Saturday, September 22, 2007

Note to Whittier Service Manager And Regional Manager ...

I would like to bring to your attention something about, Cesar Cuevas. He called for a meeting on Monday 9/17/2007 before the A.M shift had started, that the break bulk side needed extra help. I volunteered to help, but was sent home. On that same day, five people went to help and ended up working more hours. Some of them worked 9 hours to 11 hours. At the end of their shifts, Cesar signed their time cards knowing that some of them had less seniority then I have. I feel that I am a victim of favoritism on the dock or is this company policy here at Whittier. Is this discrimination or favoritism? I think it is both. I have heard talk about bringing in the Teamsters to this company and the more I see what is happening here at Whittier and the more I learn about unionizing. We have a lot to gain becoming Teamsters with a contract then working under these conditions on day-to-day bases.

15 comments:

irudedog said...

If you would like to do something about this problem right now,since we are not unionized yet.We can help you file a complaint with the NLRB.Please contact me at: "changefedextowin@yahoo.com".
You will not be alone.Many others have done this also. Not just at Freight, but also at Ground,& Express!

JOE NUNO said...

Common Misconceptions



Management will always oppose a union, that’s a fact. Your managers and supervisors will employ empty promises, lies and threats when you try to organize. To win, you must set the record straight. If you want a union, read this page and discuss it with your colleagues. Management has been using these deceptions to intimidate workers for years. Don’t let them do it again.

Deception #1

Supervisors and plant managers usually come around asking for another chance to change problems on the job, once an organizing drive gathers some momentum. The company may tell you that they didn't know you and your co-workers were so dissatisfied. Your supervisor may well start treating you better and showing new concern for your well being.

The Truth:

When workers give the company a second chance, they are always bitterly disappointed. Once the pressure is off, the company rarely changes. In most cases, your chance of winning an organizing drive is best the first time around. Don't be tricked out of your first, best chance.



Deception #2

Although it is illegal, the company will say you'll be bargaining from scratch. Management will tell you that when you negotiate a contract, you'll lose the wages and benefits you already have.

The Truth:

It is illegal for an employer to threaten to reduce benefits if a union is voted in. When you negotiate a first contract, you start from the pay and benefits you already have and build on them. You decide what to ask for in your contract. The power of the contract will depend largely on the strength in participation of you and your co-workers.



Deception #3

The company may tell you you’ll never benefit from a Teamster contract because they’ll never sign one. Since it is illegal to say this directly, they may say, "Remember, we don't have to agree to what you want in the contract."

The Truth:

Your company is legally required to negotiate with the union you choose. Every company talks tough before workers organize; don’t let them bully you. It’s in the company’s interest to keep its employees satisfied and keep the work flowing. Once you present them with reasonable contract proposals, management usually compromises.



Deception #4

They’ll tell you the plant may close if they have to deal with a union. They’ll tell you that unions are bad for business. They’ll say most anything to convince you that unionizing will threaten your job.

The Truth:

Companies fold for economic reasons. The vast majority of failed businesses are non-union. If your company is really in bad shape, let them prove it by opening their books.



Deception #5

Management may tell you that a union can force you out on strike whether you want to go or not. They may threaten that if you leave your job for a strike you could lose it forever. They may ask you how your family will survive if you are forced out on strike.

The Truth:

When a company threatens that a union will force you out on strike, they break the law. No union can force you to strike. A strike is a decision voted on by you and your co-workers. If the majority doesn’t want a strike, there is no strike. Almost 99 percent of all Teamster contract negotiations are resolved without a strike.



Deception #6

The company will tell you that the union just wants your money. They may lie about the amount of dues you will pay to be a Teamster.

The Truth:

The improvements in pay and benefits you get with a Teamster contract outweigh the cost of your dues, usually by a huge margin. The improvements in your working conditions and in the dignity with which you are treated are immeasurable. Teamster dues average two hours pay per month. An organization that works for you is worth paying for.
See The Facts About Teamster Dues



Deception #7
The company will try to scare you by saying that unions bring violence and conflict. Near election time, management sometimes will cause problems and then blame the union.

The Truth:

Collective bargaining’s very reason for existence is to solve problems peacefully. With Teamster representation, workers and management sit down as equals—at the bargaining table and in the grievance process. This doesn’t create violence, it prevents it.



Deception #8

The company will tell you that a union just takes your dues money to pay the high salaries of union elected officials.

The Truth:

Union expenses, including the salaries of union officers, are approved by the membership. Union money is spent solely for their members' benefit. Your dues can only be increased by a majority vote. Union members decide how union money is spent.



Deception #9

Your supervisor may suggest that you can get a promotion or better pay if you support management. He’ll probably tell you that the company will give special treatment and favors to workers who are "team players" who vote against unionizing.

The Truth:

Not only is this illegal, it’s usually not true. Generally any special treatment ends on election day. Many workers who are tricked this way find themselves treated just as poorly as their co-workers after a union organizing drive is defeated.



Deception #10

Before a union election, a so-called "Vote No" committee often mysteriously appears. This committee does management’s dirty work. It passes out literature filled with company lies about the union. It spreads rumors and insults co-workers who support the union. "Vote No" committee members may be recruited from friends and relatives of management. Usually, they are promised special treatment or a promotion for their foul deeds.

The Truth:

Your company knows that if you and your co-workers are unified, you can stand up for your rights. The aim of an anti-union committee is to divide people and create hatred. Managers may try to divide people, but unions bring people together. Don’t fall for the company’s lies.

MOLLY IVINS said...

“Although it is true that only about 20 percent of American workers are in unions, that 20 percent
sets the standards across the board in salaries, benefits and working conditions. If you are making
a decent salary in a non-union company, you owe that to the unions. One thing that corporations
do not do is give out money out of the goodness of their hearts.” - Molly Ivins

SOUNDS LIKE THE OPERATION MANAGER IN FONTANA!! said...

Many people lie because they want to protect themselves from an unpleasant situation or conflict. Think of young children who lie; they lie to make sure that they don't get into trouble. Children lie to avoid unpleasant consequences or punishment. Adults do the same.
Many people lie because they know they've done something that will anger the other person. A woman might lie about the cost of the shoes she purchased and a man might lie about which buddy he was going to hang out with. These lies are strictly to escape punishment or to avoid a fight. The person may not have done anything wrong, but would prefer not to have to justify, explain, or face an irate spouse.

Rob said...

The term management is used loosley at FedeEx. There are those who are supervisors with the right to hire and fire and there are salaried employees who supervise no one.

My understanding is that the former are not covered under the NLRA, but the latter are, as they are in essence unrepresented employees.

Perhaps someone who deals regularly with NLRA can better answer this question

Teamsters local 63 said...

Know Your Rights and Responsibilities
THE UNION FIGHTS FOR YOUR RIGHTS


· You have rights and protections
· You are never alone on the job
· The Union is always right behind you


As a union member, you are protected against:


· Mistreatment in the workplace
· Harassment, discrimination or favoritism
· Being fired without cause
· Being underpaid

Stand up Whittier service center!!!!

TEAMSTERS LOCAL 63 said...

FAIR TREATMENT: IT'S ONLY RIGHT
KNOWING YOUR RIGHTS ON THE JOB IS AS EASY AS 1, 2, 3


1) Knowing what to expect
2) Knowing what to accept, and
3) Knowing what to reject



DID YOU KNOW YOU HAVE A RIGHT TO:


· Expect fair treatment in the workplace
· Receive help from your Local
· Demand Union representation in meetings with management
· Receive family and medical leave
· Expect advance notice of plant closure
· Refuse lie detector tests
· See your personnel file


ON THE JOB, YOU ALSO HAVE THE RIGHT TO:


· Guaranteed wages, overtime and time off
· Worker Safety
· Worker's Compensation
· Disability Benefits
· Unemployment Insurance Benefits


If you feel your rights have been violated in any of these areas, contact your local unions,or your committee of your service center and file (NLRB) labor charges against bad manager like Cesar Cuevas!!!

Teamsters Local 63 said...

Your Union, Your Meetings, Your Future


Teamsters Local 63
REGULAR COMMUNICATION: THE KEY TO STRENGTH AND HARMONY
BY ATTENDING MEETINGS...


· You feel connected
· You stay up to date
· You support your Union leaders
· You support your fellow members
· You have a voice
· You are helping to shape tomorrow

JOE NUNO said...

Resources for Labor Union Organizing is designed to provide help to U.S. Workers in their efforts at organizing themselves and their co-workers into labor unions. It is also a resource for Union Leaders to assist in their operations, organizing, and bargaining efforts.

Employees nationwide are struggling with economic and workload issues: whether a Trucker, Janitor, Home Care Worker, a a Security Guard, a Nurse, a Police Officer, a Fire Fighter, a Construction Worker, an Office Worker, or any worker who is mistreated in the workplace each day; each are turning to labor unions for organizing.

Only through joining or forming labor unions can there be any guarantee for Dignity, Rights, and Respect in the workplace.

We deserve it and our families' futures deserve it.

Anonymous said...

I worked at Fedex a non union company for eight months, pm shifts I supported the union, and was fired because I needed to leave early for a family emergency and called out the next day. I had only missed two days in the entire eight months. I feel I was mistreated and my immediate supervisor was and is getting away with it. The full employees there are not allowed to have a second job due to that if they are told to stay (after their shift) and they need to leave, they are terminated. Family in their eyes comes second to work. I feel this is inhumane and unfair. I worked 10 years at my previous employer and was laid off, now I was denied unemployment benefits because the reasons I had for leaving my recent employment were unexcusable. Unemployment claims that they sent me a letter of denial which I never received so I missed the opportunity to appeal. Is there anything I could do as far as unemployment goes and where (if any) can I report this abuse that is happening at the above mentioned employer?

Anonymous said...

FedEx is underpaying their part time employees pure and simple. The issue isnt lifestyle, it is getting paid a fair paycheck for a fair days work. Its not about "living on the edge" its about being able to put a roof over your childrens heads and feed them. You say that "making a living is over now". What planet are you living on?

Anonymous said...

I myself am to the point I don't care.Just one Question why would the co.keep the emplee hand book on the co intranet ? I was told so they can make changes with out changing the whole book. Hog wash!I want one in my hand. How many times have you felt you've been wronged even by their standards? and doug it up in your handbook then went to managment them try to defend their actions but then you bring out their very on written handbook and showed they've done it wrong.Evry thing is top secret or so they can change or amende it at a push of a button.
We need the TEAMSTERS!!!!!

Anonymous said...

All I Have ever asked is for this company is to keep its word to its employees. The big wigs come in to my center promise big pay raises and better bennies, and when it comes time to deliver they dont. When you ask when are they going to deliver all of a sudden I'm a trouble maker, a union man,and a threat to the company.ALL the problems this company has with its workforce comes from the top down. If they would keep just half their word we could grow faster than any truck line ever could with an unstoppable workforce, we could be the best carrier ever, but you reap what you sow.

John (FNLTL) said...

I work for FEDEX and my god I can only imagine how bad it is if we are in the top 10. The Union push will be underway soon only so much abuse a person can endure.

Scott said...

Fed ex??care absolutly nothing about it employees they are machines!!
We need the Teamsters now!!!!!!!!!