In the past few weeks,Employees were sent a packet explaining what and how the new pension plan was going to work, which starts in June of this year. At the very end of the packet is a statement required by the government called, "Notice of Benefit Reduction Under ERISA Section 204(h)" .
Section 659 of the Economic Growth and Tax Relief Reconciliation Act of 2001, Public Law 107-16 (115 Stat. 38) (EGTRRA) added section 4980F of the Code. Section 4980F imposes an excise tax when a plan administrator fails to provide timely notice of plan amendments that provide for a significant reduction in the rate of future benefit accrual. A reduction of an early retirement benefit or a retirement-type subsidy is also treated, for purposes of section 4980F of the Code, as a reduction in the rate of future benefit accrual. Section 659(b) of EGTRRA also amended section 204(h) of ERISA to treat the elimination of an early retirement benefit or a retirement-type subsidy as a reduction in the rate of future benefit accrual. The Job Creation and Worker Assistance Act of 2002, Public Law 107-147 (116 Stat. 21) included certain technical corrections to section 659 of EGTRRA.
This my Brothers and Sisters is the company redefining the "Purple Promise" as Corporate First! Employees come next, only to keep them from organizing. Have another hot dog!
Wednesday, May 14, 2008
Sunday, May 4, 2008
Quid Pro Quo
A "past practice" means things that have happened in the past, some employees have received disciplinary actions and some terminations. Some don’t get disciplinary action or get terminated.
Example at FedEx Frt. west, there has been drivers that have been fired for a D.U.I after court conviction has been giving, and now there is a driver that has had one, and didn’t get fired especially being a role model, but place in a different group and service center.
Now if those drivers that got fired for their D.U.I conviction got word of this and file a Labor Board charge against FedEx, the Arbitrator would rule on a past practice and those drivers would file a law suit after.
Managers have gotten fired for taking bribes in return for not firing a “favorite employee” or who is now called a “preferred employee”, that’s also a past practice.
There is word that this is happening in the southern region, once we have proof of this, we are not taking this to human resource, but to the Labor Board and the Equal Employees, Opportunity Commission, is this justice, or Quid Pro Quo?
Example at FedEx Frt. west, there has been drivers that have been fired for a D.U.I after court conviction has been giving, and now there is a driver that has had one, and didn’t get fired especially being a role model, but place in a different group and service center.
Now if those drivers that got fired for their D.U.I conviction got word of this and file a Labor Board charge against FedEx, the Arbitrator would rule on a past practice and those drivers would file a law suit after.
Managers have gotten fired for taking bribes in return for not firing a “favorite employee” or who is now called a “preferred employee”, that’s also a past practice.
There is word that this is happening in the southern region, once we have proof of this, we are not taking this to human resource, but to the Labor Board and the Equal Employees, Opportunity Commission, is this justice, or Quid Pro Quo?
Friday, May 2, 2008
What Can You Expect From Management?
Now that we’re joining together, here’s what we can expect to hear from management...
When workers form a union, they gain a voice in decisions that affect their jobs, their future and their families. Unfortunately, management doesn’t always like the idea of sharing the decision making with employees. So management’s first reaction may be to make a lot of misleading statements to try to convince you not to join together.
Knowing what to expect from management will help you stay focused on your real goal—winning a voice on the job and a say in your future.
This is what managers often say when workers form a union:
Management: “A union is a third party that will come between us.”
Fact: Our union is a democratic, member-run organization. When you form a union, you’ll work together to govern your own organization. And every contract will be reviewed and approved by a majority of the employees where you work.
Management: “The union will make you go on strike.”
Fact: Strikes are a rare last resort in contract negotiations—more than 95 percent of Teamster contracts are negotiated without a strike. And no strike will happen unless a majority of workers vote to call one.
Management: “If you form a union, you risk losing the benefits and pay raises you already have.”
Fact: It is illegal for a company to freeze or cut previously scheduled raises to discourage you from forming a union. Once you’re organized, you’ll lock in our current wages and benefits and then negotiate improvements from there. All of you will get an opportunity to review your proposed contract before you vote to approve it. Obviously, you’re not going to approve a contract that cuts our wages or benefits.
Management: “The union just wants your dues money.”
Fact: As newly organized Teamsters, you won’t pay dues until you’ve negotiated and voted to approve your first contract—and decided for yourselves whether it’s worth it. (Teamster pilot groups are the exception; in 1998, pilots requested that their dues begin the month after voting to become Teamsters.) Every serious organization—churches, clubs, sporting leagues, and similar organizations—has to have some kind of funding, and unions are no different. Dues pay for the costs of having an organization—contract negotiations, grievances and arbitrations, training for members, legal fees, and other things so no one has to go it alone.
Management: “With a union, you won’t be allowed to talk to your supervisor—you’ll have to go through the union.”
Fact: Teamsters have found that having a union strengthens communication between employees and supervisors. Direct relationships with immediate supervisors continue and you can negotiate to retain any good policy and procedures already in place. The advantage of joining together in a union is that you’re able to make your voices heard at the upper levels of management, where key decisions are made.
Management: “The improvements we’re willing to make right now show that you don’t need a union.”
Fact: It’s great that management is responding to your concerns. It shows that when you join together, your voices are heard. By forming a union, you can make sure this progress is not just short term—you’ll build an ongoing dialogue with management on all your issues. You'll also have peace of mind with a union—since the improvements you agree on will be guaranteed in your union contract.
Keep in mind that it’s normal for some tension to arise when workers start to build a union. But the tension is temporary. After you vote to form a union, management gets used to the idea of you having a voice on the job.
No matter what management says, stay focused on your shared goals—to make your workplace the best possible place to work.
When workers form a union, they gain a voice in decisions that affect their jobs, their future and their families. Unfortunately, management doesn’t always like the idea of sharing the decision making with employees. So management’s first reaction may be to make a lot of misleading statements to try to convince you not to join together.
Knowing what to expect from management will help you stay focused on your real goal—winning a voice on the job and a say in your future.
This is what managers often say when workers form a union:
Management: “A union is a third party that will come between us.”
Fact: Our union is a democratic, member-run organization. When you form a union, you’ll work together to govern your own organization. And every contract will be reviewed and approved by a majority of the employees where you work.
Management: “The union will make you go on strike.”
Fact: Strikes are a rare last resort in contract negotiations—more than 95 percent of Teamster contracts are negotiated without a strike. And no strike will happen unless a majority of workers vote to call one.
Management: “If you form a union, you risk losing the benefits and pay raises you already have.”
Fact: It is illegal for a company to freeze or cut previously scheduled raises to discourage you from forming a union. Once you’re organized, you’ll lock in our current wages and benefits and then negotiate improvements from there. All of you will get an opportunity to review your proposed contract before you vote to approve it. Obviously, you’re not going to approve a contract that cuts our wages or benefits.
Management: “The union just wants your dues money.”
Fact: As newly organized Teamsters, you won’t pay dues until you’ve negotiated and voted to approve your first contract—and decided for yourselves whether it’s worth it. (Teamster pilot groups are the exception; in 1998, pilots requested that their dues begin the month after voting to become Teamsters.) Every serious organization—churches, clubs, sporting leagues, and similar organizations—has to have some kind of funding, and unions are no different. Dues pay for the costs of having an organization—contract negotiations, grievances and arbitrations, training for members, legal fees, and other things so no one has to go it alone.
Management: “With a union, you won’t be allowed to talk to your supervisor—you’ll have to go through the union.”
Fact: Teamsters have found that having a union strengthens communication between employees and supervisors. Direct relationships with immediate supervisors continue and you can negotiate to retain any good policy and procedures already in place. The advantage of joining together in a union is that you’re able to make your voices heard at the upper levels of management, where key decisions are made.
Management: “The improvements we’re willing to make right now show that you don’t need a union.”
Fact: It’s great that management is responding to your concerns. It shows that when you join together, your voices are heard. By forming a union, you can make sure this progress is not just short term—you’ll build an ongoing dialogue with management on all your issues. You'll also have peace of mind with a union—since the improvements you agree on will be guaranteed in your union contract.
Keep in mind that it’s normal for some tension to arise when workers start to build a union. But the tension is temporary. After you vote to form a union, management gets used to the idea of you having a voice on the job.
No matter what management says, stay focused on your shared goals—to make your workplace the best possible place to work.
ATTENTION ALL WESTERN FEDEX FREIGHT MANAGEMENT
ATTENTION ALL WESTERN FEDEX FREIGHT MANAGEMENT! To put an end to all of the so-called rumors, we invite all managers to an open forum with a Teamster Representative to discuss the pro’s and con’s of the Union. We will have the forum in a neutral location, in which employees will be able to attend.
If any of you will accept our invitation, please leave your Name, Position, and Domicile as a comment to this post.
Please do not leave a comment if you are not Management.
If any of you will accept our invitation, please leave your Name, Position, and Domicile as a comment to this post.
Please do not leave a comment if you are not Management.
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