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ANTI UNION LIES EXPOSED !!

During the anti union campaign in Stockton Ca. Managers were telling the drivers that if they voted "Yes" for union representation they "would lose company Bonuses they had with FedEx" Well it looks like that wasn't true at all!
                                         
                                                  GREAT JOB STOCKTON DRIVERS!

Your Rights during Union Organizing

You have the right to form, join or assist a union.

You have the right to organize a union to negotiate with your employer over your terms and conditions of employment. This includes your right to distribute union literature, wear union buttons t-shirts, or other insignia (except in unusual "special circumstances"), solicit coworkers to sign union authorization cards, and discuss the union with coworkers. Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You can't be fired, disciplined, demoted, or penalized in any way for engaging in these activities.

Working time is for work, so your employer may maintain and enforce non-discriminatory rules limiting solicitation and distribution, except that your employer cannot prohibit you from talking about or soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms. Also, restrictions on your efforts to communicate with co-workers cannot be discriminatory. For example, your employer cannot prohibit you from talking about the union during working time if it permits you to talk about other non-work-related matters during working time.

In Response to SBO Posting of "Right to Work for Less" States

Extremist groups, right-wing politicians and their corporate backers want to weaken the power of workers and their unions through "right to work" laws. Their efforts are a partisan political ploy that undermines the basic rights of workers. By making unions weaker, these laws lower wages and living standards for all workers in the state. In fact, workers in states with these laws earn an average of $5,971 less a year than workers in other states. Because of the higher wages, working families in states without these laws also benefit from healthier tax bases that improve their quality of life.

States with Right to Work Laws Have:¹

Lower Wages and Incomes

• The average worker in states with right to work laws makes $5,971 (12.2 percent) less annually than workers in states without right to when all other factors are removed than workers in other states.²
• Median household income in states with these laws is $6,568 (11.8 percent) less than in other states ($49,220 vs. $55,788).³
• In states with right to work laws, 25.9 percent of jobs are in low-wage occupations, compared with 18.0 percent of jobs in other states.⁴

Lower Rates of Health Insurance Coverage

• People under the age of 65 in states with right to work laws are more likely to be uninsured (16.3 percent, compared with 12.4 percent in free-bargaining states).⁵
• They’re less likely to have job-based health insurance than people in other states (53.9 percent, compared with 57.1 percent)⁶ and pay a larger share of their health insurance premiums (29.9 percent compared with 26.1 percent).⁷
• Only 46.8 percent of private-sector employers in states with these laws offer insurance coverage to their employees, compared with 52.6 percent in other states. That difference is even more pronounced among small employers (with fewer than 50 workers)—only 30.3 percent offer workers health insurance, compared with 38.8 percent of small employers in other states.⁸

Higher Poverty and Infant Mortality Rates

• Poverty rates are higher in states with right to work laws (14.8 percent overall and 20.2 percent for children), compared with poverty rates of 13.1 percent overall and 18.3 percent for children in states without these laws.⁹
• The infant mortality rate is 14.2 percent higher in states with these laws.¹⁰

Less Investment in Education

• States with right to work laws spend 31.3 percent less per pupil on elementary and secondary education than other states.¹¹

Higher Workplace Fatalities

• The rate of workplace deaths is 54.4 percent higher in states with these laws, according to data from the Bureau of Labor Statistics.¹²

^{1 With the exception of the infant mortality rate and low-wage jobs data, the state data included here do not include data from Indiana and Michigan. These states are not included in the 2012 and 2013 data because they passed right to work laws in 2012; the impact of right to work policies on their economies would not have been fully experienced in 2012 and 2013. They have been excluded from the free-bargaining states versus right to work state analysis for the 2012 and 2013 data.
2 Bureau of Labor Statistics, Quarterly Census of Employment & Wages, Average Annual Pay for 2013, accessed 12/9/14.
3 U.S. Census Bureau, Table H-8. Median Household Income by State: 1984 to 2013.
4 CFED, Asset and Opportunity Scorecard, Low Wage Jobs, 2011.
5 Henry J. Kaiser Family Foundation, Health Insurance Coverage of Nonelderly 0-64, 2012.
6 Henry J. Kaiser Family Foundation, Percent of Private Sector Establishments That Offer Health Insurance to Employees, 2012.
7 CFED, Asset and Opportunity Scorecard, Employee Share of Premium, 2012.
8 Henry J. Kaiser Family Foundation, Percent of Private Sector Establishments That Offer Health Insurance to Employees, by Firm Size, 2012.
9 U.S. Census Bureau, POV46: Poverty Status by State: 2013 Below 100% and 50% of Poverty -- People Under 18 Years of Age, WEIGHTED PERSON COUNT.
10 Henry J. Kaiser Family Foundation, Infant Mortality Rate (Deaths per 1,000 Live Births), 2007-2009.
11 National Education Association, Rankings & Estimates–Rankings of the States 2013 and Estimates of School Statistics 2014, H-11. Current Expenditures for Public K-12 Schools per Student in Fall Enrollment, 2012-2013, March 2014.
12 AFL-CIO, Death on the Job: The Toll of Neglect, April 2014.}

NATIONAL LABOR RELATIONS BOARD APPENDIX NOTICE TO EMPLOYEES POSTED BY ORDER OF THE NATIONAL LABOR RELATIONS BOARD

This is a posting forced on FedEx Freight at our Croydon, Pennsylvania facility;

                                                       B. Refusal to Bargain

By letter dated March 27, 2015, the Union requested that the Respondent bargain with it as the exclusive collective-bargaining representative of the unit employees and, since about March 27, 2015, the Respondent has refused to do so.

We find that this failure and refusal constitutes an unlawful failure and refusal to recognize and bargain with the Union in violation of Section 8(a)(5) and (1) of the Act.



FedEx Freight, Inc. and International Brotherhood of Teamsters Local No. 107.

 Case 04–CA–150263 

 An Agency of the United States Government 
The National Labor Relations Board has found that we violated Federal labor law and has ordered us to post and obey this notice.

 FEDERAL LAW GIVES YOU THE RIGHT TO 

Form, join, or assist a union Choose representatives to bargain with us on your behalf Act together with other employees for your benefit and protection Choose not to engage in any of these protected activities.

WE WILL NOT fail and refuse to recognize and bargain with International Brotherhood of Teamsters Local No. 107 as the exclusive collective-bargaining representative of the employees in the bargaining unit.

WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the exercise of the rights listed above.

WE WILL, on request, bargain with the Union and put in writing and sign any agreement reached on terms and conditions of employment for our employees in the following bargaining unit: Included: All full-time and regular part-time road drivers and city drivers employed by the Employer at its Croydon, Pennsylvania facility;

Excluded: All other employees, dockworkers, mechanics, office clerical employees, guards and supervisors as defined in the Act.

FEDEX FREIGHT,INC.


The Board’s decision can be found at www.nlrb.gov/case/04-CA-150263 or by using the QR code below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board, 1015 Half Street, S.E., Washington, D.C. 20570, or by calling (202) 273–1940.