tag:blogger.com,1999:blog-5353456924944787053.post1495859004584203729..comments2024-01-19T23:48:31.520-08:00Comments on Change Conway/XPO To Win: Buffalo Election postponedConway/XPO Employeeshttp://www.blogger.com/profile/01165754991262488338noreply@blogger.comBlogger44125tag:blogger.com,1999:blog-5353456924944787053.post-19392955227142688012015-01-22T19:24:13.091-08:002015-01-22T19:24:13.091-08:00we're down the thruway and waiting to see what...we'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. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-10489371195333454542015-01-13T03:18:38.416-08:002015-01-13T03:18:38.416-08:00DID NUMBSKULL KEEP HIS PROMISE? DID THE MANAGER CO...DID NUMBSKULL KEEP HIS PROMISE? DID THE MANAGER COTTER RETURN BACK AS TERMINAL MGR?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-37330891516497740452015-01-12T17:53:21.540-08:002015-01-12T17:53:21.540-08:00To all XBO DSR`s who are still sitting on the fenc...To 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.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-65055647884407417222014-12-26T20:28:47.281-08:002014-12-26T20:28:47.281-08:00Employees have the right to unionize, to join toge...Employees 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.<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-11473213807368719942014-12-22T22:28:58.167-08:002014-12-22T22:28:58.167-08:00Sorry Tom Clark not Tim ClarkSorry Tom Clark not Tim ClarkAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-50937049459394581272014-12-21T11:44:56.305-08:002014-12-21T11:44:56.305-08:00We have core values to stand . But do not live by ...We 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 frtAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-19954509091886564122014-12-21T11:44:44.694-08:002014-12-21T11:44:44.694-08:002015 is coming we're here in LAREDO TX will li...2015 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 familiesLAREDO DRIVERnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-27032202099437392332014-12-21T10:11:57.025-08:002014-12-21T10:11:57.025-08:00Hopefully with the charges that the drivers are pu...Hopefully 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.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-88984711975394088572014-12-21T08:32:19.876-08:002014-12-21T08:32:19.876-08:00Is Bakersfield in???Is Bakersfield in???Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-33172800233028004952014-12-20T23:28:11.368-08:002014-12-20T23:28:11.368-08:00LETS CHANGE CONWAY TO WIN FOR THE BETTER.LETS CHANGE CONWAY TO WIN FOR THE BETTER.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-65810789037904729252014-12-20T23:15:19.161-08:002014-12-20T23:15:19.161-08:00BAKERSFIELD? HOPE THEY HAVE THE BALLS TO VOTE FOR...BAKERSFIELD? HOPE THEY HAVE THE BALLS TO VOTE FOR UNION REPRESENTATION.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-67769150997818439032014-12-20T20:50:35.593-08:002014-12-20T20:50:35.593-08:00Case Number: 31-RC-142106
Location:Bakersfield, C...Case Number: 31-RC-142106<br /><br />Location:Bakersfield, CA<br /><br />Date Filed:12/03/2014<br /><br />Region Assigned:Region 31, Los Angeles, California<br /><br />Status: Open<br /><br />Docket Activity<br /><br />DateDocumentIssued/Filed By12/03/2014Stipulated Election Agreement*NLRB - GC12/03/2014Signed RC Petition*<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-59388941059472305602014-12-20T19:23:49.089-08:002014-12-20T19:23:49.089-08:00That's why you should vote yes... Even though ...That'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 Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-7806362473578893562014-12-20T17:38:12.883-08:002014-12-20T17:38:12.883-08:00DSR FROM ORLANDO HEAR TO AII MY BROTHERS AND SISTE...DSR FROM ORLANDO HEAR TO AII MY BROTHERS AND SISTERS NATION WIDE KNOWLEDGE IS POWER KNOW YOUR RIGHTS. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-46062442680149291092014-12-20T17:21:05.278-08:002014-12-20T17:21:05.278-08:00Discriminating against employees for NLRB activity...Discriminating against employees for NLRB activity (Section 8(a)(4))<br /><br />The 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.<br /><br />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<br /><br />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.<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-6416230149219528002014-12-20T14:49:06.331-08:002014-12-20T14:49:06.331-08:00Section 8(a)(1) of the Act makes it an unfair labo...Section 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<br /><br />Threaten 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.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-70302671457290182792014-12-20T14:31:27.439-08:002014-12-20T14:31:27.439-08:00I WOULD SAY FROM NOW ON EVERY TERMINAL THAT PETITI...I 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.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-67812231079964908302014-12-20T13:08:43.816-08:002014-12-20T13:08:43.816-08:00SOME DSR'S THINK THAT WE WANT THE UNION BECAUS...SOME 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.....Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-75876645668891053932014-12-20T12:38:21.671-08:002014-12-20T12:38:21.671-08:00like the blogger said earlier here in the northern...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<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-34242405777158232522014-12-20T12:14:33.693-08:002014-12-20T12:14:33.693-08:00Employer/Union Rights and Obligations
The Nationa...Employer/Union Rights and Obligations<br /><br />The 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.<br /><br />Examples of employer conduct that violates the law:<br /><br />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.<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-54203887867965004822014-12-20T10:27:55.131-08:002014-12-20T10:27:55.131-08:00IF THERE IS A CONWAY REGION THAT SHOULD BE IN THE ...IF 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!!!!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-73942925766502798182014-12-20T10:26:25.425-08:002014-12-20T10:26:25.425-08:00COME ON PEOPLE LET'S PUT MORE COMPLAINS AGAINS...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 YEARAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-74755505958704188652014-12-20T09:58:27.445-08:002014-12-20T09:58:27.445-08:00here in Kansas we used to get 10 sick days per ye...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.<br /> vacation days are earned, but Conway lets you use them as they see fit, customer comes firstAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-71203558691285612792014-12-20T08:54:41.933-08:002014-12-20T08:54:41.933-08:00HOW ABOUT SICK TIME!!!
JUST TRY AND TAKE A SICK DA...HOW ABOUT SICK TIME!!!<br />JUST 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!!!<br />BULLSHIT PRODUCTION IS CONWAYS PRIMARY CONCERN. <br />PRODUCTION= PROFIT<br />AND PROFIT IS ALL THAT MOTIVATES GREG LEMKUHL<br />THEY DONT CARE FOR US OUR FAMILIES OR OUR SAFETY. <br />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 TREATMENTAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-80950609438403159172014-12-20T08:23:19.149-08:002014-12-20T08:23:19.149-08:00Your Rights during Union Organizing
You have the ...Your Rights during Union Organizing<br /><br />You have the right to form, join or assist a union.<br /><br />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.<br /><br />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.<br />Anonymousnoreply@blogger.com