tag:blogger.com,1999:blog-5353456924944787053.post6780797589526856277..comments2024-01-19T23:48:31.520-08:00Comments on Change Conway/XPO To Win: Conway Teamsters get NLRB Certification in LaredoConway/XPO Employeeshttp://www.blogger.com/profile/01165754991262488338noreply@blogger.comBlogger102125tag:blogger.com,1999:blog-5353456924944787053.post-768306272616662172015-09-16T15:26:34.773-07:002015-09-16T15:26:34.773-07:00Can someone tell us what's going to happen if ...Can someone tell us what's going to happen if Laredo doesn't have a contract ratified by the time xpo takes over? And what about the barns that are getting cards signed and haven't had a vote yet? Are those cards trash because they're for Conway not xpo? Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-58533212583944965662015-09-12T14:52:47.648-07:002015-09-12T14:52:47.648-07:00IS THIS THE TODD OLIVER @ NBM / PLANTATION? IF TH...IS THIS THE TODD OLIVER @ NBM / PLANTATION? IF THIS IS THE FOS THAT THREATENS DRIVERS ESPECIALLY MINORTIES & CALL THEM BLACK DOGS GUESS WHAT TODD EVERY DOG HAS THERE DAY & GOOD ONE HAS MORE. TODD WHO LET THE DOGS OUT? YOU FUCKED UP IN THE HEAD SHEET WEARING MORAN.<br /><br />PEOPLE YOU DON'T HAVE TO BE LIKE SOMEONE BUT RESPECT YOUR FELLOW CO-WORKERS NO MATTER IF YOU HAVE A TITLE OR NOT. NO MAN CAN BE IN A COMFORT ZONE TO SPEAK DEMEANING WORDS TO ANYONE'S RACE. CON-WAY HAS BEEN THE MASTER OF DISCRIMINATION THROUGH THEIR GOOD OLD PRACTICES & WE SEE THE END RESULT. MONEY IS GREEN PEOPLE!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-49723773449946120452015-09-11T19:28:07.942-07:002015-09-11T19:28:07.942-07:00How about it now todd OliverHow about it now todd OliverAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-68981568348950664512015-09-11T18:06:37.782-07:002015-09-11T18:06:37.782-07:00Ramon this is gilbert give me call. 214-677-3097.Ramon this is gilbert give me call. 214-677-3097.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-76217274201592094352015-09-11T18:03:11.976-07:002015-09-11T18:03:11.976-07:00Is tat u ramon?Is tat u ramon?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-7941241774316006922015-09-11T17:59:38.117-07:002015-09-11T17:59:38.117-07:00How are the reactions now that conway has been ? I...How are the reactions now that conway has been ? Is the union still there? Sincerly Gilbert Hernandez Dallas.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-52343278114325989372015-08-28T19:15:03.382-07:002015-08-28T19:15:03.382-07:00My friend who runs to NBM was called a black dog l...My friend who runs to NBM was called a black dog last week. The fos told him if he said anything he'd put him out of service for failing instructions. What a crock. Even the manager allows this because I told him about it. Thank anything happened? Nope..the fos is still there. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-70677515453207436952015-08-17T13:04:52.978-07:002015-08-17T13:04:52.978-07:00Well it's about time people START thinking abo...Well it's about time people START thinking about joining the fight for fairness.We need to get it together and bring in some representation.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-62274504146282162842015-08-17T07:09:44.349-07:002015-08-17T07:09:44.349-07:00Does anyone know what's going on at (ULB) Long...Does anyone know what's going on at (ULB) Long Beach, Ca? We heard the guys are fed up with their new SCM Zak and have started signing and organizing cards. Looks like ULB will be joining ULX as TeamstersAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-19302754590786327932015-08-12T10:36:50.651-07:002015-08-12T10:36:50.651-07:00All of Texas needs to go Union!!!All of Texas needs to go Union!!!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-59068479997559469172015-08-12T04:02:28.048-07:002015-08-12T04:02:28.048-07:00NBM was never this bad till Mike got here. Now it&...NBM was never this bad till Mike got here. Now it's a Race war!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-70664242615655933082015-08-11T02:53:17.280-07:002015-08-11T02:53:17.280-07:00PART#3 of EMPLOYEE RIGHTS...
What are the rules a...PART#3 of EMPLOYEE RIGHTS...<br /> What are the rules about union dues?<br />The amount of dues collected from employees represented by unions is subject to federal and state laws and court rulings.<br /><br />The NLRA allows employers and unions to enter into union-security agreements, which require all employees in a bargaining unit to become union members and begin paying union dues and fees within 30 days of being hired.<br /><br />Even under a security agreement, employees who object to full union membership may continue as 'core' members and pay only that share of dues used directly for representation, such as collective bargaining and contract administration. Known as objectors, they are no longer full members but are still protected by the union contract. Unions are obligated to tell all covered employees about this option, which was created by a Supreme Court ruling and is known as the Beck right.<br /><br />An employee may object to union membership on religious grounds, but in that case, must pay an amount equal to dues to a nonreligious charitable organization.<br /><br />What about Right to Work states?<br /><br />More than 20 states have banned union-security agreements by passing so-called "right to work" laws. In these states, it is up to each employee at a workplace to decide whether or not to join the union and pay dues, even though all workers are protected by the collective bargaining agreement negotiated by the union. These states include Alabama, Arizona, Arkansas, Florida, Georgia, Idaho, Iowa, Kansas, Louisiana, Mississippi, Nebraska, Nevada, North Carolina, North Dakota, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia and Wyoming....<br /><br />UWS STAY UNITED AND INFORMED.READ UP ON YOUR RIGHTS,DON'T FALL FOR CONWAY'S LIES..Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-86321366136908861092015-08-11T02:47:32.410-07:002015-08-11T02:47:32.410-07:00PART#2 of EMPLOYEE RIGHTS....
After employees cho...PART#2 of EMPLOYEE RIGHTS....<br /> After employees choose a union as a bargaining representative, the employer and union are required to meet at reasonable times to bargain in good faith about wages, hours, vacation time, insurance, safety practices and other mandatory subjects. Some managerial decisions such as subcontracting, relocation, and other operational changes may not be mandatory subjects of bargaining, but the employer must bargain about the decision's effects on unit employees.<br />It is an unfair labor practice for either party to refuse to bargain collectively with the other, but parties are not compelled to reach agreement or make concessions.<br />If after sufficient good faith efforts, no agreement can be reached, the employer may declare impasse, and then implement the last offer presented to the union. However, the union may disagree that true impasse has been reached and file a charge of an unfair labor practice for failure to bargain in good faith. The NLRB will determine whether true impasse was reached based on the history of negotiations and the understandings of both parties.<br /><br />If the Agency finds that impasse was not reached, the employer will be asked to return to the bargaining table. In an extreme case, the NLRB may seek a federal court order to force the employer to bargain.<br /><br />The parties' obligations do not end when the contract expires. They must bargain in good faith for a successor contract, or for the termination of the agreement, while terms of the expired contract continue.<br /><br />A party wishing to end the contract must notify the other party in writing 60 days before the expiration date, or 60 days before the proposed termination. The party must offer to meet and confer with the other party and notify the Federal Mediation and Conciliation Service (link is external) of the existence of a dispute if no agreement has been reached by that time.<br /><br />How is "good faith" bargaining determined?<br /><br />There are hundreds, perhaps thousands, of NLRB cases dealing with the issue of the duty to bargain in good faith. In determining whether a party is bargaining in good faith, the Board will look at the totality of the circumstances. The duty to bargain in good faith is an obligation to participate actively in the deliberations so as to indicate a present intention to find a basis for agreement. This implies both an open mind and a sincere desire to reach an agreement as well as a sincere effort to reach a common ground.<br /><br />The additional requirement to bargain in "good faith" was incorporated to ensure that a party did not come to the bargaining table and simply go through the motions. There are objective criteria that the NLRB will review to determine if the parties are honoring their obligation to bargain in good faith, such as whether the party is willing to meet at reasonable times and intervals and whether the party is represented by someone who has the authority to make decisions at the table.<br /><br />Conduct away from the bargaining table may also be relevant. For instance if an Employer were to make a unilateral change in the terms and conditions of employees employment without bargaining, that would be an indication of bad faith.<br /><br /> Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-67390231699387537612015-08-11T02:45:06.059-07:002015-08-11T02:45:06.059-07:00Hey UWS{also goes to anyone who has questions} i h...Hey UWS{also goes to anyone who has questions} i hope you guys are staying strong on voting yes.But i just wanted to give you some real Info about voting for the Union.Because i know Conway and the Union busters are giving all kinds of old bullshit.....<br />Employer/Union Rights and Obligations<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 />Examples of employer conduct that violates the law:<br />Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.<br />Threatening to close the plant if employees select a union to represent them.<br />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.<br />Promising benefits to employees to discourage their union support.<br />Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.<br />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 />Examples of labor organization conduct that violates the law:<br /><br />Threats to employees that they will lose their jobs unless they support the union.<br />Seeking the suspension, discharge or other punishment of an employee for not being a union member even if the employee has paid or offered to pay a lawful initiation fee and periodic fees thereafter.<br />Refusing to process a grievance because an employee has criticized union officials or because an employee is not a member of the union in states where union security clauses are not permitted.<br />Fining employees who have validly resigned from the union for engaging in protected concerted activities following their resignation or for crossing an unlawful picket line.<br />Engaging in picket line misconduct, such as threatening, assaulting, or barring non-strikers from the employer's premises.<br />Striking over issues unrelated to employment terms and conditions or coercively enmeshing neutrals into a labor dispute.<br />What rules govern collective bargaining for a contract?<br /><br /> Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-65549958860806955652015-08-11T01:51:09.710-07:002015-08-11T01:51:09.710-07:00Its good to see people stand up for unity and a be...Its good to see people stand up for unity and a better future. You guys rock. Good luck to all of you. Bring the union to Conway and make it a great company for the customers and employees. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-1718894864806062152015-08-10T15:36:02.866-07:002015-08-10T15:36:02.866-07:00LHO Driver here. We are ready. Thanks for the supp...LHO Driver here. We are ready. Thanks for the support.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-83846980154446597842015-08-10T12:35:24.705-07:002015-08-10T12:35:24.705-07:00We waiting for you LHO you have our support from L...We waiting for you LHO you have our support from LDAAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-73689736691025463462015-08-10T07:30:16.891-07:002015-08-10T07:30:16.891-07:00LHO DRIVER HERE. what's going on are you guys ...LHO DRIVER HERE. what's going on are you guys going to have a vote?? Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-88829941001442717122015-08-08T15:59:29.431-07:002015-08-08T15:59:29.431-07:00The problem is there's to many brainwashed kis...The problem is there's to many brainwashed kiss asses.But its all good till they don't get their way.Then they want to call in the union.Instead of thinking of their futures from the get go.Meanwhile the top managers are doing job cuts and raking in the high pay checks.We loose------ they GAIN!!!!!!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-7521268231947984622015-08-08T03:52:14.897-07:002015-08-08T03:52:14.897-07:00I've been reading your blogs on here and amaze...I've been reading your blogs on here and amazed at what the common theme is with all the inputs. Regarding Unions, truth is....The companies will spend as much money upfront to keep the Unions out. It's about where the money goes. Back to the employees pockets with higher wages, benefits and those kinds of things. Where does this money come from?? Managers, Board of Directors, CEO's and Executives pockets. Therefore in the long run, they have continuous flow of a good amount of cash coming. It costs the company a lot more in the long run so they rather put up a good fight now than pay it all out later. Bruce Moss will lie to you and tell you Unions are bad for you. Ok.....Realize this.....UPS, YRC are they doing that bad? YRC is coming back because they figured out how to reach the Happy Medium that has tapered and balanced. Their Earning statement is coming back. Meanwhile, Conway has tried to implement and leverage technology in order to reach efficiency to cut costs. It's worked for a bit and they are starting to pay off which will save the company in the long run. More revenue and profits with lower cost of goods sold (cost of doing business) in this case. Yes Unions destroy companies if they cannot reach a happy medium in order for both to sustain. Thats where the biggest heated debate will occur. Until that is reached it's chaotic. Trust me, Americas Steel Industry and up in the manufacturing states such as OHIO and Michigan with the Big "D", the only way the workers were able to hang on to their jobs is with the Unions. Don't let anyone brain wash you and tell you Unions will close the company down. They will just have to take some pay cuts in order to satisfy the increase wages and expenses of employee health insurance and pensions. Lastly, They won't close the doors down or they will loose customers. If they cant move freight from New York to Miami, they will loose that customer because they don't operate in Miami. Business will go to another carrier. It's safe to say that you are better off going Union if you are looking to get a stronghold on your pay and benefits. Big Business needs to stop the pocket grabbing on the American Workers. It's time you got your piece of the pie! Begin earning what you working so hard for!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-62473496866362232772015-08-08T03:33:08.254-07:002015-08-08T03:33:08.254-07:00LHO is working it now! We're following the Un...LHO is working it now! We're following the Union!!!!!!!!!!!!!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-58406648952511703272015-08-08T02:15:51.700-07:002015-08-08T02:15:51.700-07:00Even the anti-union people have to admit this is t...Even the anti-union people have to admit this is true.<br /><br />Companies for years have fought the SEC’s implementation of the rule. But today 8/5/2015, the agency rightfully implemented language that largely sides with the intent spelled out under Dodd-Frank. The Teamsters applaud the SEC efforts and say it will shine sunlight on the workings of corporations across the country.<br />“At a time when corporate profits are near an all-time high and income inequality is growing, employees and shareholders have a right to know whether companies are padding the wallets of executives at the cost of workers and the company’s bottom line,” said Teamsters Secretary-Treasurer Ken Hall. “It’s time we learn from the past failings that helped cause the Great Recession.”<br />Under the new rule, companies will have to disclose median worker pay and compare it to CEO compensation. According to an AFL-CIO study of CEO pay at S&P 500 companies, the average CEO earned 373 times more than the typical U.S. worker in 2014. In contrast, CEOs in 1980 made 42 times more than the average employee....<br /><br />Wake up people we're getting screwed by Conway,we need to take control of our economic future and with the help from the union we can do it.Because who ever thinks Conway's management is going to share their profits with us is just an Idiot....All Doug cares about is his 5.3+million dollar pay check...<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-81291139024308015122015-08-07T18:31:22.996-07:002015-08-07T18:31:22.996-07:00Conway is too stupid too see why we're losing ...Conway is too stupid too see why we're losing freight! At this rate we'll all be out of a job! It's time for Doug to go!! Union is the only way drivers it's time to actAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-25761871091943659912015-08-07T16:59:29.220-07:002015-08-07T16:59:29.220-07:00All other carriers laughing at ConWay and its unfo...All other carriers laughing at ConWay and its unfocused approach to moving freight from point A to Point B but instead focus on stenciling out where to put hammers or how about strap defender 2.0 or these bogus ass docking meetings that adds no value to moving freight damage free and on time to the customer! Corporate trying save profits by cutting DSR and dock workers hours taking away the ability for providing a future for our family. We haven't seen the tip of the iceberg yet only to get worse! Union only way out of this mess! Ann Arbor always 10 steps ahead of us saying dumbasses!😈😈Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5353456924944787053.post-57820009868522665742015-08-07T13:03:47.994-07:002015-08-07T13:03:47.994-07:00Conway can not close or shut down union terminals ...Conway can not close or shut down union terminals it'll be illegal on the contrary conway can shut down non union terminals like it happened in California when Conway shut down benefit,ca (UBA),palm springs, ca (UPA) voting for union representation is the only way we can protect our jobs corporate CEO's don't give a damn about working class.thundernoreply@blogger.com