Monday, December 26, 2011
Sunday, December 25, 2011
Wednesday, December 21, 2011
Tuesday, December 20, 2011
Thursday, December 15, 2011
Don't Blame The Union
Don't Blame the UnionsPosted: 14 Dec 2011 05:38 PM PST
From Change Conway To Win
Non-union companies lie to employees about union companies that are in distress or that have gone out of business. They typically will tell the employee that union demands cripple the company and that union bosses make business decisions for the company. So the union is the sole cause of the a company going under. Of course, it is not true. As in the case of YRC. Corporate greed, risky investments and incomprehensible financial decisions are what has put YRC in the hole they find themselves in. Their executive pay and bonuses didn't help matters either. The union didn't make them purchase other companies nor did they write the checks at YRC. Unions have served a great purpose for all workers in general. It is thanks to unions that we have a better standard of living, a minimum wage, a forty hour work week, benefit packages, and retirement plans. The company will have you believe that they give you all this out of the goodness of their heart. The reason they give you this is to keep up with unions so that the workers won't feel the need to go union. Many labor leaders and union members have lost their lives fighting for all that workers have today
From Change Conway To Win
Non-union companies lie to employees about union companies that are in distress or that have gone out of business. They typically will tell the employee that union demands cripple the company and that union bosses make business decisions for the company. So the union is the sole cause of the a company going under. Of course, it is not true. As in the case of YRC. Corporate greed, risky investments and incomprehensible financial decisions are what has put YRC in the hole they find themselves in. Their executive pay and bonuses didn't help matters either. The union didn't make them purchase other companies nor did they write the checks at YRC. Unions have served a great purpose for all workers in general. It is thanks to unions that we have a better standard of living, a minimum wage, a forty hour work week, benefit packages, and retirement plans. The company will have you believe that they give you all this out of the goodness of their heart. The reason they give you this is to keep up with unions so that the workers won't feel the need to go union. Many labor leaders and union members have lost their lives fighting for all that workers have today
Friday, December 9, 2011
Purolator Teamsters approve new contract by 92%!!
About 8,800 Teamsters workers at Purolator locations across Canada have voted 92% in favour of a new five-year contract. The Teamsters Union says the deal includes wage increases of 16% over the life of the agreement.
The workers pension plan will also be increased by 22%.
The Teamsters Union says benefits have also been significantly improved and the retirement allowance has been raised by 40%!!
www.canadianbusiness.comwww.fedexworkers.org
The workers pension plan will also be increased by 22%.
The Teamsters Union says benefits have also been significantly improved and the retirement allowance has been raised by 40%!!
www.canadianbusiness.comwww.fedexworkers.org
Thursday, December 8, 2011
Wednesday, December 7, 2011
Obama honors Pearl Harbor Day
By David Jackson, USA TODAY
Updated: 2011-12-07 10:06 AM
President Obama has issued a statement on the anniversary of the 1941 Japanese attack on Pearl Harbor, triggering the U.S. entry into World War II."Seventy years ago today, a bright Sunday morning was darkened by the unprovoked attack on Pearl Harbor," Obama said."Today," he added, "Michelle and I join the American people in honoring the memory of the more than 2,400 American patriots -- military and civilian, men, women and children -- who gave their lives in our first battle of the Second World War.""Our thoughts and prayers are with the families for whom this day is deeply personal -- the spouses, brothers and sisters, and sons and daughters who have known seven decades without a loved one but who have kept their legacy alive for future generations."The rest of the president's statement:"We salute the veterans and survivors of Pearl Harbor who inspire us still. Despite overwhelming odds, they fought back heroically, inspiring our nation and putting us on the path to victory. They are members of that Greatest Generation who overcame the Depression, crossed oceans and stormed the beaches to defeat fascism, and turned adversaries into our closest allies. When the guns fell silent, they came home, went to school on the G.I. Bill, and built the largest middle class in history and the strongest economy in the world. They remind us that no challenge is too great when Americans stand as one. All of us owe these men and women a profound debt of gratitude for the freedoms and standard of living we enjoy today.On this National Pearl Harbor Remembrance Day, we also reaffirm our commitment to carrying on their work -- to keeping the country we love strong, free and prosperous. And as today's wars in Iraq and Afghanistan come to an end and we welcome home our 9/11 Generation, we resolve to always take care of our troops, veterans and military families as well as they've taken care of us. On this solemn anniversary, there can be no higher tribute to the Americans who served and sacrificed seventy years ago today."
Updated: 2011-12-07 10:06 AM
President Obama has issued a statement on the anniversary of the 1941 Japanese attack on Pearl Harbor, triggering the U.S. entry into World War II."Seventy years ago today, a bright Sunday morning was darkened by the unprovoked attack on Pearl Harbor," Obama said."Today," he added, "Michelle and I join the American people in honoring the memory of the more than 2,400 American patriots -- military and civilian, men, women and children -- who gave their lives in our first battle of the Second World War.""Our thoughts and prayers are with the families for whom this day is deeply personal -- the spouses, brothers and sisters, and sons and daughters who have known seven decades without a loved one but who have kept their legacy alive for future generations."The rest of the president's statement:"We salute the veterans and survivors of Pearl Harbor who inspire us still. Despite overwhelming odds, they fought back heroically, inspiring our nation and putting us on the path to victory. They are members of that Greatest Generation who overcame the Depression, crossed oceans and stormed the beaches to defeat fascism, and turned adversaries into our closest allies. When the guns fell silent, they came home, went to school on the G.I. Bill, and built the largest middle class in history and the strongest economy in the world. They remind us that no challenge is too great when Americans stand as one. All of us owe these men and women a profound debt of gratitude for the freedoms and standard of living we enjoy today.On this National Pearl Harbor Remembrance Day, we also reaffirm our commitment to carrying on their work -- to keeping the country we love strong, free and prosperous. And as today's wars in Iraq and Afghanistan come to an end and we welcome home our 9/11 Generation, we resolve to always take care of our troops, veterans and military families as well as they've taken care of us. On this solemn anniversary, there can be no higher tribute to the Americans who served and sacrificed seventy years ago today."
Tuesday, December 6, 2011
Friday, December 2, 2011
Railroads, Unions Reach Tentative Accord JOC Staff | Dec 2, 2011 3:55PM GMT
Agreement with engineers, dispatchers eliminates strike threat — for now Two unions representing railroad workers have reached tentative agreement with major U.S. railroads, averting the immediate threat of a national labor action. The move relieves shippers' fear of an immediate labor strike or stoppage as early as next week that would have crippled shipping amid the peak holiday season. Agreements have been struck with 12 of the 13 railroad unions, most recently with the Brotherhood of Locomotive Engineers and Trainmen and the American Train Dispatchers Association, which represent approximately 26,500 workers. The agreements with the BLET and ATDA are locked in "well-above market wage increases of more than 20 percent over six years, far exceeding recent union settlements in other industries,” said A. Kenneth Gradia, chairman of the National Carriers’ Conference Committee. The lone union holdout, the Brotherhood of Maintenance of Way Employees, agreed this week to extend a cooling-off period until Feb. 8. The rail industry is "committed to finalizing the remaining agreement so that we can continue to deliver for the tens
of thousands of American businesses that rely on rail, and the hundreds of thousands of Americans who use passenger rail to commute to work every day," said Edward Hamberger, president and CEO of the Association of American Railroads.
of thousands of American businesses that rely on rail, and the hundreds of thousands of Americans who use passenger rail to commute to work every day," said Edward Hamberger, president and CEO of the Association of American Railroads.
Thursday, December 1, 2011
High Winds Hit SBO
Thursday, November 24, 2011
Happy Thanksgiving
Change FedEx To Win would like to wish all of our fellow FedEx employees and managers the best this Thanksgiving Day.
Wednesday, November 23, 2011
Tuesday, November 22, 2011
‘Father’ of the 401(k)’s Tough Love
Ted Benna, who three decades ago seized on an IRS loophole to transform American retirement savings, says he’s proud to be “father of the 401(k).” He also thinks he created a monster.The plans, which he intended to be as simple for employees as pensions, now offer too many investing options and too many opportunities to make mistakes, he says. “I would blow up the system and restart with something totally different,” he told SmartMoney.com.
“Blowing up the existing structures is the only way we can simplify them.”In 1978, when Congress passed the section of IRS code for which the plans are named, lawmakers aimed to limit the scope of cash-deferred plans being offered by some companies, but had no intent to revolutionize retirement. Benna, then the co-owner of the Johnson Companies, a benefits consultancy in suburban Philadelphia, was developing such a plan for a bank client when he happened on the idea section 401(k) could allow an entirely new option.The original 401(k) plans “could be explained to employees in just a minute,”
Benna, now 69 and semi-retired himself, says. “There were two options, a guaranteed fund and an equity fund,” he says. “With the guaranteed investment fund, we’d tell them this is what you will have when you retire. With the equity fund – which was usually something like the Fidelity Magellan fund – we’d say, you might have more, but you might have less. Most people would split their contributions 50-50 between the two.”As the plans were embraced by employers and financial institutions, Benna says 401(k)s were made so complex one needed to be an investing pro to make sense of them. “Now this monster is out of control. We went to three options, them to six, then to seven, then to 15 – it is far beyond what most participants were able to deal with,” Benna says. “And I am not convinced we have added value by getting more complicated.”
Better education was supposed to be the solution to intricacies of the plans, Benna says. If employees understood the options, the power of compound interest and dollar-cost averaging, and the advantages of making pre-tax contributions, it was believed they would do the right thing. “We’re throwing tons of money away trying to teach participants how to become skilled investors – we said, we are going to make people smart and savvy enough to make the right investment decisions, but it just hasn’t worked.”Benna blames the newfound complexity on what he says was the small percentage of employees who wanted it. “What triggered this whole mess is that some of the more sophisticated participants were a pain in the butt,” he says. “You’d have these troublemaker loudmouths push human resources, and say, ‘why don’t we have this ‘flavor of the month.’ fund” These sophisticated employees are also the ones taking advantage of the education and advice being offered, he says.
The consequence of all the complexity is twofold, he says. First, employees felt they could be more active investors. “There is too strong a potential for employees to do the worst thing ever, which is moving in the wrong direction, panicking when things are bad and cashing out after they have been battered.” Secondly, the current plans induce “a kind of gridlock – employees get so overwhelmed they do not participate – they do nothing,” he says.Education didn’t work to stop employees from sabotaging their own futures, he contends, but legislation might. “We need a legislative mandate that when you change jobs, the money needs to be retained in a retirement account – there cannot be an option of ‘here’s a check, you decide,’” Benna says.
He also advocates mandating all employees be auto-enrolled in the plans, and that their contributions be automatically increased one percentage point per year to a maximum of 10% to 15%.Despite these misgivings, Benna insists the plans are benefiting millions of employees. He gets rankled whenever someone suggests the workforce would be better off had the 401(k) never been born, noting that the pension system was more fraught that many remember. “I am not anti-defined-benefit plan – in fact I sold them for decades– they are great, but only for those who stay with the same company for 20 or 30 years.”
“Blowing up the existing structures is the only way we can simplify them.”In 1978, when Congress passed the section of IRS code for which the plans are named, lawmakers aimed to limit the scope of cash-deferred plans being offered by some companies, but had no intent to revolutionize retirement. Benna, then the co-owner of the Johnson Companies, a benefits consultancy in suburban Philadelphia, was developing such a plan for a bank client when he happened on the idea section 401(k) could allow an entirely new option.The original 401(k) plans “could be explained to employees in just a minute,”
Benna, now 69 and semi-retired himself, says. “There were two options, a guaranteed fund and an equity fund,” he says. “With the guaranteed investment fund, we’d tell them this is what you will have when you retire. With the equity fund – which was usually something like the Fidelity Magellan fund – we’d say, you might have more, but you might have less. Most people would split their contributions 50-50 between the two.”As the plans were embraced by employers and financial institutions, Benna says 401(k)s were made so complex one needed to be an investing pro to make sense of them. “Now this monster is out of control. We went to three options, them to six, then to seven, then to 15 – it is far beyond what most participants were able to deal with,” Benna says. “And I am not convinced we have added value by getting more complicated.”
Better education was supposed to be the solution to intricacies of the plans, Benna says. If employees understood the options, the power of compound interest and dollar-cost averaging, and the advantages of making pre-tax contributions, it was believed they would do the right thing. “We’re throwing tons of money away trying to teach participants how to become skilled investors – we said, we are going to make people smart and savvy enough to make the right investment decisions, but it just hasn’t worked.”Benna blames the newfound complexity on what he says was the small percentage of employees who wanted it. “What triggered this whole mess is that some of the more sophisticated participants were a pain in the butt,” he says. “You’d have these troublemaker loudmouths push human resources, and say, ‘why don’t we have this ‘flavor of the month.’ fund” These sophisticated employees are also the ones taking advantage of the education and advice being offered, he says.
The consequence of all the complexity is twofold, he says. First, employees felt they could be more active investors. “There is too strong a potential for employees to do the worst thing ever, which is moving in the wrong direction, panicking when things are bad and cashing out after they have been battered.” Secondly, the current plans induce “a kind of gridlock – employees get so overwhelmed they do not participate – they do nothing,” he says.Education didn’t work to stop employees from sabotaging their own futures, he contends, but legislation might. “We need a legislative mandate that when you change jobs, the money needs to be retained in a retirement account – there cannot be an option of ‘here’s a check, you decide,’” Benna says.
He also advocates mandating all employees be auto-enrolled in the plans, and that their contributions be automatically increased one percentage point per year to a maximum of 10% to 15%.Despite these misgivings, Benna insists the plans are benefiting millions of employees. He gets rankled whenever someone suggests the workforce would be better off had the 401(k) never been born, noting that the pension system was more fraught that many remember. “I am not anti-defined-benefit plan – in fact I sold them for decades– they are great, but only for those who stay with the same company for 20 or 30 years.”
Tuesday, November 15, 2011
11-14-11
Today a FedEx dockworker of 23 years gets fired in SLG (Vernon California) He was fired because another employee went to management and told them that Sal Hernandez was telling the dockworkers to make sure they write up all exceptions and discrepancy when unloading trailers, so that managers have something to do!
On Wednesday 11-09-11, Sal was ask to surrender his badge and keys and was escorted off FedEx property, until further notice. As he was being escorted off; he asks the manager who falsely accuse him of this hearsay. And that he had his rights to confront his accuser to prove him for his wrong doing. Managers reply was, he was not at liberty to say who it was, and that Sal had no representation of any kind to be allowed for this kind of Rights.
Today Monday, Sal was ask to come in at 10:30 am, and was told he was terminated for misconducts!!! Sal has been standing up for his Rights to form a union at his workplace, since 2006, and now FedEx has retaliated on him. If we had union representation, Sal would have had his Rights for a union steward to be present; Sal would have Rights to file a grievance against FedEx for allowing hearsay. Without the Teamsters and no Union representation, WE ARE AT WILL EMPLOYEES…
On Wednesday 11-09-11, Sal was ask to surrender his badge and keys and was escorted off FedEx property, until further notice. As he was being escorted off; he asks the manager who falsely accuse him of this hearsay. And that he had his rights to confront his accuser to prove him for his wrong doing. Managers reply was, he was not at liberty to say who it was, and that Sal had no representation of any kind to be allowed for this kind of Rights.
Today Monday, Sal was ask to come in at 10:30 am, and was told he was terminated for misconducts!!! Sal has been standing up for his Rights to form a union at his workplace, since 2006, and now FedEx has retaliated on him. If we had union representation, Sal would have had his Rights for a union steward to be present; Sal would have Rights to file a grievance against FedEx for allowing hearsay. Without the Teamsters and no Union representation, WE ARE AT WILL EMPLOYEES…
Monday, November 14, 2011
Misconduct Photo
People get fired at this company for not following procedures, Constructive termination. Some people get fired under false accusations. No representation.But who is supervising the supervisor?
Friday, November 11, 2011
To All Veterans ...
The FedEx Watch Dogs would like to wish all veterans past and present a "Happy Veteran's Day" And a heart felt Thank You for serving your country with the ultimate sacrifice.
Wednesday, November 9, 2011
About Strikes
99 percent of Teamster contracts are negotiated and ratified without a strike.
It takes two third vote to go on strike.
It takes two third vote to go on strike.
Tuesday, November 8, 2011
About Union Dues
Union dues are two and a half your hourly wage
Example if you made $20 an hour your union dues will be $50 a month.
No union dues are collected until a contract is ratified.
Union due are also tax deductable!
Example if you made $20 an hour your union dues will be $50 a month.
No union dues are collected until a contract is ratified.
Union due are also tax deductable!
Thursday, November 3, 2011
Turk 182 said
The cost of groceries has risen .6% this yr, our cost of living raise was barely .3%, since our raise wasnt even 50% for the cost of food, i gotta wonder?
Is Uncle Fred gonna spring for a turkey for us this year?!
Is Uncle Fred gonna spring for a turkey for us this year?!
Monday, October 31, 2011
Happy Halloween
At this morning pre shift in SBO, a concern about early appointments on routes were brought up. One idea was to make them later in the day, 5pm or later.I suggested that
on days that have heavy appointments, that there should be a route with just appts run out to the low desert.
The next thing out of Russ's pie hole was, " if your name was on the side of the truck, we'll run it that way". I told him it was only a suggestion?
Now I know Russ doesn't agree with my organizing, but to come off so smug and arrogant, in front of a dozen drivers only goes to show you all why I put "RESPECT" and "DIGINTY" signs on my car every day!
Happy Halloween Russ!
on days that have heavy appointments, that there should be a route with just appts run out to the low desert.
The next thing out of Russ's pie hole was, " if your name was on the side of the truck, we'll run it that way". I told him it was only a suggestion?
Now I know Russ doesn't agree with my organizing, but to come off so smug and arrogant, in front of a dozen drivers only goes to show you all why I put "RESPECT" and "DIGINTY" signs on my car every day!
Happy Halloween Russ!
Wednesday, October 26, 2011
Tuesday, October 25, 2011
Standing Together
Standing Together
By Teamsters General President James P. Hoffa
Published in The Detroit News on
October 12, 2011
Jobs are coming back from China, Mexico and Japan: Thousands of good-paying, family-supporting jobs, all at the Ford Motor Co.
Last week, the United Auto Workers and Ford negotiated a tentative agreement that will bring 5,750 UAW jobs back from overseas, in addition to the 6,250 jobs previously announced by the company.
Those 12,000 jobs will throw off another 108,000 jobs for suppliers and other businesses because of the multiplier effect of the automotive industry. And that's not even counting the 6,400 new U.S. jobs at GM the union negotiated a few weeks ago.
These jobs aren't the result of tax cuts or getting rid of regulations. These jobs are the result of a union and an employer sitting down at the table and talking.
Collective bargaining works.
Collective bargaining rights make a decent, middle-class life possible for millions of U.S. workers. But many corporations and elected officials are hell-bent on taking them away. And it isn't just organized labor they're attacking.
A war is being waged against American workers. The economic survival they once took for granted is less and less certain. The dangers of plant closures, unemployment, indebtedness and medical catastrophe loom closer even as our standard of living slowly erodes.
Workers have always had to stand together and fight for a fair wage, health benefits and retirement with dignity. And that's why labor unions fit right in with the protesters who are occupying Wall Street and dozens of other cities. Union members have always fought for the people in the street.
My friend Bob King, UAW president, likes to tell the story of how his union staged one of the first occupations ever — Occupy Flint. It's the story of the Flint sit-down strike.
On the night of Dec. 30, 1936, GM workers stopped the loading of dies to be shipped from the Fisher Body Plant to plants with weaker unions. They locked themselves in the plant and sat down for six weeks. They faced down the police, the National Guard and the company. Like the Occupy Wall Street protesters, they were fed by supporters who donated food. Like the Occupy Wall Street protesters, they formed a community, assigning groups to guard, clean, gather news and handle food. Some played musical instruments.
By Feb. 11, they negotiated a deal with GM, winning collective bargaining rights in 17 plants, a 5 percent wage hike and the right to speak in the lunch room. It was the birth of the UAW.
As Bob will tell you, those workers took militant, nonviolent, direct action against the most powerful corporation in the world. Everybody said they would lose. But they stood together. They took thoughtful, strategic, direct action. They won an overwhelming victory. And the UAW and the Teamsters went on to build the middle class throughout the industrial heartland.
Today, the 99 percent are taking militant, nonviolent direct action in Lower Manhattan. They're camped out in front of Los Angeles City Hall and the Chicago Federal Reserve Bank and in Boston's Financial District. They'll be in downtown Detroit on Friday. They're a long way from an overwhelming victory. But so were those UAW workers when they first locked the doors in Flint
By Teamsters General President James P. Hoffa
Published in The Detroit News on
October 12, 2011
Jobs are coming back from China, Mexico and Japan: Thousands of good-paying, family-supporting jobs, all at the Ford Motor Co.
Last week, the United Auto Workers and Ford negotiated a tentative agreement that will bring 5,750 UAW jobs back from overseas, in addition to the 6,250 jobs previously announced by the company.
Those 12,000 jobs will throw off another 108,000 jobs for suppliers and other businesses because of the multiplier effect of the automotive industry. And that's not even counting the 6,400 new U.S. jobs at GM the union negotiated a few weeks ago.
These jobs aren't the result of tax cuts or getting rid of regulations. These jobs are the result of a union and an employer sitting down at the table and talking.
Collective bargaining works.
Collective bargaining rights make a decent, middle-class life possible for millions of U.S. workers. But many corporations and elected officials are hell-bent on taking them away. And it isn't just organized labor they're attacking.
A war is being waged against American workers. The economic survival they once took for granted is less and less certain. The dangers of plant closures, unemployment, indebtedness and medical catastrophe loom closer even as our standard of living slowly erodes.
Workers have always had to stand together and fight for a fair wage, health benefits and retirement with dignity. And that's why labor unions fit right in with the protesters who are occupying Wall Street and dozens of other cities. Union members have always fought for the people in the street.
My friend Bob King, UAW president, likes to tell the story of how his union staged one of the first occupations ever — Occupy Flint. It's the story of the Flint sit-down strike.
On the night of Dec. 30, 1936, GM workers stopped the loading of dies to be shipped from the Fisher Body Plant to plants with weaker unions. They locked themselves in the plant and sat down for six weeks. They faced down the police, the National Guard and the company. Like the Occupy Wall Street protesters, they were fed by supporters who donated food. Like the Occupy Wall Street protesters, they formed a community, assigning groups to guard, clean, gather news and handle food. Some played musical instruments.
By Feb. 11, they negotiated a deal with GM, winning collective bargaining rights in 17 plants, a 5 percent wage hike and the right to speak in the lunch room. It was the birth of the UAW.
As Bob will tell you, those workers took militant, nonviolent, direct action against the most powerful corporation in the world. Everybody said they would lose. But they stood together. They took thoughtful, strategic, direct action. They won an overwhelming victory. And the UAW and the Teamsters went on to build the middle class throughout the industrial heartland.
Today, the 99 percent are taking militant, nonviolent direct action in Lower Manhattan. They're camped out in front of Los Angeles City Hall and the Chicago Federal Reserve Bank and in Boston's Financial District. They'll be in downtown Detroit on Friday. They're a long way from an overwhelming victory. But so were those UAW workers when they first locked the doors in Flint
Monday, October 24, 2011
Tuesday, October 18, 2011
FedEx Is A Self Insured Company
This means that they pay for their own medical claims. there are two kinds of self insured groups:
fully self insured and partially self insured.
Fully self insured groups pay for all their claims and processing. the only thing the insurance company does is the clerical work for the employer such as answering claims questions. partially self insured is the same as fully self insured groups but there are some things that insurance company takes over on the claims and processing. Fully self insured groups are more independent versus fully insured groups. Me being an employee at a health insurance company can tell you first hand that the self insured groups are more strict because they can implement their own restrictions/exclusions on what we pay on the plans. So if a member was to call me today and say she got a bill for something that she could have prevented, generally with fully insured groups we can say that we will make an exception and educate the member on what to do to prevent it from happening again. With self insured groups I would actually have to consult w/ the groups health benefits administrator to get the OK to adjust any claims because they are paying for the claims not the plan.... hope this helps.
fully self insured and partially self insured.
Fully self insured groups pay for all their claims and processing. the only thing the insurance company does is the clerical work for the employer such as answering claims questions. partially self insured is the same as fully self insured groups but there are some things that insurance company takes over on the claims and processing. Fully self insured groups are more independent versus fully insured groups. Me being an employee at a health insurance company can tell you first hand that the self insured groups are more strict because they can implement their own restrictions/exclusions on what we pay on the plans. So if a member was to call me today and say she got a bill for something that she could have prevented, generally with fully insured groups we can say that we will make an exception and educate the member on what to do to prevent it from happening again. With self insured groups I would actually have to consult w/ the groups health benefits administrator to get the OK to adjust any claims because they are paying for the claims not the plan.... hope this helps.
Thursday, October 13, 2011
FedEx Freight Announces Part Time Employee Benefits
Management have announced that FedEx will be providing medical to their part time employees in 2013.
When asked why not start this program in 2012? And they have no answer?
A lot of new medical. Program are to start in 2013 because of Obama Care. Which is most likely a mandate, that companies most do.
So really, FedEx is not doing this from the kindness of their heart. Its going to be the Law!
When asked why not start this program in 2012? And they have no answer?
A lot of new medical. Program are to start in 2013 because of Obama Care. Which is most likely a mandate, that companies most do.
So really, FedEx is not doing this from the kindness of their heart. Its going to be the Law!
Change Conway To Win
Conway employees are now organizing and have a new blog:
www.changeconway2win.blogspot.com
Please feel free to visit the blog and give them your support!
Rudy
www.changeconway2win.blogspot.com
Please feel free to visit the blog and give them your support!
Rudy
Monday, October 10, 2011
Friday, October 7, 2011
Wednesday, October 5, 2011
Conway Freight
As of today 10/4/11…I was given the green light to let everybody know here at Change FedEx To Win
, That Conway Freight has started an organizing drive with the Teamsters.
Our prayers and best wishes on your organizing drive!
, That Conway Freight has started an organizing drive with the Teamsters.
Our prayers and best wishes on your organizing drive!
Tuesday, October 4, 2011
General Meeting
This is a General Meeting for Members and Non Members. On The Functions Of A Local And To Ask Questions:
Where: Local 952
140 S. Marks Way
Orange, Ca. 92868
Date: Oct. 9, 2011
Time: 8:30 am
This is "NOT" a Committee Meeting.
Where: Local 952
140 S. Marks Way
Orange, Ca. 92868
Date: Oct. 9, 2011
Time: 8:30 am
This is "NOT" a Committee Meeting.
FedEx CEO's Total Pay Falls 2 Pct. in Fiscal ' 11
FedEx’s CEO’s compensation fell 2 percent in 2011 , mostly because his perks were worth less than in 2010 , an Associated Press calculation shows.
Fred Smith , who also is the company’s chairman and president, received compensation valued at $7.3 million for the fiscal year that ended in May, down from $7.4 million in fiscal 2010 , according to a filing the company made Friday, July 22 with the Securities and Exchange Commission.
Smith’s salary rose 4 percent to $1.2 million, and the value of his stock options rose less than 2 percent to $5.2 million, the biggest chunk of his compensation. But his performance-based cash bonus fell 6 percent to $375 ,000 , and his other compensation slid 37 percent to $428 ,061 .
His perks already had dropped almost by half between 2009 and 2010 . In 2011 , they included retirement plan contributions, tax reimbursements, jet travel, use of a company car, security services, tax preparation services, financial counseling and insurance premiums.
FedEx Corp . said its 2011 net income rose 23 percent to $1.45 billion for the year, while its revenue grew 13 percent to $39.3 billion. The Associated Press formula calculates an executive’s total compensation during the last fiscal year by adding salary, bonuses, perks, above-market interest the company pays on deferred compensation and the estimated value of stock and stock options awarded during the year.
The AP formula does not count changes in the present value of pension benefits. That makes the AP total slightly different in most cases from the total reported by companies to the Securities and Exchange Commission.
– The Associated Press
Fred Smith , who also is the company’s chairman and president, received compensation valued at $7.3 million for the fiscal year that ended in May, down from $7.4 million in fiscal 2010 , according to a filing the company made Friday, July 22 with the Securities and Exchange Commission.
Smith’s salary rose 4 percent to $1.2 million, and the value of his stock options rose less than 2 percent to $5.2 million, the biggest chunk of his compensation. But his performance-based cash bonus fell 6 percent to $375 ,000 , and his other compensation slid 37 percent to $428 ,061 .
His perks already had dropped almost by half between 2009 and 2010 . In 2011 , they included retirement plan contributions, tax reimbursements, jet travel, use of a company car, security services, tax preparation services, financial counseling and insurance premiums.
FedEx Corp . said its 2011 net income rose 23 percent to $1.45 billion for the year, while its revenue grew 13 percent to $39.3 billion. The Associated Press formula calculates an executive’s total compensation during the last fiscal year by adding salary, bonuses, perks, above-market interest the company pays on deferred compensation and the estimated value of stock and stock options awarded during the year.
The AP formula does not count changes in the present value of pension benefits. That makes the AP total slightly different in most cases from the total reported by companies to the Securities and Exchange Commission.
– The Associated Press
Sunday, October 2, 2011
Friday, September 30, 2011
FedEx Gets A 1/2 Million Tax Break
FedEx Opens Ill. Distribution Center With 200 Jobs
AP Updated 3:46PM Print | Front Page | Email this story
GRAYSLAKE, Ill. (AP) – FedEx Ground has opened a new distribution center in the Chicago suburbs that the company says will employ more than 200 full- and part-time workers. The state has promised the company half a million dollars in tax breaks and other incentives.
FedEx Ground said in a news release that it opened the 214,000 square-foot distribution center in Grayslake on Thursday. FedEx Ground is the small-package ground delivery arm of Memphis, Tenn.-based FedEx Corp.
FedEx Ground says the facility is one of five distribution centers it operates in the Chicago area. Company and state officials say the center could eventually employ more than 450 workers.
Illinois Department of Commerce and Economic Opportunity say the state has pledged $500,000 in tax breaks and job training funds contingent on job creation.
AP Updated 3:46PM Print | Front Page | Email this story
GRAYSLAKE, Ill. (AP) – FedEx Ground has opened a new distribution center in the Chicago suburbs that the company says will employ more than 200 full- and part-time workers. The state has promised the company half a million dollars in tax breaks and other incentives.
FedEx Ground said in a news release that it opened the 214,000 square-foot distribution center in Grayslake on Thursday. FedEx Ground is the small-package ground delivery arm of Memphis, Tenn.-based FedEx Corp.
FedEx Ground says the facility is one of five distribution centers it operates in the Chicago area. Company and state officials say the center could eventually employ more than 450 workers.
Illinois Department of Commerce and Economic Opportunity say the state has pledged $500,000 in tax breaks and job training funds contingent on job creation.
Thursday, September 29, 2011
FedEx Spends $2.8 Million Lobbying in 2nd Quarter
AP Updated 3:25PM Print | Front Page | Email this story
WASHINGTON (AP) –Memphis-based FedEx Corp. spent nearly $4.9 million lobbying the federal government in the second quarter on legislation that would have made it easier for its workers to unionize, among other issues, according to a disclosure report.
That's below the more than $7 million the world's second-largest package delivery company spent in the second quarter of 2010 but above the $3.9 million it spent in the first three months of the year. The company's larger rival, Atlanta-based United Parcel Service Inc., spent about $1.1 million on lobbying in the second quarter.
In the second quarter, the company continued to lobby Congress on the FAA reauthorization bill, which will speed up replacement of radar-based air traffic control with a more advanced satellite-based system.
FedEx had been vocal in its opposition to a small section of the bill that would move its employees to a new federal classification that would have made them easier to unionize. Congress has not yet come to an agreement on the bill. Now, only the shipper's pilots are unionized.
The company also lobbied on other legislation involving airport and airway funding.
Between April and June, FedEx lobbied Congress, the Department of Transportation and the Federal Aviation Administration, according to the report filed with the House clerk's office.
WASHINGTON (AP) –Memphis-based FedEx Corp. spent nearly $4.9 million lobbying the federal government in the second quarter on legislation that would have made it easier for its workers to unionize, among other issues, according to a disclosure report.
That's below the more than $7 million the world's second-largest package delivery company spent in the second quarter of 2010 but above the $3.9 million it spent in the first three months of the year. The company's larger rival, Atlanta-based United Parcel Service Inc., spent about $1.1 million on lobbying in the second quarter.
In the second quarter, the company continued to lobby Congress on the FAA reauthorization bill, which will speed up replacement of radar-based air traffic control with a more advanced satellite-based system.
FedEx had been vocal in its opposition to a small section of the bill that would move its employees to a new federal classification that would have made them easier to unionize. Congress has not yet come to an agreement on the bill. Now, only the shipper's pilots are unionized.
The company also lobbied on other legislation involving airport and airway funding.
Between April and June, FedEx lobbied Congress, the Department of Transportation and the Federal Aviation Administration, according to the report filed with the House clerk's office.
Wednesday, September 28, 2011
New Board Members of FedEx Shareholders
Martin, Ramo to FedEx Board as Hyde Retires Position
Brad Martin and Joshua Cooper Ramo are the newest directors on the board of FedEx Corp.
Each was elected to the board of the Memphis-based corporation this week at the annual shareholders’ meeting.
At the same meeting, shareholders approved executive pay plans including a $1.3 million base salary for company founder and CEO Fred Smith, not including equity-based compensation and bonuses.
Martin is chairman of RBM Venture Co., an investment company. He serves on the boards of Lululemon Athletica Inc., Dillard’s Inc. and First Horizon National Corp. Martin is also the founder of The Martin Institute, a nonprofit education reform foundation.
Ramo is vice chairman of Kissinger Associates, an advisory firm, and serves on the Starbucks Corp. board.
Martin and Ramo were elected to one-year terms as J.R. “Pitt” Hyde, the founder of AutoZone Inc., announced his retirement from the board. Hyde joined the FedEx board in 1977.
Brad Martin and Joshua Cooper Ramo are the newest directors on the board of FedEx Corp.
Each was elected to the board of the Memphis-based corporation this week at the annual shareholders’ meeting.
At the same meeting, shareholders approved executive pay plans including a $1.3 million base salary for company founder and CEO Fred Smith, not including equity-based compensation and bonuses.
Martin is chairman of RBM Venture Co., an investment company. He serves on the boards of Lululemon Athletica Inc., Dillard’s Inc. and First Horizon National Corp. Martin is also the founder of The Martin Institute, a nonprofit education reform foundation.
Ramo is vice chairman of Kissinger Associates, an advisory firm, and serves on the Starbucks Corp. board.
Martin and Ramo were elected to one-year terms as J.R. “Pitt” Hyde, the founder of AutoZone Inc., announced his retirement from the board. Hyde joined the FedEx board in 1977.
Monday, September 26, 2011
Memphis Daily
CHICAGO (AP) – Fitch Ratings on Friday affirmed the debt ratings for
FedEx Corp. and its
Federal Express Corp. unit, a day after the package delivery company reported better-than-expected fiscal first-quarter results.
The ratings firm cited FedEx's ongoing financial flexibility, strong market position and manageable debt repayment schedule.
The ratings apply to roughly $1.7 billion in senior unsecured debt and a $1 billion unsecured revolving credit line. Fitch's outlook on the rating is stable.
FedEx reported net income rose 22 percent to $464 million, or $1.46 a share, in the fiscal first quarter that ended in August. That compares with a profit of $380 million, or $1.20 per share, a year earlier. Revenue rose 11 percent to $10.52 billion.
FedEx's continued focus on pricing discipline and international expansion has positioned the company to further expand profit margins and improve its credit profile while continuing to face a weak demand environment, Fitch said.
As of Aug. 31, the company had about $2 billion in cash, as well as full access to a $1 billion unsecured revolving credit facility.
FedEx projects that capital spending will rise to $4.2 billion in fiscal 2012, up from $3.4 billion in fiscal 2011.
That aside, FedEx's other near-term cash obligations remain manageable, Fitch said.
Fitch said that the biggest risk to FedEx's credit profile in the near term is the potential for another recession that sends the global economy into a slide for a year or more. Should that occur, the company could potentially see volumes across its transportation units soften, rising pressure on its profit margins and free cash flow, the firm said.
The ratings firm has FedEx's issuer default rating, senior unsecured credit facility and senior unsecured debt at "BBB," two notches above non-investment grade, or "junk" status.
Fitch has FedEx's short-term issuer default rating and commercial paper at "F2."
The ratings firm affirmed
Federal Express Corp.'s issuer default rating and senior unsecured debt at "BBB."
FedEx Corp. and its
Federal Express Corp. unit, a day after the package delivery company reported better-than-expected fiscal first-quarter results.
The ratings firm cited FedEx's ongoing financial flexibility, strong market position and manageable debt repayment schedule.
The ratings apply to roughly $1.7 billion in senior unsecured debt and a $1 billion unsecured revolving credit line. Fitch's outlook on the rating is stable.
FedEx reported net income rose 22 percent to $464 million, or $1.46 a share, in the fiscal first quarter that ended in August. That compares with a profit of $380 million, or $1.20 per share, a year earlier. Revenue rose 11 percent to $10.52 billion.
FedEx's continued focus on pricing discipline and international expansion has positioned the company to further expand profit margins and improve its credit profile while continuing to face a weak demand environment, Fitch said.
As of Aug. 31, the company had about $2 billion in cash, as well as full access to a $1 billion unsecured revolving credit facility.
FedEx projects that capital spending will rise to $4.2 billion in fiscal 2012, up from $3.4 billion in fiscal 2011.
That aside, FedEx's other near-term cash obligations remain manageable, Fitch said.
Fitch said that the biggest risk to FedEx's credit profile in the near term is the potential for another recession that sends the global economy into a slide for a year or more. Should that occur, the company could potentially see volumes across its transportation units soften, rising pressure on its profit margins and free cash flow, the firm said.
The ratings firm has FedEx's issuer default rating, senior unsecured credit facility and senior unsecured debt at "BBB," two notches above non-investment grade, or "junk" status.
Fitch has FedEx's short-term issuer default rating and commercial paper at "F2."
The ratings firm affirmed
Federal Express Corp.'s issuer default rating and senior unsecured debt at "BBB."
Thursday, September 22, 2011
FedEx Cuts Forecast, Warns of 'Sluggish Growth'
Package and parcel giant's profit rose 22 percent in June-August quarter
FedEx’s net profit rose 22 percent to $464 million in its June-August quarter, but the world’s largest air cargo carrier lowered its earnings expectations for the rest of the year, citing a slowdown in global trade.
"We expect sluggish economic growth will continue," CEO Fred Smith told analysts. FedEx, widely considered an economic bellwether, said it had a “moderate outlook” for the economy and now expects to earn $6.25 to $6.75 per share for its current fiscal year, compared with a previous estimate of $6.35 to $6.85.
The company’s net profit grew on an 11 percent gain in overall revenue to $10.5 billion. But U.S. domestic shipments at FedEx Express fell 3 percent and international express shipments fell 4 percent from the same period a year ago.
"The U.S. and global economy grew at a slower rate than we anticipated during the quarter," said Chief Financial Officer Alan B. Graf. "While FedEx Ground and FedEx Freight achieved improved operating results despite lower than expected growth, the more rapid decline in demand for FedEx Express services, particularly from Asia, outpaced our ability to reduce operating costs."
FedEx’s express unit posted a 19 percent drop in operating income, despite a 12 percent rise in revenue. The decline in volume was partly offset by a 13 percent increase in revenue per package, which included higher pricing and higher fuel charges.
FedEx’s ground transportation unit posted a 42 percent jump in operating income to $407 million. Revenue rose 16 percent to $2.3 billion. Average daily package volume grew 5 percent.
-- Contact Joseph Bonney at jbonney@joc.com. Follow him on Twitter @josephbonney
FedEx’s net profit rose 22 percent to $464 million in its June-August quarter, but the world’s largest air cargo carrier lowered its earnings expectations for the rest of the year, citing a slowdown in global trade.
"We expect sluggish economic growth will continue," CEO Fred Smith told analysts. FedEx, widely considered an economic bellwether, said it had a “moderate outlook” for the economy and now expects to earn $6.25 to $6.75 per share for its current fiscal year, compared with a previous estimate of $6.35 to $6.85.
The company’s net profit grew on an 11 percent gain in overall revenue to $10.5 billion. But U.S. domestic shipments at FedEx Express fell 3 percent and international express shipments fell 4 percent from the same period a year ago.
"The U.S. and global economy grew at a slower rate than we anticipated during the quarter," said Chief Financial Officer Alan B. Graf. "While FedEx Ground and FedEx Freight achieved improved operating results despite lower than expected growth, the more rapid decline in demand for FedEx Express services, particularly from Asia, outpaced our ability to reduce operating costs."
FedEx’s express unit posted a 19 percent drop in operating income, despite a 12 percent rise in revenue. The decline in volume was partly offset by a 13 percent increase in revenue per package, which included higher pricing and higher fuel charges.
FedEx’s ground transportation unit posted a 42 percent jump in operating income to $407 million. Revenue rose 16 percent to $2.3 billion. Average daily package volume grew 5 percent.
-- Contact Joseph Bonney at jbonney@joc.com. Follow him on Twitter @josephbonney
Monday, September 19, 2011
Grocery strike avoided; deal called 'win-win' for both sides - latimes.com
http://latimesblogs.latimes.com/money_co/2011/09/grocery-strike-albertsons-vons-ralphs.html
Sent on the Sprint® Now Network from my BlackBerry®
Sent on the Sprint® Now Network from my BlackBerry®
Sunday, September 18, 2011
What Can A Union Do For Me? Part 2
All back pay, including overtime, his bid job back, and a written apology from the TM.....That should answer any and all questions you asked but I will elaborate.
The man in question is a model employee and as straight as a grizzlies dick but that has no bearing in any of this mess. Only the facts regarding the accusations do.
This particular customer accused one of our employees of theft. Big problem. The video they provided my company with didn't prove a damn thing. My company postponed and stalled to acquire an enhanced video. Still no proof of what they were claiming. The company labor man was trying to cut a deal with the local shortly after the first attempt to stall on the enhanced video. They had made a huge mistake and he knew it.
This customer and our TM put an employee from my company through hell on speculation rather than fact. How could you think the local made my company look bad? That question completely baffles me.
Had our TM a pair of balls between his legs this problem would have never gone to a hearing for a decision. There was a day and time when something of this nature would have been taken care of in a matter of minutes rather than weeks at the expense of a mans family and health.
As it stands now I hope and pray that this employee hires an attorney and pounds the living hell out of said accusing company and our douche bag TM with a civil law suit. They both deserve what ever they get.
The man in question is a model employee and as straight as a grizzlies dick but that has no bearing in any of this mess. Only the facts regarding the accusations do.
This particular customer accused one of our employees of theft. Big problem. The video they provided my company with didn't prove a damn thing. My company postponed and stalled to acquire an enhanced video. Still no proof of what they were claiming. The company labor man was trying to cut a deal with the local shortly after the first attempt to stall on the enhanced video. They had made a huge mistake and he knew it.
This customer and our TM put an employee from my company through hell on speculation rather than fact. How could you think the local made my company look bad? That question completely baffles me.
Had our TM a pair of balls between his legs this problem would have never gone to a hearing for a decision. There was a day and time when something of this nature would have been taken care of in a matter of minutes rather than weeks at the expense of a mans family and health.
As it stands now I hope and pray that this employee hires an attorney and pounds the living hell out of said accusing company and our douche bag TM with a civil law suit. They both deserve what ever they get.
Saturday, September 17, 2011
What Can A Union Do For Me?
What can a Union do for me?
I would like to share another victory for our local and all Teamsters across the nation.
A little over a month ago, a co-worker was accused of theft by one of our customers. Not the theft of anything we carry for them, but the theft of personal property from their breakroom. The accusing company provided a video of the alleged crime. After our TM viewed said video this worker was terminated and escorted off the property. A call was made to our local by the TM and the business agent was informed that this video was quite damning. Our local began preparing the case.
As of Thursday the 15th of September the terminated employee was informed he will be back to work in his original position with all back pay including overtime for the month or so he was gone. A written apology from the TM will be included in the settlement.
I would like to share another victory for our local and all Teamsters across the nation.
A little over a month ago, a co-worker was accused of theft by one of our customers. Not the theft of anything we carry for them, but the theft of personal property from their breakroom. The accusing company provided a video of the alleged crime. After our TM viewed said video this worker was terminated and escorted off the property. A call was made to our local by the TM and the business agent was informed that this video was quite damning. Our local began preparing the case.
As of Thursday the 15th of September the terminated employee was informed he will be back to work in his original position with all back pay including overtime for the month or so he was gone. A written apology from the TM will be included in the settlement.
FAA Bill Passed By The Senate
The FAA bill that the U.S. senate passed late thursday night, does not have any language in it for FedEx Express. There were two senators who would not let any Language for Express into the bill. obviously in the back pockets of uncle Freddy!
This bill has no direct effect on our current campaign to organize FEDEX FREIGHT. We are under the NLRB, National Labor Relations Board and NLRA, National Labor Relation Act, but we are not under the NRLA, National Railways Labor Act. That's why we all should have called our members of congress to include the FedEx Express Transportion.
So don't let management tell you anything different. Because we can and will organize FEDEX FREIGHT!
This bill has no direct effect on our current campaign to organize FEDEX FREIGHT. We are under the NLRB, National Labor Relations Board and NLRA, National Labor Relation Act, but we are not under the NRLA, National Railways Labor Act. That's why we all should have called our members of congress to include the FedEx Express Transportion.
So don't let management tell you anything different. Because we can and will organize FEDEX FREIGHT!
Wednesday, September 14, 2011
Toxic Managers
Michael Seals formerly Anaheim Driver
Toxic managers have been around for a long time; although the increase of this type of manager at FedEx Freight is relatively new. These managers are moody, incompetent, and always looking to blame others; this manager is a compulsive liar who is always charming around management. When you encounter this type of manager everything will become your fault. You are the “poor performer”; you have the “negative attitude”. In reality this a projection of the bully’s own poor performance and incompetence.
There are basically three ways to deal with toxic management; the union grievance process, civil legal action, or the third alternative is to resign. A senior management backed toxic boss cannot be changed. Your health, career, and families should not suffer. You must look at how you exist and the work environment you exist in. Look around at the environment which you work, look at the guys who were middle-aged workers that are no longer employed at FedEx; do you honestly believe you have job security and will be able to retire with a livable pension from FedEx without Union backing.
There is an organized attack on the working in America, honorable professions such as Teaching has been downsized to teaching to a test. Emergency responders (Fire fighters and Police) are being downsized and pensions eliminated after the years of faithful service.
Unlimited access to cheap labor is contributing to the decline in American culture. Yet, the Democratic process is free. A vote only cost time, energy, and critical thinking. I continue to support my former fellow FedEx workers and especially Joe Nuno.
Toxic managers have been around for a long time; although the increase of this type of manager at FedEx Freight is relatively new. These managers are moody, incompetent, and always looking to blame others; this manager is a compulsive liar who is always charming around management. When you encounter this type of manager everything will become your fault. You are the “poor performer”; you have the “negative attitude”. In reality this a projection of the bully’s own poor performance and incompetence.
There are basically three ways to deal with toxic management; the union grievance process, civil legal action, or the third alternative is to resign. A senior management backed toxic boss cannot be changed. Your health, career, and families should not suffer. You must look at how you exist and the work environment you exist in. Look around at the environment which you work, look at the guys who were middle-aged workers that are no longer employed at FedEx; do you honestly believe you have job security and will be able to retire with a livable pension from FedEx without Union backing.
There is an organized attack on the working in America, honorable professions such as Teaching has been downsized to teaching to a test. Emergency responders (Fire fighters and Police) are being downsized and pensions eliminated after the years of faithful service.
Unlimited access to cheap labor is contributing to the decline in American culture. Yet, the Democratic process is free. A vote only cost time, energy, and critical thinking. I continue to support my former fellow FedEx workers and especially Joe Nuno.
Happy Driver Appreciation Week - FedEx Freight Drops The Ball Again!
Well another year has passed and once again Fedex Freight has forgotten , Driver Appreciation Week Sept. 11 - 17. But they have no problem giving misinformation about unions and organizing.
On behalf of our committee members through out the west. We appreciate all the hard work you do. Not just drivers, but all of the employees here at FedEx Freight.
Rudy Hernandez
Organizer at SBO
P. S. If FedEx gets a wind of this and does something for you. Tell them I said Thanks!
On behalf of our committee members through out the west. We appreciate all the hard work you do. Not just drivers, but all of the employees here at FedEx Freight.
Rudy Hernandez
Organizer at SBO
P. S. If FedEx gets a wind of this and does something for you. Tell them I said Thanks!
Friday, September 9, 2011
FedEx Considers Orders for 50 Freighters
FedEx Considers Orders for 50 Freighters Decision to buy freighers may not come for several months FedEx is mulling buying up to 50 widebody freighters from Boeing and Airbus to update its aging fleet, according to a report by Bloomberg.
Negotiations center on Airbus’s 330-200 freighter and Boeing’s 767-300 freighter,Bloomberg said, citing unnamed sources. The order may also involve the conversion of 767 passenger jets into freighters.
A final decision on the multi-billion dollar contract may not come for several months and could be delayed by a weakening economic outlook and the risk of FedEx losing U.S. Postal Service contracts. FedEx is the largest contractor to USPS,which said this week it is pushing its suppliers for $1 billion in annual savings.
-- Contact Bruce Barnard at brucebarndard47@hotmail.com.
Negotiations center on Airbus’s 330-200 freighter and Boeing’s 767-300 freighter,Bloomberg said, citing unnamed sources. The order may also involve the conversion of 767 passenger jets into freighters.
A final decision on the multi-billion dollar contract may not come for several months and could be delayed by a weakening economic outlook and the risk of FedEx losing U.S. Postal Service contracts. FedEx is the largest contractor to USPS,which said this week it is pushing its suppliers for $1 billion in annual savings.
-- Contact Bruce Barnard at brucebarndard47@hotmail.com.
Tuesday, September 6, 2011
Quote Of The Week
It is essential that there should be organization of labor. This is an era of organization. Capital organizes and therefore labor must organize.
Theodore Roosevelt
Theodore Roosevelt
Monday, September 5, 2011
A Brief History of Labor Day
The origins of Labor Day are more than a century old.
The first Labor Day parade in New York City was held in September 1982. Two men are credited with playing an important role not only in bringing about the parade but the holiday as well. Matthew Maguire, a machinist from Paterson, N.J., and Peter J. McGuire, a New York City carpenter who helped found the United Brotherhood of Carpenters and Joiners, are said to have suggested a holiday to honor working people in the United States. In 1887, Oregon became the first state to make Labor Day a legal holiday, and in 1894, President Grover Cleveland signed a bill making Labor Day a national holiday.
How unions help all workers
by Lawrence Mishel and Matthew Walters
Unions have a substantial impact on the compensation and work lives of both unionized and non-unionized workers. This report presents current data on unions' effect on wages, fringe benefits, total compensation, pay inequality, and workplace protections.
Some of the conclusions are:
• Unions raise wages of unionized workers by roughly 20% and raise compensation, including both wages and benefits, by about 28%.
• Unions reduce wage inequality because they raise wages more for low- and middle-wage workers than for higher-wage workers, more for blue-collar than for white-collar workers, and more for workers who do not have a college degree.
• Strong unions set a pay standard that nonunion employers follow. For example, a high school graduate whose workplace is not unionized but whose industry is 25% unionized is paid 5% more than similar workers in less unionized industries.
• The impact of unions on total nonunion wages is almost as large as the impact on total union wages.
• The most sweeping advantage for unionized workers is in fringe benefits. Unionized workers are more likely than their nonunionized counterparts to receive paid leave, are approximately 18% to 28% more likely to have employer-provided health insurance, and are 23% to 54% more likely to be in employer-provided pension plans.
• Unionized workers receive more generous health benefits than nonunionized workers. They also pay 18% lower health care deductibles and a smaller share of the costs for family coverage. In retirement, unionized workers are 24% more likely to be covered by health insurance paid for by their employer.
• Unionized workers receive better pension plans. Not only are they more likely to have a guaranteed benefit in retirement, their employers contribute 28% more toward pensions.
• Unionized workers receive 26% more vacation time and 14% more total paid leave (vacations and holidays).
Unions play a pivotal role both in securing legislated labor protections and rights such as safety and health, overtime, and family/medical leave and in enforcing those rights on the job. Because unionized workers are more informed, they are more likely to benefit from social insurance programs such as unemployment insurance and workers compensation. Unions are thus an intermediary institution that provides a necessary complement to legislated benefits and protections.
The first Labor Day parade in New York City was held in September 1982. Two men are credited with playing an important role not only in bringing about the parade but the holiday as well. Matthew Maguire, a machinist from Paterson, N.J., and Peter J. McGuire, a New York City carpenter who helped found the United Brotherhood of Carpenters and Joiners, are said to have suggested a holiday to honor working people in the United States. In 1887, Oregon became the first state to make Labor Day a legal holiday, and in 1894, President Grover Cleveland signed a bill making Labor Day a national holiday.
How unions help all workers
by Lawrence Mishel and Matthew Walters
Unions have a substantial impact on the compensation and work lives of both unionized and non-unionized workers. This report presents current data on unions' effect on wages, fringe benefits, total compensation, pay inequality, and workplace protections.
Some of the conclusions are:
• Unions raise wages of unionized workers by roughly 20% and raise compensation, including both wages and benefits, by about 28%.
• Unions reduce wage inequality because they raise wages more for low- and middle-wage workers than for higher-wage workers, more for blue-collar than for white-collar workers, and more for workers who do not have a college degree.
• Strong unions set a pay standard that nonunion employers follow. For example, a high school graduate whose workplace is not unionized but whose industry is 25% unionized is paid 5% more than similar workers in less unionized industries.
• The impact of unions on total nonunion wages is almost as large as the impact on total union wages.
• The most sweeping advantage for unionized workers is in fringe benefits. Unionized workers are more likely than their nonunionized counterparts to receive paid leave, are approximately 18% to 28% more likely to have employer-provided health insurance, and are 23% to 54% more likely to be in employer-provided pension plans.
• Unionized workers receive more generous health benefits than nonunionized workers. They also pay 18% lower health care deductibles and a smaller share of the costs for family coverage. In retirement, unionized workers are 24% more likely to be covered by health insurance paid for by their employer.
• Unionized workers receive better pension plans. Not only are they more likely to have a guaranteed benefit in retirement, their employers contribute 28% more toward pensions.
• Unionized workers receive 26% more vacation time and 14% more total paid leave (vacations and holidays).
Unions play a pivotal role both in securing legislated labor protections and rights such as safety and health, overtime, and family/medical leave and in enforcing those rights on the job. Because unionized workers are more informed, they are more likely to benefit from social insurance programs such as unemployment insurance and workers compensation. Unions are thus an intermediary institution that provides a necessary complement to legislated benefits and protections.
Tuesday, August 30, 2011
The Journal of Commerce story - FedEx Freight Expands in Mexico
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
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
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/
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Recent Board Decision
http://m.nlrb.gov/recent/decisions.aspx?decisionType=Board%20Decision
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International Transport Workers' Federation: Press area
http://www.itfglobal.org/press-area/index.cfm/pressdetail/6243/
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Tuesday, August 9, 2011
Sunday, July 31, 2011
Anti Union Meetings Starting Last Week
There have been anti union meetings so far in Gardena, Bandini and Whitier terminals lately. No surprises since the Teamsters have announced, at their Convention last month, that there will be a campaign to organize FedEx Freight now.
So the usual rap from managers, who are the tools of well paid union busters that hide behind the managers who could be the ones who are charged with unfair labor charges instead of the busters!
They say that the Teamsters will come to your house and make you sign a "union card". I have had a visit from them and not once during their visit did they ask me to sign a card! Did you hear that Whittier, Bandini, and you managers at Gardena!?
"All they want is your money" I personally have no problem with that. That will give me representation, which Joe Nuno didn't have, in case FedEx or a manager is trying to get rid of you for his own personal reasons, you got that Mira Loma? Besides, union dues are tax deductible!
What really gets me is how management is calling "pro union" employees,” disengaged employees”. And that the "engaged employees" should let management know who these employees are? These people who report to management can also be considered "spies" for the company and get themselves in very big trouble on behalf of the company!
So the next time management says their entire BS about the Teamsters, ask them to put all the things they are saying down on paper and sign it! If they're so sure of it, they shouldn't have a problem doing that for you.
Beside management and the rest of the tools say, "educate yourselves about the union" right? So if a Teamster and a committee member come knocking at your door let them in and "educate yourselves" and ask as many question that you like! If you ask a lot of questions at work, management will tell you, "not now later", see me in my office. Watch out, you might be considered “disengaged!”
Tuesday, July 26, 2011
UPS Boosts Profit 26 Percent | Journal of Commerce
http://www.joc.com/parcel-package/ups-boosts-profit-26-percent
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Change of Operations Announced in Mira Loma Today 7-26-11
Change of operations in Mira Loma will take place in September of this year. These changes will also effect San Bernadino and Fontana service terminals. SBO will get (we hear) HP and North Ontario, the mall. FTA, Apple, Uline and Volkswagon.
If anyone knows more, feel free to comment.
Rudy
If anyone knows more, feel free to comment.
Rudy
Friday, July 22, 2011
YRC Worldwide To Name New CEO | Journal of Commerce
http://www.joc.com/trucking/yrc-worldwide-name-new-ceo
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Wednesday, July 20, 2011
FedEx Package Handlers to Vote on Teamsters Patrick Ayers | July 19, 2011
If 71 package handlers at the FedEx Ground warehouse in Brockton, Massachusetts, win the union election scheduled for August 3, it will be the first time ever for package handlers at the giant non-union shipper. They’re facing a fierce anti-union campaign.
A top issue is poverty wages; all the workers are part-time, starting at $10.50 an hour with a maximum wage of $14.50 after four years. “Since there’s no seniority,” said one worker, “personal friends of managers typically get the full-time jobs or promotions.”
He said workers have to load packages that include 150-pound engine blocks, working in trailers that go down to 2 degrees in the winter and 115 in the summer.
Brockton workers looking to unionize contacted Teamsters Local 653 and signed up 75 percent of their co-workers. They kept the union drive hidden from management for months.
FedEx fights tooth and nail at the legislative and judicial levels to keep unions out, defending its misuse of “independent contractor” status for their drivers at FedEx Ground, for example. The practice places them outside the protection of numerous labor and employment laws.
The Senate passed a reauthorization of the Federal Aviation Administration bill last year that excluded a provision making it easier for FedEx workers to unionize.
The Teamsters and UPS had supported a bill that would level the playing field by putting FedEx under the same labor laws that cover UPS. Since the legislative failing, the International union has shifted its attention to FedEx over-the-road drivers in the freight division.
Full Court Press
The company has flown in its top union-busting executives to Brockton, to try to kill the union with a sudden kindness not known before. Ninety percent of workers are black, and all supervisors were white. Now the white supervisors have been replaced by nice African American managers; the workers have been treated to cookouts and finally offered some basic benefits.
One worker said, “Before the union drive we had no health insurance, no vacation time, no sick days, no paid holidays, and we worked with broken and dilapidated equipment.”
With the union drive came (worthless) health insurance that’s offered after a year and a half, one week of vacation time, paid holidays, and brand-new equipment, the worker said.
At the same time, managers spread misinformation about unions to whip up fears. According to the FedEx worker, managers are organizing hour-long meetings with human resources, “reading off anti-union fliers every single day.”
Management harps on initiation fees and fines. But workers say the local charges no initiation fees to the first group unionizing, and no member of Local 653 has ever been fined.
Workers say managers have been flown in from all over the country to help beat the union, including the Eastern Division VP, who told everyone that “we have ways to keep the Teamsters out.”
Simply quitting and finding a better job is not an option. Brockton has one of the highest unemployment rates in Massachusetts, and the job market is only getting worse.
A union would enable workers to bargain for living-wage jobs in Brockton. And a victory at FedEx—the Wal-Mart of the trucking industry—could inspire other young workers to stand up to their bosses.
Supporters are holding solidarity actions at FedEx Office store locations in Boston, Philadelphia, New York City, Minneapolis, Madison, and four locations in Washington state this Saturday.
A top issue is poverty wages; all the workers are part-time, starting at $10.50 an hour with a maximum wage of $14.50 after four years. “Since there’s no seniority,” said one worker, “personal friends of managers typically get the full-time jobs or promotions.”
He said workers have to load packages that include 150-pound engine blocks, working in trailers that go down to 2 degrees in the winter and 115 in the summer.
Brockton workers looking to unionize contacted Teamsters Local 653 and signed up 75 percent of their co-workers. They kept the union drive hidden from management for months.
FedEx fights tooth and nail at the legislative and judicial levels to keep unions out, defending its misuse of “independent contractor” status for their drivers at FedEx Ground, for example. The practice places them outside the protection of numerous labor and employment laws.
The Senate passed a reauthorization of the Federal Aviation Administration bill last year that excluded a provision making it easier for FedEx workers to unionize.
The Teamsters and UPS had supported a bill that would level the playing field by putting FedEx under the same labor laws that cover UPS. Since the legislative failing, the International union has shifted its attention to FedEx over-the-road drivers in the freight division.
Full Court Press
The company has flown in its top union-busting executives to Brockton, to try to kill the union with a sudden kindness not known before. Ninety percent of workers are black, and all supervisors were white. Now the white supervisors have been replaced by nice African American managers; the workers have been treated to cookouts and finally offered some basic benefits.
One worker said, “Before the union drive we had no health insurance, no vacation time, no sick days, no paid holidays, and we worked with broken and dilapidated equipment.”
With the union drive came (worthless) health insurance that’s offered after a year and a half, one week of vacation time, paid holidays, and brand-new equipment, the worker said.
At the same time, managers spread misinformation about unions to whip up fears. According to the FedEx worker, managers are organizing hour-long meetings with human resources, “reading off anti-union fliers every single day.”
Management harps on initiation fees and fines. But workers say the local charges no initiation fees to the first group unionizing, and no member of Local 653 has ever been fined.
Workers say managers have been flown in from all over the country to help beat the union, including the Eastern Division VP, who told everyone that “we have ways to keep the Teamsters out.”
Simply quitting and finding a better job is not an option. Brockton has one of the highest unemployment rates in Massachusetts, and the job market is only getting worse.
A union would enable workers to bargain for living-wage jobs in Brockton. And a victory at FedEx—the Wal-Mart of the trucking industry—could inspire other young workers to stand up to their bosses.
Supporters are holding solidarity actions at FedEx Office store locations in Boston, Philadelphia, New York City, Minneapolis, Madison, and four locations in Washington state this Saturday.
Tuesday, July 19, 2011
About Part One
UNION DUES:
Are two and a half times your hourly pay per month.
They are for Administrative needs, B.A., negotiations, arbitration etc...
No dues are paid until a contract is made.
Dues are tax deductible.
Are two and a half times your hourly pay per month.
They are for Administrative needs, B.A., negotiations, arbitration etc...
No dues are paid until a contract is made.
Dues are tax deductible.
Monday, July 11, 2011
Sequence To a Constructive Termination Joe Nuno
1st offense;
Joe was dispatched to Best Buy in Chino Ca. to do a pick up. Best Buys has four shipping areas. Joe went to the 1st shipping and picked up x amount of pallets. Next he went to the 2nd,3rd and 4th shipping areas where he was told that there was no freight here to pick. He checked back to the 1st door and was told he picked up what they only had already. Joe let his dispatcher know what was happening. Dispatch gave him other pickups to do. When he returned to the terminal, he was confronted by management that he missed the pick up at Best Buy?
2nd Offense;
Joe was dispatched to Best Buy to make a pick up. The pickup is monitored by security there at all times. You bring an order (pallet) up and you and security count the pieces on the pallet, sign the bill of lading, than load the order into your trailer. Ten days following that pick up, Joe was told that there was a pallet in that trailer he used to pick up Best Buy, which was not manifested or signed for. Joe asked management where the bill of lading was and they told him that the freight had been moved on to its destination. No foul, no harm. Right? Joe was suspended! He challenged this with HR, but to no avail he was denied and lost. He was suspended.
3rd Offense;
Joe had multi dr's at a delivery on a Friday. On the following Monday he was asked if he had any dr's that he did not turn in. instead of lying, like a few of the drivers I talked to have, he turned them in. Tuesday Joe was put on administrative leave for two dr's? On Thursday afternoon, an hour before we were to speak at the Teamsters Convention. He got a phone call from Mark Link that Joe's services at FedEx were over.
The attending Teamsters in the audience were told what had just happened to Joe, but even after this blow to his personal life, Joe went out spoke with pride. Why? Because this is a man with pride and conviction! Not like that "Coward" on the phone!
By Rudy Hernandez
Joe was dispatched to Best Buy in Chino Ca. to do a pick up. Best Buys has four shipping areas. Joe went to the 1st shipping and picked up x amount of pallets. Next he went to the 2nd,3rd and 4th shipping areas where he was told that there was no freight here to pick. He checked back to the 1st door and was told he picked up what they only had already. Joe let his dispatcher know what was happening. Dispatch gave him other pickups to do. When he returned to the terminal, he was confronted by management that he missed the pick up at Best Buy?
2nd Offense;
Joe was dispatched to Best Buy to make a pick up. The pickup is monitored by security there at all times. You bring an order (pallet) up and you and security count the pieces on the pallet, sign the bill of lading, than load the order into your trailer. Ten days following that pick up, Joe was told that there was a pallet in that trailer he used to pick up Best Buy, which was not manifested or signed for. Joe asked management where the bill of lading was and they told him that the freight had been moved on to its destination. No foul, no harm. Right? Joe was suspended! He challenged this with HR, but to no avail he was denied and lost. He was suspended.
3rd Offense;
Joe had multi dr's at a delivery on a Friday. On the following Monday he was asked if he had any dr's that he did not turn in. instead of lying, like a few of the drivers I talked to have, he turned them in. Tuesday Joe was put on administrative leave for two dr's? On Thursday afternoon, an hour before we were to speak at the Teamsters Convention. He got a phone call from Mark Link that Joe's services at FedEx were over.
The attending Teamsters in the audience were told what had just happened to Joe, but even after this blow to his personal life, Joe went out spoke with pride. Why? Because this is a man with pride and conviction! Not like that "Coward" on the phone!
By Rudy Hernandez
Thursday, July 7, 2011
Snap Shot aka Constructive Termination
On June 30th, Joe Nuno was terminated from his driver position at the Mira Loma, CA terminal by none other than the infamous Mark Link.
Joe received the call informing him about his termination during the first day of his vacation.
This shows all, that none of us, no matter how disciplined we are at work,we are all under an “AT WILL” employee at FedEx. And we need to have Representation and Collective Bargaining at the workplace.
What happened to Joe this past week will not be a deterrent to the cause we are fighting for. But should be a motivation to take us to the next level!
UNITED WE STAND, DIVIDED WE BEG!
BE WISE AND ORGANIZE!
Joe received the call informing him about his termination during the first day of his vacation.
This shows all, that none of us, no matter how disciplined we are at work,we are all under an “AT WILL” employee at FedEx. And we need to have Representation and Collective Bargaining at the workplace.
What happened to Joe this past week will not be a deterrent to the cause we are fighting for. But should be a motivation to take us to the next level!
UNITED WE STAND, DIVIDED WE BEG!
BE WISE AND ORGANIZE!
Sunday, July 3, 2011
Organizing Workshop
Date: Sunday, July 10, 2011
Time: 8:30 am - 11:00 sm
Place: Teamsters Local 952
140 S. Marks Way,Orange
THE TIME TO ORGANIZE IS NOW!
Time: 8:30 am - 11:00 sm
Place: Teamsters Local 952
140 S. Marks Way,Orange
THE TIME TO ORGANIZE IS NOW!
Hard lesson: Unions will find retail no easy target | StarTribune.com
http://www.startribune.com/business/124217983.html
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Friday, July 1, 2011
The TURK Said ...
NOW is the time for us to rise!!
NOW is the time to wipe the spit from our eyes!! The disdain & disrespect that this company imposes on it's workforce on a daily basis is a call to arms!!
But sadly, so many of my brethren who complain about their treatment, complain under their breath. What holds them back is Fear, Fear of the unknown, the Fear the company instills in them with mantra like, "you're lucky to have a job".
Well, I for one am tired of getting pissed on my face, and being told it's raining by Fred Smith. There's an organizing meeting on July 10th. If you're TIRED of being afraid, if you're TIRED of having our jobs OUTSOURCED, if you're TIRED of having management arbitrarily make up the rules of employment, but mostly if you're TIRED of being an at-will employee, then you need to attend this meeting. THIS revolution WILL be televised!!!
BE WISE!! ORGANIZE!
NOW is the time to wipe the spit from our eyes!! The disdain & disrespect that this company imposes on it's workforce on a daily basis is a call to arms!!
But sadly, so many of my brethren who complain about their treatment, complain under their breath. What holds them back is Fear, Fear of the unknown, the Fear the company instills in them with mantra like, "you're lucky to have a job".
Well, I for one am tired of getting pissed on my face, and being told it's raining by Fred Smith. There's an organizing meeting on July 10th. If you're TIRED of being afraid, if you're TIRED of having our jobs OUTSOURCED, if you're TIRED of having management arbitrarily make up the rules of employment, but mostly if you're TIRED of being an at-will employee, then you need to attend this meeting. THIS revolution WILL be televised!!!
BE WISE!! ORGANIZE!
Thursday, June 30, 2011
This is your new line driver from Az..
What are you going to do?
United We Stand, Divide We Beg!
The Time To Organize Is Now!
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Monday, June 27, 2011
bizjournals mobile: Dayton: YRC Worldwide shares soar on 'incredible trading'
http://www.bizjournals.com/mobile/dayton/news/2011/06/27/incredible-trading-drives-yrc-worldwide.html?ana=yfcpc
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Sunday, June 26, 2011
FedEx and Marty Levitt ...
1998:
More than 800 pilots show up at a domicile meeting at the Botanic Garden in Memphis, as well as many pilots showing up in Subic and Anchorage to watch live video streaming of the event. Guest speaker Marty Levitt tells the story of coming to FedEx in the early 1970s and being told that FedEx will never be unionized. Levitt’s book Confessions of a Union Buster, and over 25 years of experience, are his résumé when he warns that FedEx will do whatever it takes to attempt to break the Union. He says that management’s main tool will be to divide and conquer and our main weapon to fight it should be UNITY!
More than 800 pilots show up at a domicile meeting at the Botanic Garden in Memphis, as well as many pilots showing up in Subic and Anchorage to watch live video streaming of the event. Guest speaker Marty Levitt tells the story of coming to FedEx in the early 1970s and being told that FedEx will never be unionized. Levitt’s book Confessions of a Union Buster, and over 25 years of experience, are his résumé when he warns that FedEx will do whatever it takes to attempt to break the Union. He says that management’s main tool will be to divide and conquer and our main weapon to fight it should be UNITY!
Wednesday, June 22, 2011
FedEx Annual Revenue Rises to $39.3 Billion | Journal of Commerce
http://www.joc.com/parcel-package/fedex-annual-revenue-rises-393-billion
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Tuesday, June 21, 2011
FedEx History, how the Pilots got the Union in, and all the stuff Fedex management did on their end.
1989
After almost two years of talks, the Management/FAB Committee, tasked with designing an “A/B Reserve” system, presents their plan. Management agrees to test the A/B Reserve System on the B-727 engineers for one bid period. At the conclusion of the test, management states the plan will “cost more than the present reserve system and therefore is too expensive to justify implementation.” It will be 10 more years before the A/B Reserve System is implemented as part of the FedEx pilots’ first collectively bargained agreement on May 31, 1999.
Three members of the FAB, Capts. Don Engebretsen, Al Smith, and John Poag, resign and start an independent union movement in hope of giving FedEx pilots some control over the upcoming seniority list arbitration between the FedEx/Tiger pilot groups. They take this action when it becomes evident that management is reneging on the commitment they made to protect the interests of the “Purple” pilots in the proposed seniority integration. Without knowledge of the FAB and contrary to their stated intentions, management has constructed a merger list that will result in minimal training costs to the Company. It is important to note that the seniority arbitration wasa tripartite arbitration, in which FedEx was an equal party to both the FedEx and Tiger pilot groups. This created a clear conflict of interest for FedEx management. They chose the least costly course of action. However, if the FedEx pilots had their own union, then seniority integration would be a contractual issue between the two unions.
The “No” group is formed and a “yellow sheet” with the printed names of FedEx pilots pledging loyalty to Fred Smith is stuffed into crew mailboxes. A concurrent anti-union campaign by management hits the crew room. Mr. Smith asks the “Purple” pilots to “give us a year” to address the pilot issues that have stirred interest in unionizing.
1991
Desert Storm operation begins and crewmembers are activated to Reserve and NationalGuard units. FedEx is the only major carrier to terminate all benefits (medical, dental, insurance, etc.) for its activated personnel and their families. Benefits are reinstated only if participant pays monthly fees.
1992
In October, the court-ordered re-run election is held. Ballot consists of ALPA and an independent union, United States Pilot Association (USPA); 1,015 pilots vote for ALPA, 271 vote for UPSA, 106 pilots vote “No,” and 887 pilots do not return ballots and therefore are counted as votes opposed to any collective bargaining representative (“NO” votes). A clear majority of pilots vote “for” collective bargaining. ALPA receives a majority of the pro-representation votes and, in accordance with NMB voting regulations, is declared the collective bargaining agent for the FedEx pilots, with 56.4 percent of the pilots voting FOR collective bargaining (1,286 out of 2,279 pilots).
Management appeals the election results. The NMB denies the appeal and validates the representational election results.
To Read All 43 Pages Click Here
After almost two years of talks, the Management/FAB Committee, tasked with designing an “A/B Reserve” system, presents their plan. Management agrees to test the A/B Reserve System on the B-727 engineers for one bid period. At the conclusion of the test, management states the plan will “cost more than the present reserve system and therefore is too expensive to justify implementation.” It will be 10 more years before the A/B Reserve System is implemented as part of the FedEx pilots’ first collectively bargained agreement on May 31, 1999.
Three members of the FAB, Capts. Don Engebretsen, Al Smith, and John Poag, resign and start an independent union movement in hope of giving FedEx pilots some control over the upcoming seniority list arbitration between the FedEx/Tiger pilot groups. They take this action when it becomes evident that management is reneging on the commitment they made to protect the interests of the “Purple” pilots in the proposed seniority integration. Without knowledge of the FAB and contrary to their stated intentions, management has constructed a merger list that will result in minimal training costs to the Company. It is important to note that the seniority arbitration wasa tripartite arbitration, in which FedEx was an equal party to both the FedEx and Tiger pilot groups. This created a clear conflict of interest for FedEx management. They chose the least costly course of action. However, if the FedEx pilots had their own union, then seniority integration would be a contractual issue between the two unions.
The “No” group is formed and a “yellow sheet” with the printed names of FedEx pilots pledging loyalty to Fred Smith is stuffed into crew mailboxes. A concurrent anti-union campaign by management hits the crew room. Mr. Smith asks the “Purple” pilots to “give us a year” to address the pilot issues that have stirred interest in unionizing.
1991
Desert Storm operation begins and crewmembers are activated to Reserve and NationalGuard units. FedEx is the only major carrier to terminate all benefits (medical, dental, insurance, etc.) for its activated personnel and their families. Benefits are reinstated only if participant pays monthly fees.
1992
In October, the court-ordered re-run election is held. Ballot consists of ALPA and an independent union, United States Pilot Association (USPA); 1,015 pilots vote for ALPA, 271 vote for UPSA, 106 pilots vote “No,” and 887 pilots do not return ballots and therefore are counted as votes opposed to any collective bargaining representative (“NO” votes). A clear majority of pilots vote “for” collective bargaining. ALPA receives a majority of the pro-representation votes and, in accordance with NMB voting regulations, is declared the collective bargaining agent for the FedEx pilots, with 56.4 percent of the pilots voting FOR collective bargaining (1,286 out of 2,279 pilots).
Management appeals the election results. The NMB denies the appeal and validates the representational election results.
To Read All 43 Pages Click Here
FedEx Corporation Fourth Quarter Earnings Sneak Peek
By Derek Hoffman
June 16 2011
S&P 500 (NYSE:SPY) component FedEx Corporation (NYSE:FDX) will unveil its latest earnings on Wednesday, June 22, 2011. FedEx Corporation provides various transportation, e-commerce and business services.
FedEx Corporation Earnings Preview Cheat Sheet
Wall St. Earnings Expectations: The average analyst is estimating profit of $1.72 per share, a rise of 29.3% from the same quarter a year ago. Estimates range from net income of $1.54 per share to profit of $1.85 per share. Over the past three months, the consensus estimate has moved down from $1.74. Over the past month, the consensus estimate has moved down from $1.73. For the year, analysts are projecting net income of $4.90 per share, a rise of 30.3% from last year.
Past Earnings Performance: For the past three quarters, the company’s quarterly results have come in below analyst’s expectations. Last quarter, the company reported profit of 81 cents per share versus a mean estimate of net income of $1.31 per share.
June 16 2011
S&P 500 (NYSE:SPY) component FedEx Corporation (NYSE:FDX) will unveil its latest earnings on Wednesday, June 22, 2011. FedEx Corporation provides various transportation, e-commerce and business services.
FedEx Corporation Earnings Preview Cheat Sheet
Wall St. Earnings Expectations: The average analyst is estimating profit of $1.72 per share, a rise of 29.3% from the same quarter a year ago. Estimates range from net income of $1.54 per share to profit of $1.85 per share. Over the past three months, the consensus estimate has moved down from $1.74. Over the past month, the consensus estimate has moved down from $1.73. For the year, analysts are projecting net income of $4.90 per share, a rise of 30.3% from last year.
Past Earnings Performance: For the past three quarters, the company’s quarterly results have come in below analyst’s expectations. Last quarter, the company reported profit of 81 cents per share versus a mean estimate of net income of $1.31 per share.
Sunday, June 19, 2011
The Long History of Labor Bashing
By Nelson Lichtenstein
When he was still President Obama's chief of staff, Rahm Emanuel, now mayor-elect of Chicago, famously quipped: "Never allow a crisis to go to waste."
Republican governors in Wisconsin, New Jersey, Ohio, and other states have certainly taken that advice to heart. By emphasizing, and in some cases manipulating, the red ink flowing through so many state budgets, they have leveraged the crisis to strike a body blow at the public-sector unions that represent so many teachers, professors, social workers, and municipal employees. The collective-bargaining rights of the police and firefighters, often a privileged caste, are also being threatened in some states.
Unionists and Democrats denounce this as opportunism, and in Wisconsin they have made the case that there is hardly a fiscal crisis at all, that public-employee wages and pensions are not out of line with those in the private sector, and that collective bargaining works pretty well. Neither the Wisconsin Counties Association nor the League of Wisconsin Municipalities was consulted by Gov. Scott Walker when he drew up the anti-union legislation that he claims is necessary for the solvency of his state's counties, towns, and cities. Nor do officials of either group support the governor's initiative.
Read More
When he was still President Obama's chief of staff, Rahm Emanuel, now mayor-elect of Chicago, famously quipped: "Never allow a crisis to go to waste."
Republican governors in Wisconsin, New Jersey, Ohio, and other states have certainly taken that advice to heart. By emphasizing, and in some cases manipulating, the red ink flowing through so many state budgets, they have leveraged the crisis to strike a body blow at the public-sector unions that represent so many teachers, professors, social workers, and municipal employees. The collective-bargaining rights of the police and firefighters, often a privileged caste, are also being threatened in some states.
Unionists and Democrats denounce this as opportunism, and in Wisconsin they have made the case that there is hardly a fiscal crisis at all, that public-employee wages and pensions are not out of line with those in the private sector, and that collective bargaining works pretty well. Neither the Wisconsin Counties Association nor the League of Wisconsin Municipalities was consulted by Gov. Scott Walker when he drew up the anti-union legislation that he claims is necessary for the solvency of his state's counties, towns, and cities. Nor do officials of either group support the governor's initiative.
Read More
Friday, June 17, 2011
Thursday, June 16, 2011
Making Change at Walmart
http://takeaction.walmartwatch.org/p/dia/action/public/index.sjs?action_KEY=4249
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Tuesday, June 14, 2011
Curb the Corporate Agenda of Activist CEOs
Tell Your Members of Congress to Cosponsor the Shareholder Protection Act
Newly emboldened by the U.S. Supreme Court’s disastrous ruling in Citizens United v. Federal Election Commission, corporate CEOs will be spending unprecedented millions to influence elections in 2012.
If you or someone you know has a 401(k), a similar retirement account or other investments, the corporations funded by these investments could be part of the problem.
The Shareholder Protection Act proposed by Rep. Michael Capuano (D-Mass.) would empower shareholders to vote on whether to allow corporate executives to spend corporate money on political campaigns. Shareholders — not the CEO and not the board of directors — are the real owners of any publicly traded corporation, and the decision should be theirs.
Don’t let your family’s nest egg be used to promote the corporate agenda. If a majority of shareholders tell a corporation to stay out of politics, then the corporation should do exactly that.
Anyone with a 401(k) invested in stocks or mutual funds — nearly half of all households today — has a stake in how the corporate money in those funds is spent. Passage of the Shareholder Protection Act would help the public hold corporations accountable for their political behavior.
Send To Your Representives
Newly emboldened by the U.S. Supreme Court’s disastrous ruling in Citizens United v. Federal Election Commission, corporate CEOs will be spending unprecedented millions to influence elections in 2012.
If you or someone you know has a 401(k), a similar retirement account or other investments, the corporations funded by these investments could be part of the problem.
The Shareholder Protection Act proposed by Rep. Michael Capuano (D-Mass.) would empower shareholders to vote on whether to allow corporate executives to spend corporate money on political campaigns. Shareholders — not the CEO and not the board of directors — are the real owners of any publicly traded corporation, and the decision should be theirs.
Don’t let your family’s nest egg be used to promote the corporate agenda. If a majority of shareholders tell a corporation to stay out of politics, then the corporation should do exactly that.
Anyone with a 401(k) invested in stocks or mutual funds — nearly half of all households today — has a stake in how the corporate money in those funds is spent. Passage of the Shareholder Protection Act would help the public hold corporations accountable for their political behavior.
Send To Your Representives
Thursday, June 9, 2011
Organizing Meeting This Weekend
DATE: SUNDAY, June 12,2011
TIME: 8:30-11:00 A.M.
PLACE: TEAMSTERS LOCAL 952
140 S. MARKS WAY, ORANGE
THE TIME TO ORGANIZE IS NOW!
Bring a co-worker to their first meeting or your spouse. Come learn what you and your co-workers can do.
Knowledge is POWER!
TIME: 8:30-11:00 A.M.
PLACE: TEAMSTERS LOCAL 952
140 S. MARKS WAY, ORANGE
THE TIME TO ORGANIZE IS NOW!
Bring a co-worker to their first meeting or your spouse. Come learn what you and your co-workers can do.
Knowledge is POWER!
Walmart Allows Its Workers To Unionize In Other Countries, Just Not In The United States | ThinkProgress
http://thinkprogress.org/economy/2011/06/08/239411/walmart-unions-other-countries/
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Tuesday, June 7, 2011
Opinion: Attack on NLRB is attack on oversight - Rep. Rob Andrews and Rep. George Miller - POLITICO.com
http://www.politico.com/news/stories/0511/55692.html
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Sunday, June 5, 2011
Top Of Scale Increase
Today, June 5, 2011,the top of scale increase will start. P and D drivers, dock workers will get a .55 cent per hour. Line Drivers will get a .02 cent per mile increase. That will be an 2.35% raise. As of the beginning of the year,the month of May's rate of in flation was 3.2%. Plus if you are a victim of what dispatch at our terminal has said, "if your at dispatches window at 7 hours from your start time, your done for the day and most likely going home!"
Without a Contract/ Collective Bargaining in place your S.O.L., "At Will" FedEx employee!
THE TIME TO ORGANIZE IS NOW!
Without a Contract/ Collective Bargaining in place your S.O.L., "At Will" FedEx employee!
THE TIME TO ORGANIZE IS NOW!
Thursday, June 2, 2011
This is Why FedEx Does Not Want You to Have Union Representation
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Monday, May 30, 2011
Memorial Day 2011
Change FedEx To Win would like say "Thank You" to our men and women of our armed services,past and present,this Memoral Day. For giving the ultimate sacrafice to this great country. And also a "Thank You" to all their families.
GOD BLESS YOU ALL
GOD BLESS YOU ALL
Friday, May 27, 2011
Wednesday, May 25, 2011
ACADEMIC FREEDOM FOR SALE CHEAP!
Wednesday, May 25, 2011 | Posted by Jim Hightower
Billionaires are different from you and me, for obvious reasons, including the fact that they buy much pricier baubles than we do.
A sleek car costing $100,000? Why that's just an impulse purchase. A few million bucks for a Matisse original? Go ahead – it'll liven up the hallway. How about throwing a fat wad of cash at a university to get an academic chair named for you? Sure, it's all a part of living in BillionaireLand.
Then there are megalomaniacal mega-billionaires like the Koch brothers. Using money from their industrial conglomerate, their foundation, and their personal fortunes, these two far-out, laissez-faire extremists are literally buying public policy. Their purchases of everything from politicians to the tea party help them push the privatization of all things public and the elimination of pesky regulations and taxes that crimp their style.
READ MORE
Billionaires are different from you and me, for obvious reasons, including the fact that they buy much pricier baubles than we do.
A sleek car costing $100,000? Why that's just an impulse purchase. A few million bucks for a Matisse original? Go ahead – it'll liven up the hallway. How about throwing a fat wad of cash at a university to get an academic chair named for you? Sure, it's all a part of living in BillionaireLand.
Then there are megalomaniacal mega-billionaires like the Koch brothers. Using money from their industrial conglomerate, their foundation, and their personal fortunes, these two far-out, laissez-faire extremists are literally buying public policy. Their purchases of everything from politicians to the tea party help them push the privatization of all things public and the elimination of pesky regulations and taxes that crimp their style.
READ MORE
Tuesday, May 24, 2011
FedEx flying workers over to Europe to battle strikes in Paris
http://www.browncafe.com/forum/f50/fedex-flying-workers-over-europe-battle-strikes-paris-338710/
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Monday, May 23, 2011
BILDERBERGERS DANGEROUS 269
http://www.americanfreepress.net/html/bilderbergers_dangerous_269.html
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Friday, May 20, 2011
FedEx Hourly Employees walk off the job!!
FedEx Corp. (FDX) canceled several flights and delayed deliveries of thousands of packages because hourly unionized employees in Paris have been walking off the job in a labor dispute.
“A fluctuating number of our hub employees have staged work disruptions at our hub in Paris,”
Maury Lane, a spokesman for
Memphis, Tennessee-based FedEx, said today.
Fewer than five flights were scrubbed and “thousands” of parcels were slowed because of the walkout, which began May 11, Lane said. FedEx, the operator of the world’s largest cargo airline, has 1,800 employees at Paris Charles de Gaulle Airport, he said, declining to say how many stopped working.
FedEx’s money-back guarantee for late deliveries remains in place for the affected packages, and the company is tweaking flight and delivery plans to blunt the effect of the walkouts, Lane said. The Paris workers are represented by several unions, and bargaining occurs each May.
“We continue to negotiate and will hopefully resolve the situation as soon as possible,” Lane said. Most of FedEx’s U.S. employees aren’t represented by unions.
Agence France-Presse reported the walkouts earlier.
To contact the reporter on this story: Mary Jane Credeur in Atlanta at
mcredeur@bloomberg.net.
“A fluctuating number of our hub employees have staged work disruptions at our hub in Paris,”
Maury Lane, a spokesman for
Memphis, Tennessee-based FedEx, said today.
Fewer than five flights were scrubbed and “thousands” of parcels were slowed because of the walkout, which began May 11, Lane said. FedEx, the operator of the world’s largest cargo airline, has 1,800 employees at Paris Charles de Gaulle Airport, he said, declining to say how many stopped working.
FedEx’s money-back guarantee for late deliveries remains in place for the affected packages, and the company is tweaking flight and delivery plans to blunt the effect of the walkouts, Lane said. The Paris workers are represented by several unions, and bargaining occurs each May.
“We continue to negotiate and will hopefully resolve the situation as soon as possible,” Lane said. Most of FedEx’s U.S. employees aren’t represented by unions.
Agence France-Presse reported the walkouts earlier.
To contact the reporter on this story: Mary Jane Credeur in Atlanta at
mcredeur@bloomberg.net.
Saturday, May 14, 2011
SnapSHOT | The Driver Section
http://www.snapshotms.com/community/blog/?page_id=103
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Friday, May 13, 2011
NRLB Case's Against FedEx Corp.
Here are some labor charges against FedEx Corp. With the National Relation Labor Board.
http://m.nlrb.gov/search/casesearch.aspx?searchQuery=fedex+freight&x=48&y=7
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http://m.nlrb.gov/search/casesearch.aspx?searchQuery=fedex+freight&x=48&y=7
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Tuesday, May 10, 2011
WTF?
Today at SBO our tv in the break room was removed! Someone said it was because it was too expensive? I thought it was paid for with the money from the recycled bins and some percentage from the vending machines profits?
Oh well just add this to everything else they have taken. Full time positions,line runs,bonuses,overtime,picnics,respect,dignaty,etc.
And at the same time we had some big wigs up stairs and they bought catered food for them? WTF!
Oh well just add this to everything else they have taken. Full time positions,line runs,bonuses,overtime,picnics,respect,dignaty,etc.
And at the same time we had some big wigs up stairs and they bought catered food for them? WTF!
Monday, May 9, 2011
Solomon releases statement on Boeing complaint
NLRB Acting General Counsel Lafe Solomon today responded to inquiries regarding a complaint issued April 20 against the Boeing Company with the following statement:
“Contrary to certain public statements made in recent weeks, there is nothing remarkable or unprecedented about the complaint issued against the Boeing Company on April 20. The complaint involves matters of fact and law that are not unique to this case, and it was issued only after a thorough investigation in the field, a further careful review by our attorneys in Washington, and an invitation by me to the parties to present their case and discuss the possibility of a settlement. Only then did I authorize the complaint alleging that certain statements and decisions by Boeing officials were discriminatory under our statute.
It is important to note that the issuance of a complaint is just the beginning of a legal process, which now moves to a hearing before an administrative law judge. That hearing, scheduled for June 14 in Seattle, is the appropriate time and place to argue the merits of the complaint. The judge’s decision can further be appealed to the Board, and ultimately to the federal courts. At any point in this process, the parties could reach a settlement agreement and we remain willing to participate in any such discussions at the request of either or both parties. We hope all interested parties respect the legal process, rather than trying to litigate this case in the media and public arena.”
Mr. Solomon made the same point today in a
brief written response to a letter received earlier this month from Boeing General Counsel J. Michael Luttig.
“Contrary to certain public statements made in recent weeks, there is nothing remarkable or unprecedented about the complaint issued against the Boeing Company on April 20. The complaint involves matters of fact and law that are not unique to this case, and it was issued only after a thorough investigation in the field, a further careful review by our attorneys in Washington, and an invitation by me to the parties to present their case and discuss the possibility of a settlement. Only then did I authorize the complaint alleging that certain statements and decisions by Boeing officials were discriminatory under our statute.
It is important to note that the issuance of a complaint is just the beginning of a legal process, which now moves to a hearing before an administrative law judge. That hearing, scheduled for June 14 in Seattle, is the appropriate time and place to argue the merits of the complaint. The judge’s decision can further be appealed to the Board, and ultimately to the federal courts. At any point in this process, the parties could reach a settlement agreement and we remain willing to participate in any such discussions at the request of either or both parties. We hope all interested parties respect the legal process, rather than trying to litigate this case in the media and public arena.”
Mr. Solomon made the same point today in a
brief written response to a letter received earlier this month from Boeing General Counsel J. Michael Luttig.
Saturday, May 7, 2011
Wednesday, May 4, 2011
Breaking Bread With Bob Tillet Part Two
Bread is the staff of life - Food is necessary for people to survive.
(However, FedEx salary for all employees is below poverty level. So, I will now take this moment to say….PAY THE PEOPLE WHAT THEY DESERVE! MORE MONEY, KEEP YOUR BREAD.)
Bread-and-butter letter - a letter or note written to follow up on a visit; a thank-you note.
(This is a clear reference of you asking Mark Link if Alex would change his letter to assist you in your lie you told to Kathy. NOTE TO YOU BOB! I HAVE VIDEO! Or this could be a direct reference of Kathy asking several people to change their written statements in regard to you threatening several people with violence and kicking some ass on your property…I wonder if Fred Smith knows that MRL is your property?) Did you get your bread and butter letter, BOBBY BOY from any of those guys? NO you did not!)
Cast one's bread upon the waters - Act generous because you feel it is right and not because you expect a reward.
(Did you want several of the employees in the round table meeting today, this morning to make a generous contribution to your wrong cause of sedition and lies?) I mean several of the guys wrote negative reports on you in other peoples favor. Then you abruptly invite them to a FEDEX ROUND TABLE meeting, and they are not even round table participants, which I have a copy of the current list of people on the round table. Why did you not invite the regular round table members to their own responsibilities as round table members?
Know which side one's bread is buttered on -in order to survive, people need more than physical things like food and shelter. People need mental or spiritual things like satisfaction and love.
(Bob were your representing the fact that you are LOVED at MRL and that no matter how many accounts you are not fighting for, that the employees of MRL should love you and not their (NOW MISERABLE PAY CHECKS!)
Man does not live by bread alone….
Prophecies Bobby Boy…
Well, Bobby Boy. I am sure the new OS and D supervisor Sasha is very aware of all of these bread prophecies and symbolism. I mean... she learned very quickly from you, Alex Parra and then quickly taught Mark Link on how to create DOCK WORKERS THAT DO NOT EXIST OR EVER WORKED FOR FEDEX in order to move OS and D freight.
Just cut a bill…with a fraudulent OS and D NO BILL FORM and PRO number and Dock worker… Um…Note to BOBBY…those dock workers do not exist…!
What is funnier is how I found out what you guys were doing. Thanks to me being liked by more people than the four of you have rocks for brains. You see….Best Buy Supervisors told me what was going on…because Sasha…told one of them what you guys were doing? Then the BB supervisor gave me all the PRO numbers that were moved from OS and D! When I checked all 275 bills, not one of the bills were cut by a real dock employee. But, all the hand writing on the no bill forms…were Sasha’s, and Alex Parra’s! HUM! You guys have to be smarter than that…
MRL, AT LEAST TAKE THE TIME TO UNIONIZE! YOU GUYS NEED SOMEONE TO HELP YOU. IF YOU KNOW THE DOCK WORKER THAT WAS PUSHED AND SHOVED BY SCOTT. PLEASE GIVE THEM MY NUMBER, THEY NEED AN ATTORNEY! I WILL BE EXPECTING THAT EMPLOYEE TO CALL ME REAL SOON.
(However, FedEx salary for all employees is below poverty level. So, I will now take this moment to say….PAY THE PEOPLE WHAT THEY DESERVE! MORE MONEY, KEEP YOUR BREAD.)
Bread-and-butter letter - a letter or note written to follow up on a visit; a thank-you note.
(This is a clear reference of you asking Mark Link if Alex would change his letter to assist you in your lie you told to Kathy. NOTE TO YOU BOB! I HAVE VIDEO! Or this could be a direct reference of Kathy asking several people to change their written statements in regard to you threatening several people with violence and kicking some ass on your property…I wonder if Fred Smith knows that MRL is your property?) Did you get your bread and butter letter, BOBBY BOY from any of those guys? NO you did not!)
Cast one's bread upon the waters - Act generous because you feel it is right and not because you expect a reward.
(Did you want several of the employees in the round table meeting today, this morning to make a generous contribution to your wrong cause of sedition and lies?) I mean several of the guys wrote negative reports on you in other peoples favor. Then you abruptly invite them to a FEDEX ROUND TABLE meeting, and they are not even round table participants, which I have a copy of the current list of people on the round table. Why did you not invite the regular round table members to their own responsibilities as round table members?
Know which side one's bread is buttered on -in order to survive, people need more than physical things like food and shelter. People need mental or spiritual things like satisfaction and love.
(Bob were your representing the fact that you are LOVED at MRL and that no matter how many accounts you are not fighting for, that the employees of MRL should love you and not their (NOW MISERABLE PAY CHECKS!)
Man does not live by bread alone….
Prophecies Bobby Boy…
Well, Bobby Boy. I am sure the new OS and D supervisor Sasha is very aware of all of these bread prophecies and symbolism. I mean... she learned very quickly from you, Alex Parra and then quickly taught Mark Link on how to create DOCK WORKERS THAT DO NOT EXIST OR EVER WORKED FOR FEDEX in order to move OS and D freight.
Just cut a bill…with a fraudulent OS and D NO BILL FORM and PRO number and Dock worker… Um…Note to BOBBY…those dock workers do not exist…!
What is funnier is how I found out what you guys were doing. Thanks to me being liked by more people than the four of you have rocks for brains. You see….Best Buy Supervisors told me what was going on…because Sasha…told one of them what you guys were doing? Then the BB supervisor gave me all the PRO numbers that were moved from OS and D! When I checked all 275 bills, not one of the bills were cut by a real dock employee. But, all the hand writing on the no bill forms…were Sasha’s, and Alex Parra’s! HUM! You guys have to be smarter than that…
MRL, AT LEAST TAKE THE TIME TO UNIONIZE! YOU GUYS NEED SOMEONE TO HELP YOU. IF YOU KNOW THE DOCK WORKER THAT WAS PUSHED AND SHOVED BY SCOTT. PLEASE GIVE THEM MY NUMBER, THEY NEED AN ATTORNEY! I WILL BE EXPECTING THAT EMPLOYEE TO CALL ME REAL SOON.
Breaking Bread With Bob Tillet Part One
Old Bobby Boy Tillet decides to break bread with a few of his drivers. However, once again Bob Tillet is an absolute fool. This guy brings to the employee round table meeting, bread product from Panera Bread! HUH! What? You have to be kidding, was the remark I made after a person in leadership called to tell me this. Bobby, after all your failures and non-interaction with the employees, your obsolete and sedition investigations. You go out and decide to bring bread to a round table meeting. A meeting with guys and other employees that, still to this day have no clue as to who you are, but what you represent. An absolute failure. Here, Bobby Boy…let me give you some advice on trying to warm up to 500 or so employees that have no clue as to who you are, but an empty suit. The first thing you do, you buffoon is to NOT bring bread to a meeting! Especially meetings, with a room full of people that think you are an idiot. Here is the semblance of the bread being brought to the meeting, Bobby Boy! Bringing bread represents to people a number of symbolisms. However, everyone at MRL can go out on a limb and be safe from falling into a pit of alligators, when they all feel this way about you bringing BREAD to a round table meeting with a hand full of employees. Here is why: SYMBOLISMS OF BREAD: SO THE SIMPLE MIND OF BOBBY BOY CAN UNDERSTAND HIS OWN DUMB MISTAKE AGAIN! Maybe he should host another company Bar B Q for the low bill count around that place! Someone's bread and butter - someone's basic income; someone's livelihood—the source of one's food. (I can't miss another day of work as a FedEx driver my bread and butter is in the overtime!) NOT! 10-19 or if you are an office worker going home in six hours as a full time employee at MRL. Stand up, NOW and be counted!) Bread always falls on the buttered side - When things go wrong, they go completely wrong. (Not only did my phone break, but it broke today—today of all days, when I'm expecting a really important call…from customers! DO YOU GUYS REMEMBER HOW LONG THE PHONES WERE BROKEN WHEN BOBBY BOY CAME, THEY WERE BROKEN FOR WELL OVER SIX WEEKS…IF NOT LONGER.) Our former and much better SCM, Henry would have been all over AT and T. In fact he had been all over them…I remember one day turning into the yard and he and Rich Meyers were out on Riverside talking to AT and T, standing by transformers and a ditch AT&T dug! What did Bobby Boy…do…he let the phones ring in Los Angeles or not ring at all for six plus weeks. When we were trying to take all of YRC freight and stomp their necks. Kind of funny, now thinking that maybe BOBBY BOY…was helping out his old company YRC stay afloat! Someone should investigate that situation and find out, why he kept the phones out of service for such a big break bulk, missing pick ups and trailer swaps at some major customers. WHY? Bread and water - the most minimal meal possible; a meal as once was given to prisoners. (Usually used in reference to being in prison or jail. Or just a plain old institution such as FedEx has exemplified itself as! Bobby Boy I guess you are the warden of that old greying heap of steaming brown promise. If you stare at it long enough, it will turn PURPLE…and maybe promise you something. Maybe a diamond!)
Monday, May 2, 2011
YRC Worldwide Achieves Agreement in Principle Restructuring Milestone
Term Sheet Provides for Additional Capital, Enhanced Liquidity, Conversion of Some Debt Obligations into Equity and Very Substantial Dilution of Existing Equity Holders - Restructuring Closing Timeline Targeted for July 2011
OVERLAND PARK, Kan., Feb. 28, 2011 /PRNewswire via COMTEX/ -- YRC Worldwide Inc. (YRCW) today announced that it had reached an agreement in principle, in the form of a non-binding term sheet, with certain of its key stakeholders providing for a comprehensive restructuring plan for YRC Worldwide. The term sheet was approved by those parties necessary to satisfy the "agreement in principle" condition in the company's credit agreement, including the Teamsters National Freight Industry Negotiating Committee of the International Brotherhood of Teamsters and a more than two-thirds majority of the lenders under the company's credit agreement.
READ MORE CLICK HERE
OVERLAND PARK, Kan., Feb. 28, 2011 /PRNewswire via COMTEX/ -- YRC Worldwide Inc. (YRCW) today announced that it had reached an agreement in principle, in the form of a non-binding term sheet, with certain of its key stakeholders providing for a comprehensive restructuring plan for YRC Worldwide. The term sheet was approved by those parties necessary to satisfy the "agreement in principle" condition in the company's credit agreement, including the Teamsters National Freight Industry Negotiating Committee of the International Brotherhood of Teamsters and a more than two-thirds majority of the lenders under the company's credit agreement.
READ MORE CLICK HERE
Sunday, April 17, 2011
Thursday, April 14, 2011
Wednesday, April 13, 2011
SLG, We Know What Your Doing!
The FedEx Watch Dogs have learned that supervisor at SLG are up to no good. (What a surprise..) We hear than LTL employees are working under the wrong work status to prevent their productive from showing that they might be taking to long a load. For instance, an LTL employee worked on a trailer which took him two hours to unload , not under dock time, but under "maintenance". Per the supervisor at the time!
Also, LTL employees only, are starting not one hour before their start time but two hour ahead of their posted start time, under dock time and are moving trailer in the yard.
While the Freight employees are being heavily watched on their performance and snapshot, constructive termination rules!
This is some sort of retaliation against "Freight" employees who had nothing to do with the merger, but somehow these LTL managers are taking it out on them!
My suggestion to all you LTL managers is to "grow a pair" and focus on the real villain, "Corporate"!
Also, LTL employees only, are starting not one hour before their start time but two hour ahead of their posted start time, under dock time and are moving trailer in the yard.
While the Freight employees are being heavily watched on their performance and snapshot, constructive termination rules!
This is some sort of retaliation against "Freight" employees who had nothing to do with the merger, but somehow these LTL managers are taking it out on them!
My suggestion to all you LTL managers is to "grow a pair" and focus on the real villain, "Corporate"!
Tuesday, April 12, 2011
Wednesday, April 6, 2011
A Must Attend Organizing Meeting This Weekend!
DATE: SUNDAY, April 10,2011
TIME: 8:30-11:00 A.M.
PLACE: TEAMSTERS LOCAL 952
140 S. MARKS WAY, ORANGE
THE TIME TO ORGANIZE IS NOW!
Bring a co-worker to their first meeting or your spouse. The Merger is underway, like it or not setting equipment a fire is not the answer. Come learn what you and your co-workers can do.
Knowledge is POWER!
TIME: 8:30-11:00 A.M.
PLACE: TEAMSTERS LOCAL 952
140 S. MARKS WAY, ORANGE
THE TIME TO ORGANIZE IS NOW!
Bring a co-worker to their first meeting or your spouse. The Merger is underway, like it or not setting equipment a fire is not the answer. Come learn what you and your co-workers can do.
Knowledge is POWER!
Sunday, April 3, 2011
Friday, April 1, 2011
hills brothers 4-1-11-8:45 Cajon Pass
Thursday, March 31, 2011
Meet Mark Link, Union Buster
Since the merger in January of this year, Mark Link has been harassing and intimidating pro union drivers at our Mira Loma Ca. service center. He’s constantly writing these drivers up for infractions with bills of ladings, delivery receipts, and delay times on the road.
Why is it that he has so much hate towards these employees?
Well before the merger, he was overheard saying that he will take care of these pro union guys, like he has before. You mean like at Estes? That was one of the main reason they were organizing there because of your treatment of them. Estes took care of that! Is that why you no longer work there?
Mark Link also worked at Consolidated Freight, CF, in Mira Loma. Now despite what FedEx says that the reason CF folded was because of the “Union”! Well we all know it was because of BAD MANAGEMENT! Are you beginning to see a pattern here?
On February 14 of this year, a group of local drivers were made to move trailers from Mira Loma to Fontana without any paperwork. The drivers were told to punch in on dock time when they made their moves to Fontana. Not under p &d, or shuttle, or line, DOCK TIME! Makes the infractions that the drivers are getting written up for seem so minor, huh?
Mark Link, you seem to have a problem with not just these drivers, but with the new system you have to follow now. Instead of taking it out on your pro union drivers you should “Nut It Up!” and blame the real people you should be after, Corporate!
Oh one more thing Mark Link, I spoke to one of your transferred drivers here at SBO who lives closer to the Mira Loma terminal and he said it was like working in a “Prison” there and drives further away now to SBO! Anything to get away from MRL!
THE TIME TO ORGANIZE IS NOW! BE WISE AND ORGANIZE!
Why is it that he has so much hate towards these employees?
Well before the merger, he was overheard saying that he will take care of these pro union guys, like he has before. You mean like at Estes? That was one of the main reason they were organizing there because of your treatment of them. Estes took care of that! Is that why you no longer work there?
Mark Link also worked at Consolidated Freight, CF, in Mira Loma. Now despite what FedEx says that the reason CF folded was because of the “Union”! Well we all know it was because of BAD MANAGEMENT! Are you beginning to see a pattern here?
On February 14 of this year, a group of local drivers were made to move trailers from Mira Loma to Fontana without any paperwork. The drivers were told to punch in on dock time when they made their moves to Fontana. Not under p &d, or shuttle, or line, DOCK TIME! Makes the infractions that the drivers are getting written up for seem so minor, huh?
Mark Link, you seem to have a problem with not just these drivers, but with the new system you have to follow now. Instead of taking it out on your pro union drivers you should “Nut It Up!” and blame the real people you should be after, Corporate!
Oh one more thing Mark Link, I spoke to one of your transferred drivers here at SBO who lives closer to the Mira Loma terminal and he said it was like working in a “Prison” there and drives further away now to SBO! Anything to get away from MRL!
THE TIME TO ORGANIZE IS NOW! BE WISE AND ORGANIZE!
Tuesday, March 29, 2011
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