Thursday, April 10, 2008

Joe Nuno said...

I like to say the Teamsters have never pressured me into joining them, or being force to sign a union card, this is my choice.
I choose to join the Teamsters because it’s time for a “change to win” having a union gives me some leverage, a voice to speak freely without retaliation, and to give me the Rights to dispute and file a grievance for wrongful accusation or for wrongful termination, and having no union gives you no Rights, their words against yours.
Being a member of the Teamsters gives me Rights, and being a non-union company worker makes me a member of the “At Will Employee”
So I don’t mind paying for union dues, 2 1\2 hrs per month give me legal representation, real Lawyers, a well negotiated pension fund per hour, medical benefit per hour, and a contract too.
Human Resource to the company is like a union representative for the company, Management haves more Rights, remember who pays H.R, the company does, Human Resource is paid to protect the company and their legal Rights.does it Sound like union dues!!!!


Anonymous said...

Human resources is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance management, Employee Relations and resource planning. The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions.

The objective of Human Resources is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner. Human resource management serves these key functions:

Anonymous said...

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

Anonymous said...

Organizational culture, or corporate culture, comprises the attitudes, experiences, beliefs and values of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. Organizational values are beliefs and ideas about what kinds of goals members of an organization should pursue and ideas about the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develop organizational norms, guidelines or expectations that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another"

Anonymous said...

(Human Resource Law)

Labour law concerns the inequality of bargaining power between employers and workers.
Labour law concerns the inequality of bargaining power between employers and workers.

Labour law (also known as employment or labor law) is the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations. As such, it mediates many aspects of the relationship between trade unions, employers and employees. In Canada, employment laws related to unionised workplaces are differentiated from those relating to particular individuals. In most countries however, no such distinction is made. However, there are two broad categories of labour law. First, collective labour law relates to the tripartite relationship between employee, employer and union. Second, individual labour law concerns employees' rights at work and through the contract for work. The labour movement has been instrumental in the enacting of laws protecting labour rights in the 19th and 20th centuries. Labour rights have been integral to the social and economic developmen

Anonymous said...

It is obvious Human Resources doesn't care about the hourly employees work environment. If they did care Human Rsources would be down at the service centers interviewing employees on the harassment and favortism which runs rampant throughout Fedex Freight. It is really stupid how operations managers and supervisors ask at so-called employee meetings "any questions, comments, concerns?" to the work group. The operations managers and supervisors if they really cared about employee opinion they would approach employees on a one on one basis and operations managers would invite all employees with issues to visit his office privately.

Anonymous said...

Well if the vice president of human resource was to receive an amount from the employees every month, then that would change the equation for employees!!!
But for now employees don’t pay one cent, and employees are left in the dungeon, company management has every Rights against employees. But my future brothers and sisters at FedEx freight you really need a union representation!!!!

Ralph warehouse Riverside.

Unknown said...

Jerry are you that rat shop steward in grocery?