Answers to your Questions:
on the Union Authorization Card--
Q. What is it?
A. As it clearly states, the card authorizes the specified Union to represent you in collective bargaining with management. Under the Railway Labor Act, when at least 35% of the workers nationwide in a given classification [eg., courier, CSA, etc.] sign cards, a mail ballot election for Union representation will be held.
Q. I'm afraid... What if management finds out I signed it?
A. Federal labor law establishes criminal sanctions such as hefty fines and even time in jail for managers who seek out this type of info. Likewise, it is illegal for managers to punish or single out employees who support the Union. The Union will help protect you.
Q. If I sign but change my mind, can I get my card back?
A. Yes. Send your request in writing to both the Union and the governing labor board.
Q. If an election to vote for or against a union is held, does signing the card mean I have already voted "yes, I want the Union?"
A. No! You would still vote your conscience. In fact, if you want the Union, it becomes absolutely essential for you to go out and vote "yes" at election time!
on Union Dues--
Q. Why does a union need to collect dues?
A. Dues money pays the Union's bills, such as staff salaries, organizing expenses, newsletters to keep members informed, etc.
Q. How much are union dues?
A. Dues are typically two hours of your pay per month.
Q. When would I start paying dues?
A. The Union cannot begin collecting dues until the thirty days after FedEx signs a legally binding contract. Dues do not begin when you sign a union authorization card.
Q. Would I as a Union member have any say-so about where my dues money goes?
A. Of Course! Unions typically have voting approval procedures written into national and local constitutions covering items such as dues levels and increases, officer salaries, and other expenses. By contrast, do you as an employee have any voting control over Fred Smith's salary and perks? Do you have any say-so at all about where the revenue of Federal Express goes to? No! And you never will, at least not until the day management signs a legally binding Union contract stipulating what FedEx pays out as your wages and benefits!
call the FedEx Teamster hotline toll-free at 1-888-FEDX-IBT (333-9428)
March 14, 2007 6:53 AM
22 comments:
hey big man you need to get yourself a reliable employee next time. You need to get a more reliable puppet who is not going to brag to other union yes employees about what hes done and your little master plan secret. Remember an employee with alcohol has loose lips so have a nice weekend Buddy
BETTER RECOGNIZE AND ORGANIZE!!!
At the Whittier service center the new kick is a lack of supplies. Rope is missing along with v-boards to help protect the freight. It is theorized that the Whittier service center manager is trying to save money on supplies such as when it comes time to order supplies he tells the ordering services that Whittier already is more than well equipped to handle the needs of the customers with adequate v-boards and rope when the reality is that the Whittier facility has little to no rop or v-boards in the facility. This is done by the service center manager in order to save money and make himself look good to the higher ups. He eliminated many jobs at Whittier also in order for him to move up. It is odd that many other southern California service centers have truck detailers and Whittier doesn't. I guess the service center manager gets a big kick out of ruing peoples' livelihoods. It must be really funny for him to hurt people and their families incomes and futures. And he wonders why people want a UNION? His employees want a TEAMSTERS UNION to replace favortism and harassment such as this and also to help facilitate a better pension and benefits that are affordable and of decent coverage for part timers. The constant harassment of UNION YES employees needs to stop. We are free to organize. We have rights and we have the key to a more successful future!!!! BETTER RECOGNIZE AND ORGANIZE!!!!!
I've got 5 years with fedex,and how would i benefit from it now,how much would our union initiation be to join the Teamsters,and one last question how much would my union dues be ? I'am from Los Angeles service center,Because we really need a union here,also want to thank you guys for coming last month.sorry for keeping myself anonymous for now because this terminal manager is a real prick!I've got to say reading this website,you guys from fontana,and whittier got some steel balls.Hopefully once i could convince our people to start a commitee we will join you guy. GODSPEED!!
Contact the Local 952. You can get everywhere from there! The more you learn the real Facts about the Teamsters the more you will want to be one. Educate yourself and get the word out.
Im tired of being harassed at LOS no more favortism with Valentin...... I was so glad seeing the teamsters come out last month. Im down with this movement go union
about time Los Angeles got into the west coast TEAMSTER connection!! the meetings are at the 952 in orange. you say we have balls but u guys really nutted it up and got online started telling about the harassment problems seems like all fedex facilities try to use some kind of mind control harassment over the employees. you know it trickles down from the top their bosses probably tell them to treat employees this way??
Last week I was talking to a 92 year old man who was a Teamster truck driver for thirty years. He retired in 1975 and is collecting a $2,000 a month pension from the Western Conference Teamster pension fund. The value of this fund is about $30 Billion Dollars, and it is on the increase with the employer contributions, and the 6% interest it earns. The old man told me that the company he worked for went out of business because his employer stole all the money and ran away to Canada. He still gets his Teamster pension though. He asked me what the pension was like at FedEx. I told him that it depends on what part of FedEx it is. Over at FedEx Freight West the best any of the 5,000 employees could do is about a 25% payout; but that is only if you work 30 or 40 years and you retire at 65 years of age. To that the old man exclaimed, “O My God, That’s Peanuts”! I had to agree with him. I told him that I used to think union companies kept non-union companies honest. Now I believe only union organizations keep other union organizations honest. All you have to do is look down the street to a company called Yellow Freight; a union shop, and subsidiary of a larger entity. They have a good pension under the Western Conference pension fund, and they pay their people about 14% more then they do at FedEx; and they still manage a mid-season operating ratio of 92. Over at FedEx Freight West where they run an operating ratio of 87, there is a retirement scheme that involves a small pension, the hope that Social Security will be around to pay a certain portion, and the wish that everyone will put 10% of their pay into a 401K plan for thirty, or forty years and retire at 65. And remember, this is after being paid 14% less than Yellow Freight down the street! Where’s the Respect? There are knowledgeable people at FedEx who understand and benefit from the power of organization. I am speaking of our 4,700 FedEx pilots. In 2006 the Pilots Union ratified a new contract. FedEx management was eager to complete the deal before the UPS pilots contract came to a vote. (That’s what I like; good healthy competition!) Under the new contract the top FedEx captain earns $224 an hour. And the really good news is that FedEx is now contributing a 7% pay contribution to the pilots Pension B retirement fund. All of you dockworkers, and drivers making between $12 and $21 an hour should ask your operations manager what percentage, or make that how many cents per hour are being contributed to your pension fund. Of course the new labor agreement with the pilots did come at a price. Analysts had expected earnings of $1.76 per share of FDX stock for the quarter; but because of the pilots contract FedEx had to settle for less due to a one time hit which reduced earnings by 25 cents a share. I think the drivers and dockworkers will get it together and figure out what is best here. We all want FedEx to compete and win in the marketplace. We are the best company in the transportation industry; and if we are not the best, we are certainly one of the best. Shouldn’t the employees of that great company have compensation commensurate with that of other companies of equivalent value and reputation? With no back and forth, I don’t see this happening! To win here it will be like playing a road game. The Championship team Wins by getting past the crowd noise, the disformation boards, the Management/Toady, Richard Brown seminar junkies following people around; and some people getting the, “I should have, I could have, I ought to, you’re a blah, blah, blah”! It’s too bad that good informative websites like this one are blocked on the break room computers. What can you say? In the end it’s all about Respect, Dignity, Democracy, and Recognition. It’s time for a change around here because we know what we’re working for now. Fact is the old man had it right; the part about the Peanuts. www.changefedextowin.blogspot.com
I'm sure you've all heard the lies management tells you about their so-called diversity comittee with abreviations for the word DIVERSITY.
Heres what the company says it means:
Different, Individuals, Valuing, Each Other, Regardless, of Skin Intellect, Talents, or Years.
Heres what the Fedex Management really means by DIVERSITY:
Different
Individuals
deValuing
Each Other
not Respecting
your Skin
your Intellect
your Talents
or Years/Seniority
BETTER RECOGNIZE AND UNIONIZE!!!!!
The Teamsters-National 401(k) Savings Plan is an example of Teamsters using their combined buying power to negotiate valuable programs and services for members. Under the laws governing 401(k) plans, before a member can join, an employer must agree to participate. The Plan’s trustees—one-half from the union and one-half from participating employers—monitor and direct the services provided by this plan. It is a qualified 401(k) plan that lets you deduct a portion of your salary and save it in an investment account. And, it is governed by ERISA (the Employee Retirement Income Security Act), which protects plan participants.
MassMutual Is Your Service Provider
MassMutual Retirement Services, a division of Massachusetts Mutual Life Insurance Company (MassMutual) is serving as the service provider for the Teamsters-National 401(k) Savings plan. MassMutual Retirement Services’ expertise in the retirement industry and their leading-edge technology allows us to enhance our Plan on an ongoing basis. Established in 1851, MassMutual is one of the nation’s oldest and most respected financial institutions. MassMutual has several billion in retirement assets under management. MassMutual has received some of the highest ratings from the industry’s leading independent analytical rating services
UPS Teamsters from throughout the West took time out from the peak shipping season this week to support workers at FedEx Express and to inform them about a class-action race discrimination suit filed against the company.
A judge’s ruling in late September, 2005, opened the door for thousands of black and Latino employees of nonunion FedEx Express to sue the company over claims of discrimination in pay, promotions, evaluations and discipline. Employees sued FedEx Express over personnel practices in the company’s Western region.
The lawsuit alleges FedEx Express relegates minorities to the lowest-paying jobs with the least job security and denies them promotions through discriminatory tests, subjective evaluation standards and a culture of hostility.
This week, UPS Teamsters handed out leaflets to FedEx Express workers arriving to work and leaving for their routes at centers across the West.
‘Positive Response’
“We got a very positive response,” said Grant Maertz, a 17-year employee of UPS and member of Local 952 in Orange, California. “Even the managers listened to us while keeping one eye on the center to see if other managers were watching.”
Maertz, a package-car driver and steward, was one of among seven UPS Teamsters who leafleted outside the FedEx Express center in Fullerton, California. Other Local 952 UPS members handed out fliers at the FedEx center in Irvine.
More than half of the FedEx workers in Fullerton took fliers on their way into work, said Dan Rafferty, a Local 952 business agent. About 60 percent of the drivers heading out on their routes gave a thumbs up to the Teamsters.
“We didn’t know what to expect. We began the day in the darkness,” said Bob Hahn, Local 952 President. “But it turned out to be a very positive day.”
Other UPS Teamsters handed out leaflets to FedEx Express workers in Arizona, Colorado, Nevada, Oregon, Washington state and other locations in California.
HRC Action
Mary Lou Salmeron, President of Local 986 in South El Monte, California, handed out fliers at a nearby FedEx center.
“We got a very positive response,” said Salmeron, who is a member of the Teamsters Human Rights Commission (HRC). “A majority of the workers took the fliers, and we could see them reading the fliers.”
Salmeron said she will discuss the race discrimination lawsuit at FedEx and this week’s activities during the next HRC meeting from January 12-16.
In the Seattle area, about 10 union staff members and UPS workers handed out fliers, where the response was equally positive.
“The company definitely got the message that was on the leaflets, that people are more important than packages,” said Scott Sullivan, a Joint Council 28 organizer
Company Tricks and Scare Tactics
In election after election, the Union has seen companies use the same old tricks to fool you about the Union.
In your plant, your managers and supervisors will use these tricks again. You must be prepared for these tricks if you want to win your right to a Union. If not, you and your co-workers will be fooled by the lies and promises of the company.
If you want a Union, read this information and discuss it with your coworkers.
Keep score of the company's scare tactics at the end.
Other companies have scared workers with these threats and promises before. Only after the Union was defeated did workers realize that the threats were hollow and the promises empty.
Trick #1: Plant Closing
Supervisors and company officials will tell you that your plant may close because of the Union. They will tell you that a Union is bad for business -- anything to make you fear you'll lose your job if they vote for the Union.
The Truth:
It is illegal for the company to close, or even to threaten to close, the plant because the Union is voted in. Plants close for economic reasons and the vast majority of those plants are non-union. If your company is really in bad financial shape, let them prove it by opening their books.
Trick #2: Strike Talk
Your supervisor or other company official may tell you that the Union will force you out on strike whether you want to or not. They will tell you that during a strike you can lose your job forever. They will ask you how your family will survive if you are forced out on strike.
The Truth:
When the company threatens that the Union will force you out on strike, they are breaking the law. The Union doesn't force you on strike. A strike is a decision voted on by you and your coworkers If the majority of you doesn't want a strike, there won't be one. Approximately ninety-nine percent of all Teamsters contracts are settled without strikes.
Trick #3: Dues Blues
The company will tell you that the Union just wants your money. They may lie about the amount of dues you will pay as a member of Teamsters.
The Truth:
The improvements in pay, benefits, and fair treatment you win through the Union are far greater than the cost of dues. Any organization that works for you is worth paying for. Remember: You don't pay dues until you win a contract!
Trick #4: Violence
The company will try to scare you by saying that the Union will bring violence and conflict. Near election time, the company may cause problems or conflicts, then blame it on the Union.
The Truth:
Teamsters exist to solve problems peacefully. With Teamsters, workers and management sitting down as equals and to discuss problems that come up. This does not create violence but avoids it.
Trick #5: Union Bosses
The company will tell you that the Union will take your dues money to pay the high salaries or Union bosses. They will say that you will never benefit from any of this money.
The Truth:
All Union expenses, including salaries or Union officers are approved by the membership and all Union money is spent solely for the members' benefit. Your dues can only be increased if the members vote to increase dues. It is the Union members who decide how Union money is spent.
Trick #6: No Contract
The company will tell you that they won't ever sign a contract even if you vote for Teamsters. Since it is illegal for the company 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. Nearly every company talks tough before workers organize, but it's in the company's interest to keep its employees satisfied and keep the work flowing. After you present your employer with reasonable contract proposals, a settlement usually occurs.
Trick #7: Bargaining from Scratch
Although it is illegal, the company will say you'll be bargaining from scratch. The company 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 the company to threaten to reduce benefits if the union is voted in. When you negotiate a first contract, you start with the pay and benefits you have now and build on them. You'll decide what to ask for in your contract, then vote on it. The strength of your contract will depend on the strength and participation of you and your coworkers in your union.
Trick #8: A Second Chance
Your supervisor or plant manager will come around asking for another chance to change problems on the job. The company may tell you that they didn't know that you and your coworkers were dissatisfied. Your supervisor will start treating you better and show new concern for your well-being.
The Truth:
When workers give the company a second chance, they are always bitterly disappointed. If the company wins, nothing changes. When this happens, many workers ask the Union for a second chance to vote "yes" for the union. In most cases, you have only one chance to win your union. Don't be tricked out of it.
Trick #9: Promises
Your supervisor will suggest that you can get a promotion or better pay if you support the company. The company will give special treatment and favors if you turn against the union.
The Truth:
The special treatment will end on election day. Many workers who are tricked by the company find themselves treated just as poorly as their coworkers after the Union loses an election.
Trick #10: Anti-Union Committee
Before the Union election, a so-called "Vote No Committee" will mysteriously appear. The Antiunion Committee will do the company's dirty work. They may pass out literature filled with the company's lies about the union, or they may spread rumors and insult coworkers who support the union. The Vote No Committee members may be recruited from friends and relatives of someone in management. Usually, they are promised special treatment or a promotion for their dirty work.
The Truth:
The company knows that if you and your coworkers are united, you can stand up with your rights. The aim of the Antiunion Committee is to divide people and create hatred. The company tries to divide us, but the Union brings us together. Don't let it happen to you.
ORGANIZING WORKSHOPS
When: Second Sunday of each month
Time: 8:30 am - 11:00 am
Where: Teamsters Local Union 952
140 S. Marks Way, Orange
(714) 740-6223
The workshops are open to all union and non-union workers who are interested in improving the wages, hours, benefits and working conditions of workers in the Teamster industries. We welcome and encourage you to attend.
Questions?
If you have any questions regarding our organizing efforts or the workshops,
please feel free to call our Organizing Hotline at (714) 740-6223.
About The International Brotherhood of Teamsters
The International Brotherhood of Teamsters, with 1.4 million members, is one of the largest labor unions in the world. It is also the most diverse union in the U.S.
The union represents everyone from A to Z - from airline pilots to zookeepers. One out of every ten union members is a Teamster. There are hundreds of Teamsters local unions across North America. The local unions and their members are the heart and backbone of the union.
Unlike other labor unions, the Teamsters Union is structured to promote strong local unions, and strong local leaders. Since the locals negotiate most Teamsters contracts and provide most of the services to the members, they keep most of the dues money. Locals retain their own expert labor lawyers, certified public accountants, full-time business agents, organizers, and clerical staff.
The members of each local elect their own officers, devise their own structure, and vote on their own bylaws, compatible with the International Constitution and Bylaws. While enjoying their independence, the locals benefit from the expertise and assistance of the International Union, and of the various conferences and councils in the union’s structure.
Joint Councils
Teamsters Joint Councils are set up in areas with three or more local unions. Joint Councils help coordinate Teamsters activities in those areas. They also help solve problems and decide some jurisdictional and judicial matters.
Trade Divisions and Conferences
Trade divisions and conferences aid Teamsters leaders throughout the country who share common interests and problems. They provide an informational clearinghouse for locals that negotiate in the same industry or bargain with the same employer.
Local representatives discuss common problems and concerns at regular trade division and conference meetings.
International Brotherhood of Teamsters
At the union's headquarters in Washington, D.C., the International Brotherhood of Teamsters supports local unions with:
Coordination of national contract negotiations, political action, and organizing;
Training and educational programs for Teamsters officers, Business Agents, stewards and members;
Advice and assistance from experienced organizers, negotiators, researchers, attorneys, safety and health professionals, auditors, and communications specialists.
The union's General President and General Secretary-Treasurer serve as the executive officers of the union. The General Executive Board consists of 22 Vice Presidents geographically located or at-large. Three trustees, who are elected at Convention, serve as watchdogs over the International’s finances.
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 union Business Agent immediately.
DON'T LET YOUR RIGHTS BE VIOLATED! REPORT VIOLATIONS TO YOUR BUSINESS AGENT OR THE APPROPRIATE GOVERNMENT AGENCIES LISTED BELOW
You Have a Right to Minimum Wage and Overtime
Contact the California State Labor Commissioner at (213) 620-6330.
You Have a Right to a Safe Work Environment, Safety Training and Information
Contact the local office of Cal OSHA (State of California Department of Industrial Relations, Occupational Safety & Health Administration).
You Have a Right to Worker's Compensation and Paid Medical Care if Injured on the Job
Local 63 Scores Another Victory for USF Bestway Workers
Win in Pomona, California Gives 37 Drivers, Dockworkers A Strong Voice
February 6, 2007
On February 1, Local 63 in Covina, California received recognition from USF Bestway to represent a unit of 37 workers at the company’s terminal in Pomona, California. This latest victory is the second in less than two months for Local 63. On December 13, 2006, Local 63 won recognition for 112 workers at the USF Bestway terminal in Los Angeles.
“Now 149 workers at two Southern California terminals will have a more secure future as Teamsters,” said Randy Cammack, Local 63 Secretary-Treasurer. “We will work hard to secure a strong contract for these new members. I want to thank Teamsters National Freight Division Director Tyson Johnson, Assistant Freight Division Director Gordon Sweeton and their whole team for making this happen.”
The win in Southern California is the latest victory in the campaign to give Bestway workers the secure future they deserve. YRC Transportation announced earlier that it is combining its USF Bestway and USF Reddaway units, but the company has agreed to recognize the workers in Pomona through the Master Bestway Agreement card-check neutrality clause negotiated in the Southwest and Southeast.
More than 65 percent of the workers in Pomona signed cards to form a union.
In recent months, Bestway workers in Los Angeles, Sacramento, Modesto and San Leandro, all in California, and workers in Albuquerque, New Mexico and Phoenix, Arizona, chose to join the Teamsters through the card-check agreement won by the union.
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.
Dear Joe Nuno,
I need to get in contact with you. I am trying to organize out of Fresno and have contacted Ramiro in local 63 trying to get ahold of you. Ramiro has my contact information. We need to get in touch so we can get some communication on the organizing being done down in so cal with us here in FRO. Thank you Joe. I am proud to call you brother. We have already began organizing in Fresno.
Finally our mother company in Chicago IL,Federal Express is joining our Labor movement too. To be proud Teamsters!Recognition,dignity,decency,and most all is to have democracy for all!! GOD BLESS US ALL.
Your absolutly right about the tricks, It happen in fedex fontana ctr.And trick # 10 The anti-union commitee was being run by a high ranking mgnt causing hatred,semi violence,and using vulgar expression sign against the unions,creating chaos in workplace,and an employee bragging and being part of an illegal task being conducted by this manager!!
Joe Nuno and Rudy Hernandez,
I wanted to let you guys know that the fedex management has been sending the Gardena P and D OM to different service centers teaching all of the service centers how to eliminate overtime with P and D drivers. This is even being done at the expense of our customers. One such incident happened at FTA where freight was refused by a fedex P and D driver because the dispatcher said that the FTA terminal manager didn't want to spend the overtime on the driver so the customer said we'll just give the freight to Yellow or Estes. The revenue made by waiting for the freight woyld be worth the fuel and driver's overtime. The customer wanted 4-6 trailers filling up all of them. Thats a lot of missed revenue because the management wants the numbers to look good. Also the union needs to do a walk out in front of FTA Whats taking so long for them to come? We need to see Hoffa!!!! Also Mike Moss the new CEO of FXF used to work for Conway. At Conway the line drivers work the dock. How long is it going to be before the line drivers are forced to work the dock? And you line drivers out there who say you'll quit if you have to work the dock: Thats what Fedex management wants you to do is quit. Thats a hell of a lot easier than having to fire you less money and hassle off of their ass. Don't let the door hit you in the ass line drivers. Then you've seen these young kids Fedex Ground and Express hire running around your city or at the mall. Thats what Fedex Freight wants too young kids running line. These kids are easier to manipulate and brainwash to do whatever the company wants them to do. These kids will automatically say no union because they don't know any better. Wake up line drivers Union Yes now before its too late. I think it's already too late I see the writing on the wall.
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