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.
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The most important sections of the NLRA are Sections 7, 8, and 9. Section 7, is the heart of the NLRA. It defines protected activity. Stripped to its essential, it reads: Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid and protection. Section 7 applies to a wide range of union an collective activities. In addition to organizing, it protects employees who take part in grievances, on-the-job protests, picketing, and strikes.
Section 8 defines employer unfair labor practices.Five types of conduct are made illegal:
Employer interference, restraint, or coercion directed against union or collective activity (Section 8(a)(1))Employer domination of unions (Section 8(a)(2))Employer discrimination against employees who take part in union or collective activities (Section 8(a)(3))Employer retaliation for filing unfair-labor-practice charges or cooperating with the NLRB (Section 8(a)(4))Employer refusal to bargain in good faith with union representatives (Section 8(a)(5))
Threats, warnings, and orders to refrain from protected activities are forms of interference and coercion that violate Section 8(a)(1). Disciplinary actions, such as suspensions, discharges, transfers, and demotions, violate Section 8(a)(3). Failures to supply information, unilateral changes, refusals to hold grievance meetings, and direct dealings violate Section 8(a)(5).
" DON'T S.P.I.T "
DO NOT " SPY "
DO NOT " PROMISE "
DO NOT " INTERROGATE "
DO NOT " THREATEN "
* Love offerings: In order to convince employees that they don't need a union, unionbusters may advise clients to provide indirect bribes, like unexpected increases in wages or benefits or ‘feel good’ measures like free food and lottery tickets.
* Divide & Conquer: The unionbuster creates opportunities and crafts persuasive messages to make employees feel that there is a tense division among staff concerning the union election. They may go so far as to pit one group of employees against each other, based on race or ethnicity.
* Supervisors as Frontline Soldiers: Supervisors, who themselves have no legally protected right to be represented by a union, are manipulated into delivering anti-union letters, speeches, and informal chats prepared by unionbusters, essentially doing the dirty work of the unionbusters and management.
UNION POWER
Consider these statistics about organizing and the tactics many employers use to keep unions out of the workplace:
Share of U.S. workers who would join unions if elections were fairer: 44%
Employers that illegally fire at least one worker for union activity during organizing campaigns: 25%
Employers that hire consultants to help them fight union organizing drives: 75%
Employers that force employees to attend one-on-one anti-union meetings with managers: 78%
Employers that force employees to attend mandatory anti-union presentations: 92%
Employers that threaten to call the Immigration and Naturalization Service during organizing drives that include undocumented employees: 52%
Companies that threaten to close the plant if the union wins the election: 51%
Facts and Frequently Asked Questions about Unionbusting
What is Unionbusting? The term unionbusting describes the planned course of action to stop workers from organizing a union or to destroy a union already in the workplace.
Who are Unionbusters? Unionbusters are professional consultants or lawyers, who may represent a legal consortium or consulting firm. These individuals or firms advertise their ability to manipulate the labor law system and specialize in advising employers on how to thwart union organizing drives or how to decertify unions. Unionbusters usually self-identify as ‘union avoidance firms,’ ‘management consultants,’ or ‘labor consultants.’
What do Unionbusters Do? Unionbusters offer legal services, advice and consultation, training seminars, workshops and materials for management and supervisors, and a variety of targeted anti-union propaganda for distribution to employees, including videos, posters, leaflets, flyers and giveaways. Unionbusters’ sophisticated advice, training and materials help an employer create a sense of dissension and division among employees during an organizing campaign and spread misinformation about the union before workers vote in a union representation election. Additionally, “consultants advise management on how to stall or prolong the bargaining process, almost indefinitely—bargaining to the point of boredom…”1
Why Haven’t I Heard of These Firms? Unionbusters operate under the radar intentionally. Unionbusters often provide material and instructions behind the scenes while the employer’s management and middle-management/supervisory staff carry out the actual communications with workers. In this way, the unionbuster does not deal directly with employees and, as a result, may avoid having to disclose financial reports about such activity to the U.S. Department of Labor. The unionbuster’s name or firm is not used or referenced in the anti-union materials distributed to employees, further masking the unionbuster’s involvement in orchestrating the anti-organizing campaign. More importantly, the anti-union company is rarely called on to divulge that it hired a unionbuster or reveal the specifics of such expenditures. Therefore, without a paper trail, unionbusters are hard to detect, underreported, and not in the public eye.
Who Uses Unionbusting Firms? 75 percent of employers facing a union organizing drive hire anti-union consultants.2
How Successful are Unionbusters? It is no coincidence that as the unionbusting industry has grown, the rate of union membership has declined. A unionbuster recently profiled in FORTUNE magazine had ‘won’ 32 of 35 organizing drives in 2003 for his clients.3 Unionbusters even go so far as advertising their rates of success. One firm, Labor Relations Institute, now boasts a money-back guarantee on its website: “If your organization purchases an LRI Guaranteed Winner Package and the union becomes certified, the Labor Relations Institute will refund the full cost of the package.”4
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