William B. Cassidy | Aug 30 , 2011 2 :55
The Journal of Commerce Online - News Story LTL | Trucking | United States | Mexico LTL carrier adds three terminals in alliance with AutoLineas
America FedEx Freight is expanding in Mexico, adding terminals in Toluca, Puebla and Veracruz through its alliance with Mexican carrier Auto Lineas America. The U.S. trucking arm of FedEx now has access to 15 terminals across Mexico handling cross-border and intra-Mexico less-than-truckload freight. Surface trade with Mexico was up 16.6 over-year in May and 6.5 percent from April, according to the Bureau of Transportation Statistics. The three-terminal expansion in August cut transit times by an average of 50 percent for customers shipping to southeastern Mexico, FedEx Freight said. FedEx Freight’s Mexican partner Auto Lineas America is a subsidiary of Grupo Transportes Monterrey that provides truckload, dedicated and LTL service.
Contact William B. Cassidy at wcassidy@joc.com Follow him on Twitter at @wbcassidy_joc
Tuesday, August 30, 2011
Monday, August 29, 2011
Quote Of The week
Knowing is not enough; we must apply.
Willing is not enough; we must do.
Johann Wolfgang von Goethe
Willing is not enough; we must do.
Johann Wolfgang von Goethe
Thursday, August 25, 2011
Board issues Final Rule to require posting of NLRA rights. Some Very Good News!!
August 25, 2011
Contact:
Office of Public Affairs
202-273-1991
publicinfo@nlrb.gov
www.nlrb.gov
The National Labor Relations Board has issued a Final Rule requiring most private-sector employers to notify employees of their rights under the National Labor Relations Act by posting a notice. The rule was placed on public inspection at the office of the Federal Register on August 25. It is scheduled to be posted in the Federal Register on August 30, 2011 and will take effect 75 days later, on November 14, 2011.
Similar postings of workplace rights are required under other federal workplace laws. The 11-by-17-inch notice is similar in content and design to a notice of NLRA rights that must be posted by federal contractors under a Department of Labor rule.
The notice of rights will be provided at no charge by NLRB regional offices or can be downloaded from the Board website and printed in color or black-and-white. Translated versions will be available, and must be posted at workplaces where at least 20% of employees are not proficient in English.
Employers must also post the notice on an intranet or an internet site if personnel rules and policies are customarily posted there.
Questions and Answers:
Does my company have to post the notice?
The posting requirement applies to nearly all private-sector employers subject to the National Labor Relations Act, which excludes agricultural, railroad and airline employers. In response to comments received after the proposed rule was announced, the Board has agreed to exempt the U.S. Postal Service for the time being because of that organization’s unique rules under the Act.
When will the notice posting be required?
The final rule takes effect 75 days after it is posted in the Federal Register, or on November 14, 2011.
There is no union in my workplace; will I still have to post the notice?
Yes. Because NLRA rights apply to union and non-union workplaces, all employers subject to the Board’s jurisdiction (aside from the USPS) will be required to post the notice.
I am a federal contractor. Will I have to post the notice?
The Board’s notice posting rule will apply to federal contractors, who already are required by the Department of Labor to post a similar notice of employee rights. A contractor will be regarded as complying with the Board’s notice posting rule if it posts the Department of Labor’s notice.
I operate a small business. Will I have to post the Board’s notice?
The rule applies to all employers subject to the Board’s jurisdiction, other than the U.S. Postal Service. The Board has chosen not to assert its jurisdiction over very small employers whose annual volume of business is not large enough to have a more than a slight effect on interstate commerce. The jurisdictional standards are summarized in the rule.
How will I get the notice?
The Board will provide copies of the notice on request at no cost to the employer beginning on or before November 1, 2011. These can be obtained by contacting the NLRB at its headquarters or its regional, sub-regional, or resident offices. Employers can also download the notice from the Board’s website and print it out in color or black-and-white on one 11-by-17-inch paper or two 8-by-11-inch papers taped together. Finally, employers can satisfy the rule by purchasing and posting a set of workplace posters from a commercial supplier.
What if I communicate with employees electronically?
In addition to the physical posting, the rule requires every covered employer to post the notice on an internet or intranet site if personnel rules and policies are customarily posted there. Employers are not required to distribute the posting by email, Twitter or other electronic means.
Many of my employees speak a language other than English. Will I still have to post the notice?
Yes. The notice must be posted in English and in another language if at least 20% of employees are not proficient in English and speak the other language. The Board will provide translations of the notice, and of the required link to the Board’s website, in the appropriate languages.
Will I have to maintain records or submit reports under the Board’s rule?
No, the rule has no record-keeping or reporting requirements.
How will the Board enforce the rule?
Failure to post the notice may be treated as an unfair labor practice under the National Labor Relations Act. The Board investigates allegations of unfair labor practices made by employees, unions, employers, or other persons, but does not initiate enforcement action on its own.
What will be the consequences for failing to post the notice?
The Board expects that, in most cases, employers who fail to post the notice are unaware of the rule and will comply when requested by a Board agent. In such cases, the unfair labor practice case will typically be closed without further action. The Board also may extend the 6-month statute of limitations for filing a charge involving other unfair labor practice allegations against the employer. If an employer knowingly and willfully fails to post the notice, the failure may be considered evidence of unlawful motive in an unfair labor practice case involving other alleged violations of the NLRA.
Can an employer be fined for failing to post the notice?
No, the Board does not have the authority to levy fines.
Contact:
Office of Public Affairs
202-273-1991
publicinfo@nlrb.gov
www.nlrb.gov
The National Labor Relations Board has issued a Final Rule requiring most private-sector employers to notify employees of their rights under the National Labor Relations Act by posting a notice. The rule was placed on public inspection at the office of the Federal Register on August 25. It is scheduled to be posted in the Federal Register on August 30, 2011 and will take effect 75 days later, on November 14, 2011.
Similar postings of workplace rights are required under other federal workplace laws. The 11-by-17-inch notice is similar in content and design to a notice of NLRA rights that must be posted by federal contractors under a Department of Labor rule.
The notice of rights will be provided at no charge by NLRB regional offices or can be downloaded from the Board website and printed in color or black-and-white. Translated versions will be available, and must be posted at workplaces where at least 20% of employees are not proficient in English.
Employers must also post the notice on an intranet or an internet site if personnel rules and policies are customarily posted there.
Questions and Answers:
Does my company have to post the notice?
The posting requirement applies to nearly all private-sector employers subject to the National Labor Relations Act, which excludes agricultural, railroad and airline employers. In response to comments received after the proposed rule was announced, the Board has agreed to exempt the U.S. Postal Service for the time being because of that organization’s unique rules under the Act.
When will the notice posting be required?
The final rule takes effect 75 days after it is posted in the Federal Register, or on November 14, 2011.
There is no union in my workplace; will I still have to post the notice?
Yes. Because NLRA rights apply to union and non-union workplaces, all employers subject to the Board’s jurisdiction (aside from the USPS) will be required to post the notice.
I am a federal contractor. Will I have to post the notice?
The Board’s notice posting rule will apply to federal contractors, who already are required by the Department of Labor to post a similar notice of employee rights. A contractor will be regarded as complying with the Board’s notice posting rule if it posts the Department of Labor’s notice.
I operate a small business. Will I have to post the Board’s notice?
The rule applies to all employers subject to the Board’s jurisdiction, other than the U.S. Postal Service. The Board has chosen not to assert its jurisdiction over very small employers whose annual volume of business is not large enough to have a more than a slight effect on interstate commerce. The jurisdictional standards are summarized in the rule.
How will I get the notice?
The Board will provide copies of the notice on request at no cost to the employer beginning on or before November 1, 2011. These can be obtained by contacting the NLRB at its headquarters or its regional, sub-regional, or resident offices. Employers can also download the notice from the Board’s website and print it out in color or black-and-white on one 11-by-17-inch paper or two 8-by-11-inch papers taped together. Finally, employers can satisfy the rule by purchasing and posting a set of workplace posters from a commercial supplier.
What if I communicate with employees electronically?
In addition to the physical posting, the rule requires every covered employer to post the notice on an internet or intranet site if personnel rules and policies are customarily posted there. Employers are not required to distribute the posting by email, Twitter or other electronic means.
Many of my employees speak a language other than English. Will I still have to post the notice?
Yes. The notice must be posted in English and in another language if at least 20% of employees are not proficient in English and speak the other language. The Board will provide translations of the notice, and of the required link to the Board’s website, in the appropriate languages.
Will I have to maintain records or submit reports under the Board’s rule?
No, the rule has no record-keeping or reporting requirements.
How will the Board enforce the rule?
Failure to post the notice may be treated as an unfair labor practice under the National Labor Relations Act. The Board investigates allegations of unfair labor practices made by employees, unions, employers, or other persons, but does not initiate enforcement action on its own.
What will be the consequences for failing to post the notice?
The Board expects that, in most cases, employers who fail to post the notice are unaware of the rule and will comply when requested by a Board agent. In such cases, the unfair labor practice case will typically be closed without further action. The Board also may extend the 6-month statute of limitations for filing a charge involving other unfair labor practice allegations against the employer. If an employer knowingly and willfully fails to post the notice, the failure may be considered evidence of unlawful motive in an unfair labor practice case involving other alleged violations of the NLRA.
Can an employer be fined for failing to post the notice?
No, the Board does not have the authority to levy fines.
Monday, August 22, 2011
F. Y. I.
On fedex 2011 report "Purchase transportation cost rose 28% in 2010 due to increased utilization of third- party transportation providers"
The FedEx Watch Dogs
The FedEx Watch Dogs
Saturday, August 20, 2011
Quote of the Week ...
"Success is not final, failure is not fatal: it is the courage to continue that counts"
Winston Churchill
Winston Churchill
Thursday, August 18, 2011
Analyst doubts protests hurt BMW financially
By PE Business on August 18, 2011 6:00 AM
Share: 
BMW could have been embarrassed by the pressure irate Teamsters put on in the last two months, but an auto industry analyst doesn't believe it translated into serious economic pressure for the luxury car manufacturer.
Jeremy Anwyl, CEO of the industry analysis firm Edmunds.com said he doubts BMW had any bottom-line problems when Teamster picket lines visited dealerships across the country. The controversy stemmed from BMW's decision to outsource its parts distribution in Ontario, which would have meant well-paid, long-time Teamsters would have been replaced.
Last week BMW extended the Teamsters' contract in Ontario for six months.
Randy Cammack, a Southern California Teamsters leader, said he heard reports of car shoppers who dropped by BMW dealerships on Saturday car-shopping pilgrimages, spoke to picketers about the issue at hand and immediately left.
Read More
Monday, August 15, 2011
From Joe Nuno
I am speaking on my own behalf, first of all, Mira Loma management hates anyone that are affiliated with FedEx Freight.
2nd; Mira Loma's motto is to intimidate employees, use other employees as examples and put fear on others. And when it comes to the employees of Mira Loma, nobody speaks up, why? Because Mark Link has them on pure fear, with his associates of in secured buddies like Bob Tillet and pot-head Alexander Parra, who runs Mira Loma by cheating the systems. Alex is the mole who erases and tampers with the computer, and covers the mistake that management creates in Mira Loma.
3rd; I announced myself to Bob Tillet and Mark Link in Fontana, that I was pro-union, and I was an employee organizing all the yards. This was done in front of all employees that attended the meeting of introduction.
4th; I was tagged, because of whistle blowing on Mark Link, who was sneaking trailers in the middle of the night, without any documentation or having the drivers log on to the computer system. Also I whistle blew on management in Mira Loma because they were loosing customers. Others drivers and I went back to Fontana and reported to Ed Smith what was going on at Mira Loma. They have a poor management team, dispatch would mistreat customers, failed to make pick ups and lied to customers.
5th; I filed charges against FedEx, with the National Labor Relation Board. On how FedEx in Mira Loma commit unfair Labor practice.
6th; I was put on administrative leave on Tuesday, but on Thursday June 30th of that week, I was schedule to be on vacation, and Friday also, on June 30th I was fired, through a phone message, while I was on vacation! I never signed any documents of my termination and up to this day still haven't got any documentation of my termination. But if I had a CBA, Collective Bargaining Agreement and paid unions dues! I most likely be working still.
2nd; Mira Loma's motto is to intimidate employees, use other employees as examples and put fear on others. And when it comes to the employees of Mira Loma, nobody speaks up, why? Because Mark Link has them on pure fear, with his associates of in secured buddies like Bob Tillet and pot-head Alexander Parra, who runs Mira Loma by cheating the systems. Alex is the mole who erases and tampers with the computer, and covers the mistake that management creates in Mira Loma.
3rd; I announced myself to Bob Tillet and Mark Link in Fontana, that I was pro-union, and I was an employee organizing all the yards. This was done in front of all employees that attended the meeting of introduction.
4th; I was tagged, because of whistle blowing on Mark Link, who was sneaking trailers in the middle of the night, without any documentation or having the drivers log on to the computer system. Also I whistle blew on management in Mira Loma because they were loosing customers. Others drivers and I went back to Fontana and reported to Ed Smith what was going on at Mira Loma. They have a poor management team, dispatch would mistreat customers, failed to make pick ups and lied to customers.
5th; I filed charges against FedEx, with the National Labor Relation Board. On how FedEx in Mira Loma commit unfair Labor practice.
6th; I was put on administrative leave on Tuesday, but on Thursday June 30th of that week, I was schedule to be on vacation, and Friday also, on June 30th I was fired, through a phone message, while I was on vacation! I never signed any documents of my termination and up to this day still haven't got any documentation of my termination. But if I had a CBA, Collective Bargaining Agreement and paid unions dues! I most likely be working still.
Thursday, August 11, 2011
Anti Union Meeting In SBO
Anti union meeting were given yesterday by Alex H. A dock supervisor who worked at a union company. And Chuck L. This morning. Next time, which will most definitely happen again,ask Alex or Chuck why aren't there any pro union employees in these meetings so you can get both sides of the story? Its not like we're never going to find out!
Also, ask them why are they telling you what to do on your own time at HOME and away from work. They might as well tell you where to shop,what to eat,where to pray!
The reason why we are organizing FedEx is to stop the harassments, the favoritism, the constructive terminations, ie snap shot. To get a defined pension plan, instead of a pension that depends on the stock market, by the way how's that working out for you lately?
That's why they have these meetings. Because they want complete CONTROL of your LIFE!
Also, ask them why are they telling you what to do on your own time at HOME and away from work. They might as well tell you where to shop,what to eat,where to pray!
The reason why we are organizing FedEx is to stop the harassments, the favoritism, the constructive terminations, ie snap shot. To get a defined pension plan, instead of a pension that depends on the stock market, by the way how's that working out for you lately?
That's why they have these meetings. Because they want complete CONTROL of your LIFE!
Wednesday, August 10, 2011
LATTC | Labor Center – Schedule of Classes
http://college.lattc.edu/laborcenter/schedule-of-classes/
Sent on the Sprint® Now Network from my BlackBerry®
Sent on the Sprint® Now Network from my BlackBerry®
Recent Board Decision
http://m.nlrb.gov/recent/decisions.aspx?decisionType=Board%20Decision
Sent on the Sprint® Now Network from my BlackBerry®
Sent on the Sprint® Now Network from my BlackBerry®
International Transport Workers' Federation: Press area
http://www.itfglobal.org/press-area/index.cfm/pressdetail/6243/
Sent on the Sprint® Now Network from my BlackBerry®
Sent on the Sprint® Now Network from my BlackBerry®
Tuesday, August 9, 2011
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