Monday, February 13, 2012

Progressive Corrective Action

I was going through our new employee handbook, I received recently. And I noticed, that the re occurrence policy has gone from a 6-month rolling period, to a 12-month period!

Now, whatever violation you may have received recently, will now take 12 months to fall off your record, instead of 6!

I was asked, how could FedEx get away with this? And it all comes down to the same old answer. Without a "CBA", Collective Bargaining Agreement, or a Union Contract.

We are all, "At Will" employees!

So, if you have any questions about what a "Union" in the work place can do. Ask me or any employee who has been educated, on what a union is all about and why it's important to have one.

So, keep on working under pressure, knowing that the last write up you received is hanging over your head now for 12 months!


Friday, February 10, 2012

US Labor Department, California sign agreement to reduce misclassification of employees as independent contractors

WASHINGTON — Nancy J. Leppink, deputy administrator of the U.S. Department of Labor's Wage and Hour Division, and California Secretary of Labor Marty Morgenstern have entered into a memorandum of understanding regarding the improper classification of employees as independent contractors. Leppink and California Labor Commissioner Julie A. Su hosted a press teleconference Feb. 9 during which they discussed how the U.S. Department of Labor and the state of California will embark on new efforts, guided by this memorandum, to protect the rights of employees and level the playing field for responsible employers by reducing the practice conducted by some businesses of misclassifying employees. This partnership is the 12th of its kind for the U.S. Department of Labor.

"This memorandum of understanding helps us send a message: We are standing together with the state of California to end the practice of misclassifying employees," said Leppink. "This is an important step toward making sure that the American dream is still available for workers and responsible employers alike."

"California is proud to enter into this partnership with the U.S. Department of Labor to work together to attack the problems of the underground economy," said Su. "Gov. Brown just signed an important law that went into effect on Jan. 1, increasing penalties for willful misclassification. With the Labor Department, we are poised to use all the tools in our arsenal to lift the floor for hardworking employers and employees throughout the state."

Employee misclassification is a growing problem. In 2011, the Wage and Hour Division collected more than $5 million in back wages for minimum wage and overtime violations under the Fair Labor Standards Act that resulted from employees being misclassified as independent contractors or otherwise not treated as employees.

Business models that attempt to change, obscure or eliminate the employment relationship are not inherently illegal, unless they are used to evade compliance with the law. The misclassification of employees as something else, such as independent contractors, presents a serious problem, as these employees often are denied access to critical benefits and protections — such as family and medical leave, overtime compensation, minimum wage pay and Unemployment Insurance — to which they are entitled. In addition, misclassification can create economic pressure for law-abiding business owners, who often struggle to compete with those who are skirting the law.Employee misclassification also generates substantial losses for state Unemployment Insurance and workers' compensation funds.

Memorandums of understanding with state government agencies arose as part of the U.S. Department of Labor's Misclassification Initiative, which was launched under the auspices of Vice President Biden's Middle Class Task Force with the goal of preventing, detecting and remedying employee misclassification. Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Missouri, Montana, Utah and Washington have signed similar agreements. More information is available on the U.S. Department of Labor's misclassification Web page at

The mission of the U.S. Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and ensure work-related benefits and rights. To learn more about the FLSA's requirements, call the Wage and Hour Division's toll-free hotline at 866-4US-WAGE (487-9243) or visit its website at

Thursday, February 9, 2012

Can FedEx Be Next? A Post From Change Conway To Win

Are Mexicans Contractors taking our P&D Work?Posted: 08 Feb 2012 07:40 PM PST

Uh, you are right about that.  Look, what's going on in Laredo, TX Conway drivers nationwide.  Listen to this.  Mexican contractors from old Mexico.  Bring in cfi trailers from Mexico and get paid 10.00 to 20.00 dollars to drop trl, round trip.  Then, Manager Rudy tells them Mexicans to hookup p and d trl.  To Laredo, TX and start delivering two stops or more in the city,  Our freaking freight.  And pays them 30-----40 for every 53 footer trl.  If you don;t believe me, then head out to Laredo, TX and see it for yourself.  There are a lot of cdl drivers out there,  And the s.o.b. ceos are making money.  Watch out San Diego, Ca and Nogales, AZ, it will be your turn.  It's time, it;s time to organize for our people in America

Wednesday, February 1, 2012

Union Dues

A post from Change Conway To Win

BY Okie from Tulsa

Let's talk about union dues. the political regime in Indiana are making a big deal about paying union dues, yes we will pay union dues that no secret, and what are those dues for? I will tell you they are for representation, examples are getting a contract, I mean dang who do any of us know that can negotiate a written contract for what we do. each contract is different for every profession, and further more if you have a problem on the job, let's say mgt wants to terminate your employment for whatever reason now it may be justified or it may not be, maybe mgt wants to terminate you to make an example and yes it's done believe it or not,that's were the teamsters come in, they represent our best interest ,that's what companies do not want, they want us under their thumb so they can do as they please and keep everyone scared of them for fear of being terminated at will.ok now we all pay taxes and those taxes are for representation, if I'm wrong about that please tell me, if you get in trouble with the law what do you do what's easy get a lawyer and what does that lawyer do? another easy one he or she represents you and that cost money they don't work for free,so why would anyone expect the teamsters to represent us for free? why don't we all send a message to the U.S. government and tell them we will no longer be paying for representation, one more thing let's send a message to the state we live in especially the right to work states and tell them the same thing, and that is we want representation for free no more taxes if they say no then they are hypocrites just like the CEO'S that run the company's so at Conway we have not had a pay increase in going on 5 years our medical went to the dogs it's getting to the point where we won't be able to afford it, our pension was taken away, jobs are going to outside carrier's I for one would be glad to pay the teamsters for representation so with all that said VOTE YES FOR REPRESENTATION,VOTE TEAMSTERS.HAVE A TRUE VOICE IN THE COMPANY YOU WORK FOR