Monday, February 19, 2018

What is the Best Thing About Being a Teamster? Four Ex FedEx Freight Drivers Answer The Question.

              Teamsters Local 848

             Aaron Garcia: Fontana, Ca.

Being a teamster is important because with out it you don't have excellent pay and a voice with regards to your rights for fair work place treatment.

             Juan Vera: Whittier, Ca.

For me,  Guaranteed wages and health benefits,  a good work environment,  guaranteed hours. The ability to choose what days you want to work.

             Joe Nuno: Mira Loma, Ca.

If you don’t have a union in the workplace, you don’t have guaranteed wages, health benefits or a secure pension. You are an “at-will” employee. You check your rights at the door, and your employer can fire you or change your conditions of employment at any time and for almost any reason.
There are real advantages to having a union for you as an individual and for society in general. By forming a union with your co-workers, together you will  have the strength to negotiate a legally binding contract with your employer that includes better wages, affordable health care, a secure retirement and a safer workplace.

Mike Milroy :
San Fernando Valley, Ca.

Guaranteed Security, a contract spelling out your destiny. With regards to pay, benefits, and everything that entails the business and how you fit into that business, you are safe, secure  and  covered, who wouldn’t want that?
There is way too many company promises that will never come true because just remember “their job”depends on them lowering costs “you incur”, because then they get to  divey it up, how can they realistically worry about you when it’s “their job” on the line?
Management wishes they could be us! trust me on this. I have had so many managers tell me they took the wrong path and envy my job. My wife has thirty years in the teachers union(UTLA) and is leaving with 100% of her pay and lifetime benefits. We  are a union family! There is way too many benefits and emotional securities to mention in this illustration . I wish I didn’t waste 25 years of my life at Fed-Ex being non-union and them constantly reminding me how lucky I was to have their stinking job. They depend on isolating and eroding your security like that, it puts “them” in the position of strength. I can’t tell you how many of my old freight buddies I see at the studios that want to leave, telling me stories of  long term friends dismissed for trivial reasons, makes me sick to my stomach and sad to hear news like that, yet happy I’m here and not there and now being the persons in the position of strength.
Just remember you are dispensable, you will use up your usefulness and when  that happens and it “always does” it’s too late to go back and fix it.
The next batch come along get fed the same non-sense and the pattern will continue because the young get old and expensive, we forget all our fellow employees that worked with us and disappeared, reflect back on how many are no longer there, companies depend on your  short-term memories and your own self interest taking priority.  Do you honestly think you will be able to afford benefits in the near future when the people who say they will take care of you wind up working for your competitors? Big companies could care less what happens to you! Those extra funds go directly to fund things for the top in stock options, bonuses, cars, vacations etc. Also don’t get fed  that stupid line about union dues and layoffs, all scare tactics because that’s “all they got”.  In conclusion I have been so fortunate  to have become a Teamster and would only want all of my brothers and sisters at Fed-Ex to have what we all have here,  it’s a great life. 

Good Luck to having the work future you have been working for and deserve, and earned for your families.

Mike Milroy
Motion Picture 
Studio Teamsters local 399

Thursday, February 15, 2018

Kroger Associates Win Thousands of Dollars in Back Pay by Enforcing Union Contract

For Ryan Kibble, Chasity Moyers and more than a dozen other Kroger members in West Virginia and Ohio, justice has prevailed.
More than one year ago, they were denied promotions that rightfully should have been theirs due to the seniority provisions in their union contract.
“Seniority provisions are one of the most important protections in our union contracts,” explained Local 400 President Mark Federici. “By prioritizing the most senior employees for promotions and other benefits, seniority gives every worker the confidence of knowing that if you stick it out and pay your dues, then you will get ahead. It puts everyone on an even playing field and prevents managers from playing favorites and only promoting people they like.
“But, just like everything else in our contracts, the rules only protect us when we enforce them,” Federici added. “Ryan and Chasity did just that – and it paid off.”
Ryan Kibble was a full-time backup meat cutter at Kroger #708 in Ripley W.Va. In late 2016, he signed up for a backup customer service position at Kroger #799 in Belpre, Ohio, a move that would have cut his commute from his Parkersburg, W.Va. home from 45 minutes to just five minutes. However, the job was given to a part-time worker in violation of the contract. So Ryan filed a grievance.
“Kroger tried to pick and choose who they want,” Ryan said. “They claimed I had no skill for the position, but I had that job at a previous employer.”
After a lengthy back and forth, Ryan won his grievance in December and received $2,000 in back pay. While this victory gave him the right to take the backup customer service position, he had become a meat cutter at Kroger #799 in the midst of the grievance process and chose to stay in his current job.
“I was glad it was finally over,” he said. “And I was glad that Kroger finally had to pay for their mistake, which they need to do. You can’t set rules and then try to bend and break them whenever you want.”
Chasity Moyers had a similar experience. She was a full-time bakery clerk at Kroger #799 and signed up for a backup dairy position that opened up at her store. Someone else was given the job, and she soon realized she had more seniority than this person, so she also filed a grievance.
While her grievance was pending, the backup drug GM position came open at Kroger #799. “I signed up for that, too,” she said. “And I didn’t get that one either. So I had to file another grievance.”
A few months later, the backup drug GM position came open again and this time, she got it. But before she moved into that job, the head drug GM transferred and so Chasity leapfrogged to head drug GM.
Then, in December, she won her grievance and received nearly $1,200 in back pay.
“I was excited to win and receive the check,” she said. “To be honest, I had kind of forgotten about it because I was now in the job I wanted. But I’m really glad we enforced the contract.  Everybody has their own fair share in this company. This is a fair way to get a resolution out of something that didn’t work out, and I thank everybody who was involved.”
The Kroger West Virginia contract states that the company can award lead or department head jobs to individuals based on their fitness and ability, but when multiple candidates have similar qualifications, the person with the most seniority will receive the promotion. But in many cases, these guidelines were flouted, and the problem was not isolated to one store or one manager—it existed throughout the region. While most grievances have been resolved, some are still in process.
“Just as important as bargaining a contract is the need to enforce it,” said Local 400 President Mark P. Federici. “It’s very important not only for our representatives and shop stewards but for every member to know the contract’s terms and be vigilant about making sure they are followed. It’s our members’ activism that won justice in these cases—and sent a message to Kroger that we will hold the company accountable.”

Monday, February 12, 2018

It's Good To Be A Teamster !

These tractors are on loan to our Stockton terminal. Notice that the on board camera's are covered. Since Stockton is a Teamster yard, and they are in negotiations FedEx cannot use them until a contract is in place.

Also Stockton is very busy. They have hired new drivers. Remember during the anti union campaign Fedex said if a terminal voted  for Union representaion that they would lose work and move work away from that terminal ?

Just a good example of the company's LIES and Fake News!

Sunday, February 11, 2018

Tell the Supreme Court: Protect working people's right to organize!

Tell the Supreme Court: Protect working people's right to organize!

Fifty years ago this month, two young black sanitation workers were killed on the job in Memphis. The tragedy sparked the historic “I AM A MAN” strike, with 1,300 black workers joined by Martin Luther King, Jr. in demanding recognition of their union (AFSCME), basic safety standards and a decent wage.
This month, 50 years after the Memphis workers’ strike, the U.S. Supreme Court will hear Janus v. AFSCME Council 31, a case brought by corporate elites to divide working people by limiting our power in numbers. Undercutting our right to organize exacerbates the racial wage gap and starves the unions that give communities of color a voice against corporate interests.
This is exactly what the Memphis sanitation workers and Martin Luther King, Jr. were fighting against, and we have to continue that fight now. We need 20,000 people speaking out before the end of the month to tell the U.S. Supreme Court: Protect working people’s rights to organize, and stop dangerous right-to-work laws that hurt working people!

Daily Kos
Economic Policy Institute
National Education Association
National Domestic Workers Alliance
National Partnership for Women & Families

Wednesday, January 24, 2018

See FedEx Decertifed Terminals , If You Would Have Only Stood Strong ...

The XPO employees  in Miami Florida stood Strong and held to their true beliefs that organizing is the right thing to do. Now reap the rewards of standing up to XPO.
And not giving up hope, because they did not get new tractors.

Friday, January 12, 2018

Trump’s Labor Board Likely to Strip Auto Workers of Southern Victory by Chris Brooks

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After losing a high-profile election at the Chattanooga Volkswagen plant in 2014, the Auto Workers won a smaller unit: the skilled-trades workers at the plant. Now a Trump-appointed Labor Board is about to undo even that small victory. Photo: Volkswagen
Two years ago the Auto Workers (UAW) broke new ground when skilled-trades workers at the Chattanooga Volkswagen plant voted 108 to 44 in favor of unionizing.
It was the union’s first victory at a foreign-owned automaker in the U.S. South.
But the success was short-lived. The UAW went on to suffer several high-profile losses, including at Nissanand Fuyao last year.
But now, even that small victory at Volkswagen is likely to be stripped from the union by the D.C. Circuit Court and Trump-stacked National Labor Relations Board.


Only 162 skilled-trades workers in the maintenance department at the Chattanooga plant were eligible to vote for unionization in 2015. The year before, the union had lost an election to represent all 1,500 hourly employees.

Timeline of UAW Organizing Drive at Volkswagen

  • February 14, 2014: UAW loses union election 712 to 626.
  • July 10, 2014: UAW charters Local 42, a “members-only union.”
  • December 5, 2015: Skilled-trades workers win union recognition by a vote of 108 to 44. The company refuses to negotiate, claiming the skilled-trades unit is improper.
  • August 26, 2016: The NLRB issues a unanimous decision that Volkswagen violated federal labor law and orders the company to bargain with the union. However, the company does not comply. Instead, it appeals the decision.
  • September 25, 2017: The Senate confirms Trump’s second appointee to the Labor Board, giving the Republicans a 3-2 majority.
  • December 15, 2017: The Labor Board overrules Specialty Healthcare in favor of position that benefits employers.
  • December 19, 2017: The Labor Board asks D.C. Circuit Court to remand Volkswagen case back to the Board to be considered under the new Board’s decision to overturn Specialty Healthcare.
  • December 26, 2017: The D.C. Circuit Court remands the case to the Labor Board.
What allowed this vote by a smaller section of the workforce was the Labor Board’s 2011 Specialty Healthcare ruling, which gave unions more influence over which workers would be included in a bargaining unit.
The Auto Workers were falling in the footsteps of retail workers at Macy’s and Target, where the ruling allowed specific departments like cosmetics or the pharmacy to form their own bargaining units. Specialty Healthcare meant that unions could target their campaigns to the areas where they had greater support, rather than be forced into wall-to-wall elections.
Volkswagen had previously pledged neutrality, but as soon as the UAW had a foot in the door the company went on the attack. The company announced that it would fight any Labor Board decision to recognize a unit that did not include all hourly-wage production employees at the plant.
Volkswagen refused to bargain with the skilled-trades workers—a violation of federal labor law, but one that allowed the company to buy time. The UAW brought unfair labor practice charges, which Volkswagen appealed.


As the appeal slowly made its way through the courts, Donald Trump was elected president and the Labor Board was reconstituted with a Republican majority.
In December, the Trump Labor Board rammed through a series of pro-employer rulings demolishing Obama-era gains for unions. Among these rulings was a complete reversal on Specialty Healthcare, once again giving employers substantial power to ensure that the size and composition of a bargaining unit benefits the company, not the union.
Following the Board’s reversal, the D.C. Circuit Court kicked Volkswagen’s appeal back down to the Labor Board to be decided under the new precedent—all but guaranteeing that the skilled-trades vote will be overturned.

Wednesday, January 3, 2018

The FedEx Corporation’s History of Opposing Unionization

FedEx’s effort to keep FedEx Express’ ground transportation employees under the RLA is not– as the FedEx website would have it – a battle between rival package-delivery companies, specifically, FedEx Express and UPS. It is rather a battle between FedEx Express and its own employees, who seek the same opportunity to be represented by a union as counterpart employees at other package-delivery companies. In this regard, the actions taken by FedEx are just the latest in a long history of vigorous resistance to efforts by its employees to unionize:
• As early as 1983, a FedEx booklet titled “Managers Labor Law Book” credits the company’s success in large part to being “union free.” 66 On the second page, the booklet declares that the corporate goal is to remain “union free;”
• In 1989, shortly before acquiring Tiger International Airline, many of whose pilots were union members, FedEx’s founder and chief executive officer, Fred Smith, declared: “I don’t intend to recognize any unions at Federal Express;” 67
• In 1993, FedEx distributed to its managers a booklet produced by the company’s legal department titled “Keeping the People Philosophy Alive: Making Unions Unnecessary.” The cover letter said, “Enclosed you will find a new guide designed to provide Federal Express managers with basic information about union avoidance and union organizing;” 68 and
• As recently as 2006, FedEx’s Human Resource Services and Diversity Organization published a paper calling on human resources staff to “co-develop strategy with Labor Relations team on union avoidance,” and listing five “union avoidance strategies.” 69
The Leadership Conference recognizes the right of an employer, including FedEx, to resist unionization by its employees – provided that in doing so, the employer respects the rights of the employees and complies with its own legal obligations. But that has not always been the case with FedEx.
In 1991, for example, the National Mediation Board found that FedEx Express illegally interfered with the representation election for the company’s pilots. 70 In another election, the pilots voted for union representation, becoming the only group of FedEx Express’ employees to unionize. 71
In 2007, The Leadership Conference issued a report titled “Fed Up with FedEx: How FedEx Ground Tramples Workers Rights and Civil Rights,” which documents how another division of FedEx, FedEx Ground – a shipping company that relies entirely on trucks rather than airplanes, and whose employees are covered by the NLRA – misclassifies approximately 15,000 of its truck drivers as “independent contractors.” 72 This misclassification excludes these employees from the coverage of labor, employment, and civil rights laws, including the NLRA, and among other things, denies them the right to form and join unions. Although several courts, federal agencies, and state officials have ruled that these FedEx Ground truck drivers are employees – as one court put it, FedEx Ground’s agreement with its drivers is “a brilliantly drafted contract creating the constraints of an employment relationship …. in the guise of an independent contractor model” 73 – FedEx Ground continues to adhere to this policy in most of the nation.
The tactics used by FedEx in its campaign to keep FedEx Express’ ground transportation employees under the RLA – while aggressive and disingenuous – have not to date been unlawful. But the statement made by Sen. Kennedy in the 1996 Congressional debate to restore the special exception for FedEx Express is as apt today as it was then:
Federal Express is notorious for its anti-union ideology, but there is no justification for Congress becoming an accomplice in its union-busting