Divide and Conquer is nothing new. The Company has been doing this to us for years. By discriminating against "strong union supporters" in the form of restricting access to their Anti-Employee meetings, they create yet another example of division amongst our peers.
It's not that we are "strong" supporters" but rather we will dispute their lies and make their message ineffective. That is why they prefer we not be present while they weave their web of deceit.
What do they have to hide?
Everything! Most of their information is not intended to educate but rather confuse and invoke fear! They are not trying to save "US" from the big bad Union, They are trying to save themselves from the big bad Union!
Does their decision to eliminate certain individuals from meetings make you wonder why? Russ Newton should not speak for me and assume I'm not interested in listening to what they are telling you all. I have a responsibility to know everthing they say and do in order to provide an oppossing Union perspective on their comments.
Management resorts to tactics such as this when they become desperate and are unsure of just how strong we are. I will make it easy for them, because we all know they come to our site often:
"WE ARE A MAJORITY" and not deterred by your feeble attempts to silence our voices! Your decision to discriminate us has only made our voice louder and increased the size of our audience. Thank you, and continue to hold meetings with, or without the strong union supporters because we gain more support and strength everytime you do.
GCC/IBT Local 140-N Blog
Friday, December 15, 2006
Tuesday, December 12, 2006
UNION JOBS BETTER? Count the ways
A new report by the U.S. Bureau of Labor Statistics (BLS) details the difference collective bargaining can make in workers' lives. According to a Voice@Work update:
Eighty-eight percent of private-sector union workers have access to retirement benefits through their jobs, compared with only 56 percent of non-union workers.
Seventy-three percent of union workers have access to defined-benefit pension plans, compared with 16 percent of nonunion workers.
Ninety-two percent of union workers have access to job-based health care benefits, compared with 68 percent of non-union workers.
Seventy-three percent of union workers have access to job-provided dental care, 57 percent have vision care and 87 percent have prescription drug coverage, compared with 43 percent, 26 percent and 61 percent among non-union workers, respectively.
Nonunion workers' required health insurance premiums were over $1,000 more per year than what union workers had to contribute, on average.
Union workers also are more likely than non-union workers to have access to job-based life insurance (65 percent vs. 50 percent) and short-term disability benefits (67 percent vs. 37 percent).
Eighty-seven percent of union members have access to paid holidays and 86 percent had paid vacations, compared with 75 percent and 77 percent of non-union workers, respectively.
Fifty-eight percent of union workers are offered education benefits, compared with 48 percent of nonunion workers.
To download the full report, log on to the Voice@Work PrivateNet website.
A new report by the U.S. Bureau of Labor Statistics (BLS) details the difference collective bargaining can make in workers' lives. According to a Voice@Work update:
Eighty-eight percent of private-sector union workers have access to retirement benefits through their jobs, compared with only 56 percent of non-union workers.
Seventy-three percent of union workers have access to defined-benefit pension plans, compared with 16 percent of nonunion workers.
Ninety-two percent of union workers have access to job-based health care benefits, compared with 68 percent of non-union workers.
Seventy-three percent of union workers have access to job-provided dental care, 57 percent have vision care and 87 percent have prescription drug coverage, compared with 43 percent, 26 percent and 61 percent among non-union workers, respectively.
Nonunion workers' required health insurance premiums were over $1,000 more per year than what union workers had to contribute, on average.
Union workers also are more likely than non-union workers to have access to job-based life insurance (65 percent vs. 50 percent) and short-term disability benefits (67 percent vs. 37 percent).
Eighty-seven percent of union members have access to paid holidays and 86 percent had paid vacations, compared with 75 percent and 77 percent of non-union workers, respectively.
Fifty-eight percent of union workers are offered education benefits, compared with 48 percent of nonunion workers.
To download the full report, log on to the Voice@Work PrivateNet website.
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