reciting a message crafted by professional consultants called “persuaders.”
New rules from the Labor Department will now provide transparency to workers and the public. We have refreshed an outdated statutory interpretation, putting in place a simple, common-sense reporting requirement for when employers pay for persuader services during union organizing efforts. The rule in no way limits what employers or consultants can say. It just means that workers will know who has crafted the message.
Basic fairness dictates that workers know who is responsible for the information that is being shared with them during union organizing efforts. If someone was trying to persuade me about something as personal and direct as my job and my workplace, I’d want to know all of the sources for their messages. Only then would I feel I could judge for myself the content of the messages.
In many cases, unions already have to disclose information about how they spend their money, including during organizing. But on the employer side, workers have had little if any information, as the prior interpretation of the statute made it easy for paid consultants to influence and persuade workers without their involvement ever becoming known.
Persuaders often have employers tell their employees that a union is an outsider or a “third party.” Sometimes this message is taken even further. Workers are told that they and the employer are a family and the family will be harmed by the intrusion of the third-party union. But many employees might give this “intruding union” argument less weight if they knew that the employer itself brought in an outside third party. In addition, workers who are told that there is no money for raises that the union might push for may be interested in knowing how much money their employer is spending on outside consultants.
The reporting requirements put into place by the revised rules are minimal. Employers and consultants will file a brief form with checkboxes when they have entered into persuader agreements. Consultants will also file a form when they present union avoidance seminars for employers. That’s it. Plus, the form already exists. Employers and consultants already file it in some cases, when persuaders themselves directly communicate with the employees.
The new interpretation simply applies the statute to circumstances when it’s most needed: when the consultant is hidden. The rule only applies to agreements entered into after the rule becomes effective. This is a small change that will result in a meaningful increase in the amount of information available to workers and the public.
For all the rhetoric that has flown forth during the years the department has worked on this regulation, let’s face it: many employers engage consultants when there is a union organizing effort. If an outside expert drafts communications for you to share with your employees, and if you are willing to pay the outsider to prepare what you tell your employees, then all this rule tells you to do is to draw back the curtain and reveal who scripted the message and managed its delivery.
Michael Hayes is the director of the department’s Office of Labor-Management Standards.
Thursday, March 17, 2016
Saturday, March 12, 2016
Monday, February 29, 2016
Wednesday, February 24, 2016
Sunday, February 7, 2016
Logistics company says trucking giant sought employees and confidential information after XPO acquired Con-way Inc.
Feb. 5, 2016 4:26 p.m. ET
Friday, February 5, 2016
Wednesday, January 13, 2016
Class-action lawsuit argues that drivers were misclassified as independent contractors