Civil Court and Arbitration Updates

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I apologize for the delay in producing these updates, I have had quite a busy schedule lately preparing for these arbitrations and upcoming arbitrations; my month has included Doctor and Attorney appointments, therapy, acupuncture and a funeral to end my week.

Please make sure that everyone in the shop is made aware of these updates and go the extra mile by printing several copies to distribute.

IN SOLIDARITY,

RONNIE PINEDA

PRESIDENT, GCC/IBT LOCAL 140-N

L.A. Times Management Violate Employee's First Ammendment Rights

Ed Padgett, AKA "The Blogging Pressman" was suspended today by management, pending an investigation, for content he posted on http://www.edpadgett.com/ regarding the production problems experienced on Thursday, June 18, 2010.  An announcement  by the L.A. Times Publisher, Eddy Hartenstein vaguely described the situation;  Ed's post included details and opinions that Ed has every right to post under the same First Ammendment that protects the company's right to publish a newspaper.

 (Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.)— The First Amendment to the U.S. Constitution

Apparently Ed's comments were not well received by management and their feelings got hurt. Thats a shame because management should be more receptive to the constructive critcism that would prevent them from making foolish decisions such as suspending Brother Ed. Ed DID NOT disclose any company or trade secrets that would be detremental to the business, or operation, he merely voiced his opinion based on his more than 30 years experience working for the Los Angeles Times.

No one in management comes close to Ed's years of experience or dedicated service to this newspaper. As a matter of fact, none of his accusers could hold a candle to his ability to operate the behomoth presses that produce the L.A. Times! It has always been an area of contention when managers tell Qualified Journeypresspersons how to do their job, when they are incapable of perfoming our Craft. 

Ed, as many of you are aware of, is our Local Recording Secretary;  management has targeted our Executive Board Members on previous occassions for demotions and dicipline as a form of punishment for exercising our rights under the law to form a union. I intend on filing an Unfair Labor Practice charge tomorrow morning for that very reason.

This is a fight that we as a Union, will not back down from! I have said to the previous management team that if they don't like what is on their radio, change the station, if they don't like whats on their television, change the channel and if they don't like what they read on the internet, DON'T COME TO OUR SITES! They were not created for their benefit to begin with! Yeah I'm talking to you in Chicago,(whoever you are), and locally, Newton, Walker and Malcolm!

The Union will seek a reversal of Ed's suspension as well as retribution for Ed's lost wages. I have spoken to President Tedeschi and he agrees that this is a form of unjust dicipline and we have the support of the International and it's Legal team. I also suspect Ed's Blogging Community will allign their forces in defense of Brother Ed's rights to blog on the internet and voice his opinions that are legally protected.

Since you, management cannot resist, and will never cease reading our blogs, here is a message directly to you.

First, recognized Ed Padgett's rights under the law to post whatever he has a right to publish and reverse his suspension. Second, compensate Ed for his lost wages and this matter will be considered resolved. Should you decide to ignore these recommendations, we are prepared to defend Ed's rights to the bitter end and address this matter publicly, as well as in the legal arena, the choice is yours.

In Solidarity,

Ronnie Pineda,

President,

GCC/IBT Local 140-N

7 Things Your Boss Should Never Say to You

Karen Burns, On Wednesday March 24, 2010, 11:24 am EDT

Last week, I listed seven things employees should never say to bosses. A look at the various comment threads shows that a few bosses out there could also benefit from a review of the basics of good workplace relations--not to mention a quickie refresher of what constitutes good leadership.

So, bosses, are you listening? Here are seven things you, as a boss, should never say to your employees:

1. "I pay your salary. You have to do what I say." Have you not heard? It's the 21st century. Threats and power plays just do not cut it anymore (and they were always a terrible way to manage). Yes, you pay people's salaries but that doesn't mean you're their lord and master. You are their leader, however. Leaders lead by inspiring, teaching, encouraging, and, yes, serving their employees. Good leaders never need to threaten. So keep your word, set a good example, praise in public, criticize in private, respect your employees' capabilities, give credit where credit is due, learn to delegate, and when you ask for feedback don't forget to respond to it. (Another sentence to be avoided: "Do what I say, not what I do.")

2. "I don't want to listen to your complaints." Hey, boss, you have this backwards. You do want to listen to employees' complaints. That's part of your job. You should be actively seeking feedback, even negative feedback. It may be annoying, even painful, but that's why you get the big bucks. Complaints point to where your processes and practices need improvement. And even if a problem absolutely can't be helped, allowing your employees to vent can go a long way toward restoring morale and building loyalty.

3. "I was here on Saturday afternoon. Where were you?" This kind of "subtle" pressure to work 24/7 is a good way to burn out your employees. You won't get that much more productivity out of them, and you will destroy morale. You may choose to work seven days a week. That's your call. But your employees shouldn't have to. If you observe that they are working way more than their job descriptions call for, consider that maybe it's because you're overloading them. Look for ways to fix this problem.

4. "Isn't your performance review coming up soon?" Maybe you're trying to motivate an employee to do a better job. Maybe this is just a ham-handed way to remind underlings of who has the power. Who knows. Either way, a statement like this is not only tacky and passive-aggressive, it's ineffective. If you really want to motivate people, consider giving them a stake in the success of your enterprise. Show employees you value them. Let them know what they have to gain by doing a good job. The results may surprise you.

5. "We've always done it this way." Want to crush your employees' initiative? This is a good way. News flash: Your employees may actually have a pretty good idea of how to do their jobs. Maybe they know even more than you. Your job as boss is to encourage them to have the energy and motivation to be innovative. In fact, employees who come up with better ways to do things should be celebrated and rewarded. (Hint: Cash is nice.)

6. "We need to cut costs" (at the same time you are, say, redecorating your office). Nothing breeds resentment more than asking employees to tighten their belts while you, to their eyes, are living it up. Even if the office redecoration can be totally justified in business terms, or the budget for it was a gift from your uncle, it still looks hypocritical and is demoralizing. Being sensitive to other people's feelings is good karma. Leading by example is the best way to lead.

7. "You should work better." Managers need to communication expectations clearly, to give employees the tools they need to do a good job, to set reasonable deadlines, and to offer help if needed. When giving instructions, ask if they understand your instructions. Don't assume. You may not be the stellar communicator you think you are. If your employees are making mistakes, or not performing up to par, consider that maybe it's because you're giving them vague instructions like "you should work better."

The bottom line is that in the workplace respect, a little tact, and a good attitude go both ways.

What do you think? Anything to add?

Karen Burns is the author of the illustrated career advice book The Amazing Adventures of Working Girl: Real-Life Career Advice You Can Actually Use, recently released by Running Press. She blogs at http://www.karenburnsworkinggirl.com/.

Tribune Co. seeks approval for modified bonus plan

Chicago Tribune parent reports better results
By Michael Oneal

Tribune staff reporter
5:39 PM CST, January 20, 2010

Tribune Co. on Wednesday said it had generated a much better-than-expected $500 million in cash flow during 2009 and sought to make it easier for a bankruptcy judge to bless $45.6 million in bonuses tied to the results for 720 managers at the company.

In July, Tribune Co., owner of the Chicago Tribune, petitioned the U.S. Bankruptcy Court in Delaware for permission to pay from $21.5 to around $67 million in bonuses through three separate performance-based plans.

The biggest was a continuation of Tribune Co.'s normal incentive bonus plan for both top and middle managers. The other two would reward a group of around 20 top managers for either navigating the bankruptcy process or "transforming" their business units.

A group of company unions objected to the request at a September court hearing, calling the bonuses top-heavy and too easy to earn. U.S. Bankruptcy Judge Kevin Carey has yet to rule as he prepares a formal opinion on the matter. Tribune Co. had originally requested that Carey rule on all three plans together. But on Wednesday, the company said it would be willing to have the court "bifurcate" its ruling so that the larger group of more than 700 managers could be rewarded in February for their 2009 performance.

Any payout would be based on how much cash flow the company generated relative to plan in 2009. The maximum payout would require a result 200 percent more than originally predicted.

In a separate note to employees Wednesday, Tribune Co. CEO Randy Michaels said that the company generated almost $500 million in cash flow during the year "thanks to a stronger than expected performance by both the Broadcasting and Publishing Groups in the fourth quarter." The results owe much to cost cutting efforts but Michaels noted that lower newsprint costs and a slightly better economy helped.

A spokesman said that level of cash flow exceeded the 200 percent threshold, meaning bonuses for the group of 720 would come in at a maximum of $45.6 million if approved. If the judge also approved the other two plans, they would pay out around $21 million to a much smaller group.
Copyright © 2010, Chicago Tribune
======================================================================================
How about asking the Judge if some of this money can be used to provide severance for the soon to be laid-off 39 pressroom employees? They've made so many sacrifices for this newspaper, working nights, weekends and holidays away from their families for decades: while the bonus recipients celebrated with their children and relatives. 

The Company's unwillingness to pay severance is not an economic matter:  as a matter of fact, it has nothing to do with money: it is PERVERTED POWER and OBVIOUS PUNISHMENT for Organizing our shops.

Ask management why they feel these individuals don't deserve to be treated as fairly as the other production departments. The Union submitted a separation package proposal that many, if not all of you would agree to be fair and more than deserving. The Company apparently has the money to fund our proposal without having to give anything in return, hell, they've already taken everything  and never given anything in return, why should we continue to suffer and management rewarded? SPEAK OUT AGAINST THIS TO MANAGEMENT, DEMAND EQUALITY AND FAIRNESS!

STOP THE PUNISHMENT, PAY THE SEVERANCE!

Apology to Members

I deeply apologize to the members that were offended or upset by my comments that were directed towards(mis)-management. I became very, very angry after months of being lied to while attempting to obtain answers on the members behalf regarding the closing of O.C.

I realize O.C. was rumored to close for some time now, and it eventually would be, but when we ask questions that you want answered, don't you expect to receive an honest answer? So do I! I wasn't upset so much that they were lying to Keith's and my faces, but that ALL of you were being lied to once again.

I DETEST liars and that is the reason I had to say what I said. I have absolutely no regrets for what I said because that is how I honestly feel. I spoke the truth many of you would echo if you could do so without repercussion. It is those of you that I represented in my comments.

I want everyone to know that those words were from Ronnie the Pressman, not Ronnie the President. I have always conducted myself in a professional manner when addressing the company on behalf of the membership from the very beginning, management has shown no interest in reciprocating by lying blatantly to its employees.

This behavior should not be easily dismissed and a demand for honesty should be imposed upon management by each and every employee. Just because you know they lie doesn't mean its O.K. DEMAND TRUTH and HONESTY from the Company and require them to also treat their employees in a professional and ethical manner. In other words, STOP LYING!

I assure the members that I will show the restraint necessary to represent the membership in a professional manner and give my word that I will refrain from unleashing my inner thoughts upon management again in the future.................if there is one!

Business or Bullshit!

We all know that the newspaper industry has suffered beyond measure, leaving great reporters to truck drivers, and everyone in between in its wake of destruction. We have all suffered immeasurable casualties of our own here at the L.A. Times, sadly at the hands of a bunch of Tribune LIARS AND CROOKS!

These same SOB's have the balls to call the Union Officers Thugs! Nothing good has ever happened to benefit the employees of the Los Angeles Times under the stewardship of Tribune Corp. RAPE AND PILLAGE has been the M.O. all along.

From Madigan to Zell, all we have witnessed is the downward spiral of a once great newspaper, not as much, in my opinion, due to the economy, as to FUCKING GREED AND MISMANAGEMENT! I am damn tired of the bullshit the company spews in the name of saving costs and creating a newspaper that the consumer will want. THOSE DAYS ARE OVER! The ineptitude of the powers that be have sent even the most loyal L.A. Times readers elsewhere, and I doubt they will come back no matter what redesign they come up with!

The thing that fucking pisses me off the most is that some of these assholes are fucking enjoying what they are doing to the employees in the pressroom. Management doesn't give a shit about what will happen to all of the families and the future they have disrupted, as long as they continue to get their fucking money! How the fuck they sleep at night is beyond me!

What the fuck do they do to deserve a job over the people that actually create the newspaper? All they do is go to meetings all day and try to find new and creative ways to fuck the employees out of their jobs to save money. Why don't they all get off their asses and the asses of their workers and finds ways to earn money for the company instead of laying everyone off to save a buck and their own asses!

Trying to get the Bankruptcy Court to allow them to distribute 22 to 66 Million Dollars in bonuses to incentivize these idiots is a fucking insult to our intelligence and should not be allowed without a fight! Money is not the root of all evil.......the love of money is.

Message to Management, I created this Blog for the pressroom employees, NOT YOU LYING ASSHOLES! So like I've said before, if you don't like what I posted here, then don't fucking come here! I hope you all loose your fucking jobs, health insurance, retirement and homes, you HEARTLESS BASTARDS! I admit, this is unprofessional, but I'm sick and tired of my Brothers and Sisters being fucked over for forming a Union here at the sacred, non-union L.A. Times. Go back to Chicago and take Stumpy with you!!

Los Angeles Times Orange County Facility Scheduled to Close on March 15, 2010

The Union has attempted numerous times to uncover the truth as to what plans the L.A. Times has for the O.C. Facility without any results. Russ Newton, John Walker and Leticia Bugarin have all denied any plans to close Orange County and have went as far as to imply that Ed Padgett and I were perpetuating these rumors with our Blog posts. It is apparent that we were barking up the right tree and this was not a rumor.

It is also no coincidence that this decision took place a day after recall rights for the remaining employees that were laid-off in April'09 expired. We have asked point blank if this was being discussed by management to which the answer was always NO. LIES, LIES and more LIES!

Business is Business but, I warned everyone that this company and its managers cannot be trusted and here is further proof!

Click on the links below to view the documents that were received by the Union.
(Note: Notice 2 contains multiple pages including a list of the effected employees)

http://www.scribd.com/doc/24914894/O-C-Closure-Notice-1
http://www.scribd.com/doc/24916680/O-C-Closure-Notice-2
http://www.scribd.com/doc/24915287/O-C-Closure-Notice-3

O.C. Facility Restructuring

Our Local was notified on Wednesday afternoon (via e-mail) that the company intends to implement restructuring changes to the Orange County Facility Operation. The SVP of Operations has made an offer to meet for the purposes of discussing their restructuring plan and it's effect on Orange County and Los Angeles Bargaining Unit Employees.

What exactly is to be done is unknown at this time, we will ask management all the pertinent questions necessary to answer all of the employees questions that will certainly arise from this announcement.

The only information we do have at this time is that the restructuring of O.C. will result in the mandatory transfer of approximately 30 to 40 presspersons from O.C. to L.A. on or about October 17th.

This "plan" may have something to do with the O.C. Register and anything said at this point in time is speculation, unless mgt. honestly discloses that information prior to meeting with the Union. I personally asked the H.R. Representative and the L.A. pressroom Superintendent last week about the possibility of the Register moving into our O.C. shop, to which both denied any knowledge of such an arrangement.

Further details will be provided when they are obtained from management during the offered meeting we intend to accept.

Ronnie Pineda
President,
GCC/IBT Local 140-N

Steve Grant's Testimonial

Hey partners,
Funny, I don't feel much like a partner.That's because I'm one of the 63 presspeople getting laid off. After 31 years with the company I've been given my walking papers starting April 6.09

I started when I was 18 years old.My stepfather was a truck driver for the Times.He told me "I'll get you in the door, but after that it's up to you".I can walk away being proud of the job I've done.I always looked forward to the proud day when at 58 years old I could brag about being a 40 year employee.That's not going to happen now.


It's 4:00 am and I'm scribbling notes on paper before I sit down to the computer later and "peck" this in.I slept in late this morning.I've lately been waking up at 1:30 am and unable to go back to sleep with all the things on my mind.I'm out on disability after having surgery on my foot.I kept working thinking the problem would go away but the doctor said it wouldn't and would get worse.Now they are concerned about my blood pressure.Losing my job,having surgery,the proposed lousy severance,and lack of a plan for the future.No wonder it's high.
How about you Russ? You losing any sleep? How's your blood pressure partner?

I would've thought telling the story over and over again to my relatives,friends,neighbors and others would make it easier.But it doesn't.Luckily I have a supportive wife and family that look forward to the next chapter in our lives.Hopefully it doesn't involve working nights,weekends,holidays and driving 40 miles one way to work.
How about you Russ? When you tell the story about how your screwing 63 employees out of their severance over and over again does it make it easier to do partner?

Tribune co. is now employee owned.Sam Zell said "were partners". Where's Sam? I read somewhere that the bankruptcy judge gave the OK for bonus money for Tribune management deserved prior to bankruptcy. If they did such a fine job then why are we in bankruptcy? Hope all you partners didn't feel guilty about depositing those bonus checks into your bank accounts. I'll bet the total amount for those bonuses equals the total amount of severance your Not giving to the 63 presspeople.

How come most of my fellow pressroom employees that are not leaving are so quiet? Don't think that whatever happens to us won't happen to you next.Did Russ whisper in your ears" Don't worry. Next time there is a layoff you'll get the same severance as everyone else. We just want to screw these 63 employees. Promise". Have any of you thought about if management would have announced a better severance,they would have a mass exodus from higher seniority people? That would have enabled some of the 63 "pro union" people to stay? This is managements way of "busting" the union. Pretty smart partners.

Thirty one years. Seventeen years in Transportation and fourteen in the pressroom.Time sure went fast.I've always let my work speak for itself and I've always been a firm believer that if I do good things, good thinks will happen.The only thing that is fair is to give us what everyone else is getting. After all we are partners right?
In closing I'd like to thank the Los Angeles Times for the job that I loved and the opportunities that it provided. I'd like to thank all my friends and coworkers that helped me become the person that I am and the worker that I was. It was a partnership in life that I will forever be grateful for.


Thanks
Steve Grant
O.C. Pressroom Operator
(end)

"AMEN Brother Steve!
Steve Grant submitted this as a comment, but I felt it needed to be posted in it's own posting. I invite everyone subject to the lay-off to send me a testimonial and include a family photo , I will post every one individually so that the public and the company can see the faces and families that are effected. We all have served this company loyally for decades and acknowledgement for our dedication is strongly warranted. My invitation is extended to any and all of the 300 lay-off targeted L.A.Times employees.
Ronnie

Los Angeles Times Pressmens 20 Year Club: LA Times Response To Pressman's Protest

Los Angeles Times Pressmens 20 Year Club: LA Times Response To Pressman's Protest#links

The Times' Vice President of Communications Nancy Sullivan
Re; Monday's union protest:

Unfortunately, like other newspaper companies, the Los Angeles Times is not immune from the pressures of this difficult economy. Consequently, tough decisions were made that included reducing its workforce across the entire company, including the pressroom. From the onset, The Times has respected the pressmen's right to organize. In fact, despite this very difficult economy The Times and the union reached a 3-year contract agreement in December 2008 that was ratified by the employees. The company's actions have been completely in compliance with the contract.
(end)

GCC/IBTLocal 140-N
President's Response

In these economic times, is it fair to offer pressroom employees a severance package substantially less than non-union employees just because we organized and ratified a contract? The contract states that the company can fashion severance for our members, so why is it being fashioned far less than ALL other employees being laid off? Because were union? The Times could give our members the same as the non-union employees, actually, they could give more if they wanted to! How does that respect our rights to organize Nancy?

The Los Angeles Times has NEVER respected our right to organize! And it is obvious by the numerous changes our shops have undergone since ratification. Prior to organizing, the company had the right to make these same exact changes to our operation, but they didn't, and there is only one reason why they did after ratification. The contract didn't change anything because they had the right to do these things all along, but they didn't and they don't have to now. These are all calculated moves by the company and another example of how the company continues to employ union busting techniques and coerces employees into blaming the union. How does that respect our rights Nancy?

We were subjected to union-busting throughout the organizing process. The Times has ALWAYS hired union busters to help trample all over our right to organize! Our former SVP admitted in an anti-union meeting that "third party Attorneys were used, all the while referring to the Teamsters as a third party. The services they provide are used to dissuade employees from voting in favor of representation. On company time, we were corralled into captive audience meetings and continuously given anti-union propaganda literature that was intended to induce fear, focusing on strikes, violence and intimidation. How does that respect our rights Nancy?

We have endured union-busting tactics during negotiations as well. Attempts to change working conditions, refusing to assist employees in need by telling them, "go talk to the union" and also by teaching supervision union busting techniques to dissuade employees from organizing taught to them in union busting classes by union-busting Attorneys. How does that respect our rights Nancy?

Management has exploited the contract language with the intent of making employees regret organizing our shops. Their goal is to cause pressroom employees to blame the union for all that is now wrong in our shops. We did not make or negotiate these changes nor would we agree to the changes, for they were not specifically discussed in negotiations. Alot was not discussed in negotiations when management abruptly presented their "Best Offer" The bankruptcy notification had a major influence in many voters decision to ratify. Had we not ratified this contract, the bankruptcy would have allowed the company to rape us further with absolutely no defense. How does that respect our rights Nancy?

The company is using their management rights in an abusive fashion and continually says "You wanted a contract". How is that respecting our rights Nancy?

The 63 employees targeted for layoff have approximately 1510 combined years of "Company"service with an average of 23.92 years per employee and almost 1000 years of pressroom service, with an average of 15.46 years!
(statistics courtesy of Operator Steve Grant)

With all these years of service, the company chooses to ignore the contributions we have made to the production of this newspaper. We spent practically every Thanksgiving, Christmas, 4th of July and many other holidays and family events spanning 3 decades to get a quality newspaper in the hands of subscribers and advertisers yet we don't deserve a comparable severance package. How does that respect our rights Nancy?

The Times should be embarrassed for ignoring that dedication and commitment to this company? Has the company really respected our right to organize? NO Nancy, because we chose to organize and won. That did not sit well with Newton and Walker and they have both taken it personal. In thirty years at the Times, I have never worked for such arrogant, abusive, and spiteful individuals. It is impossible for these two to views their subordinates as human beings because they don't respect us as human beings. Cruelty seems to be included in their daily diet based on the way they choose to interact with their union employees.

In these economic times more workers are seeking representation to protect their interest in the work place and to insure fair and equal treatment from their employers.
This company is historically known for it's anti-union sentiment and it continues to exhibit that philosophy in both our shops and in severance negotiations. We can all benefit from a cohesive labor/management relationship, but management chooses to operate from a position of power, rather that one of mutual interest. That ignorant position is making it even more of a stressful, hostile and extremely unsafe work environment.

What is the reason we are being offered less severance? The contract doesn't say they can't give equal severance to our members. All laid off employees deserve equivalent severance regardless of whether their union or not. We have to go through protracted negotiations for equal severance, simply because we organized and the company does not, nor have they ever respected our rights, Nancy.

Management, supervision and you, as spokesperson can deny all you want, but the fact is we are being punished for exercising our federally protected right to form a union.
Retaliation began immediately upon ratification and it will continue as long as Publisher Hartenstein fails to investigate and correct the unfair treatment of our members.

Stop the retaliation and punishment and resolve our disputes in a harmonious fashion as we agreed to in the contract and we won't be compelled to file grievances or board charges. Management wants us to abide by the contract, yet when they don't.
How does that respect our rights Nancy?

Your sterile response should be ignored and I'm sure it already has been, because you personally have absolutely no idea what we have gone through over the last decade, specifically the last 4 years in order to succeed in organizing. Nor do you know or understand what we continue to go through at the hands of SVP Newton and L.A. pressroom Superintendent Walker, so in my opinion, you are far from qualified to respond to our Rally.

End Of Rant!

In Solidarity,
President Pineda
GCC/IBT Local 140-N

Monday's Rally

Monday's Rally was very inspiring and it was a great example of solidarity as we marched side by side with brothers and sisters from GCC/IBT Local 404, Teamsters Local 396, Iron Workers Local 416 and members of the SEIU. Unions have united across labor affiliations understanding that supporting each others issues only stregthens the labor movement as a whole.

I received several messages from T.V. News agencies stating that there was some confusion regarding the time of our rally. Our literature clearly stated that we were to begin at 11:00am, but they weren't sure if it was at 11:00 am or at 1:00pm. We have no idea how the media was mislead, but we have some suspicions. We intend to investigate how this confusion by the media occured and whether any foul play was involved.

There were several web-based news agencies that did report on the rally and those stories and additional photos can be found on Ed Padgett's blog and these links:

http://www.edpadgett.com/ -Ed Padgett
The pressmen (and women) protest - Gary Scott

Protest 4 LA Times Press People - Witness LA
Pressmen Protest At The LA Times - Pandora

Los Angeles Times Pressmen Protest Cuts - Blog Downtown

Teamster Joint Counsel Speaker.

Every effort to have local politicians join us on the street was overshadowed by the current stimulus package and their efforts to get those dollars into the Los Angeles economy and they were committed to that process just across the street from our rally. It is my understanding that we do have their support for what is happening not only to our shops, but the newspaper as a whole. We will continue to call on them for support and hope to utilize their offices to improve the working conditions for not only our bargaining unit, but all L.A. Times Employees.

Our Attorney, Ira Gottlieb addresses the crowd highlighting the unfair treatment of our members. Ira also listed the board charges and grievances that we have filed with management and the N.L.R.B. To Ira's right in the photo is GCC/IBT Local 404m President Doug Brown. President Brown and the members of Local 404 have responded to every request for help, and this time was no different.

Teamster Executive Board Member and Western Region Organizer, Manny Valenzuela addressed the crowd emphasising the importance of standing together against workplace injustice and encouraged everyone to remain strong and united.

Our rally was an important beginning in raising awareness for equality and fairness. It's intent was to deliver the message that, first, we are not alone, second, we will stand up for workplace justice and third and most important........

WE WILL BE BACK!

Photos courtesy of Victor Banuelos

Targeted for Discipline

I have spent the weekend listening to stories from our brothers and sisters in Los Angeles describing the way Walker and Supervision are on a mission to find any reason to write people up. This has resulted in NTF's (note to file) which have again become an issue. Why is it that supervision can stick notes in your file and not discuss the content of these notes with the employees. These are put in your file without your knowledge denying you the opportunity to respond and challenge if wrongly accused.

When discussed with Management, it was stated that we are supposed to be notified that we were observed breaking a rule, what that rule was, and that it was going to be noted and inserted into our file. This procedure appears to not happen as many discovered when they asked to see their files or when receiving their evaluation.

These NTF's are used when preparing evaluations and in most of the stories I listened to, individuals were told they would not receive a wage increase. Is that the true reason, to save a buck and deny a raise or because they are concerned about procedures and safety? At this rate no one in Los Angeles will ever get a raise or maintain employment for that matter.

Two Operators have recently been pulled from their crews for alleged poor performance, again being held responsible for what are most likely mechanical or electrical problems with the equipment. There are so many variables when problems occur and I believe the percentage that are a result of human error are far lower than all others, but that don't matter because they can't write up and discipline the presses. For the longest time operators have argued that smaller runs result in higher waste percentages and some goals they are expected to meet are unrealistic, yet they are accountable for the waste.

The one resounding message that came from the conversations I had with our brothers and sisters in L.A. was that Walker creates a hostile environment in their shop. They feel like they are being harassed by supervision at the hand of Walker. I have been told that even his supervisors question his leadership, but they don't dare cross him or they will be subject to his disciplinary tactics as well. His tactics aren't new, they are reminiscent of his behavior at the San Diego Tribune. When at a rally in San Diego I had the opportunity to speak to some of our brothers in the pressroom and they said they were sorry that we ended up with "STUMPY" His style of management still leaves a bad taste in their mouths just talking about him, they said.

The issues I was made aware of this weekend have been forwarded to our Representatives and we will seek answers and where necessary, resolution. Until then all of you have to be diligent and work as though your job depends on it, because it does!

Vacation Over, Back to the Table

Vacation over and I'm another year older, I won't bore you with what I did. Calls from L.A. brothers about a change in our practices at the end of the shift came to me last week involving a new practice in L.A.'s. pressroom. Leads now have to be walked in after washing blankets to deter washing out the webs. Does management actually give a crap, when we, not them, have to pick them up. This is another way for supervision to police our work and will give management another way to pit us against one another. How will the individuals that wash out webs be viewed by the rest of the crew when the leads have to be put back in before going home? Now add a couple of bars.

It's obvious a complaint was lodged with the office that previous shifts are washing out webs. This is part of the job and happens on every shift and no one should feel compelled to complain when it happens to them. Blankets can be washed without washing them out, if they are done right, but how many of us actually washes the blankets right knowing that we go home as soon as we're done? It is part of our job and we should be washing them thoroughly for quality purposes, but does not justify the change without collective bargaining.

The appropriate, and only solution would be to go back to washing before the run. This would ensure that washing will be done properly and give supervision the opportunity to inspect the blankets if they chose to. If the blankets need further cleaning that can be addressed while the employee assigned to that particular unit is still there. If a lead is washed out, you pick up your own leads, not leads washed out by the previous crew because they were anxious to bolt out of there as quickly as possible. Washing before the run as we used to do has been suggested many times to management and is considered by Russ as only a way to get a bigger bust-out. This was the standard prior to Walker changing the washing process back in 2003 and should be reversed at this time because it hasn't seemed to slow anyone down and it will guarantee clean blankets everyday, every run. We have proposed this in our overall contract proposal and will pursue this change further today.

We will have more information pertaining to the company's written response to our request for information regarding the recent raises given to non-union production employees as soon as the committee meets with our representative Sonny Shannon today. The written response was being reviewed by our attorney in Washington and President Tedeschi. We on the committee are just as anxious as are all of you to learn what our options are in this matter.

I personally hope that the company comes to the table today with a willingness to salvage the progress we felt we had made right up until the closing hour of our last negotiations. As I stated in a previous post, we had expressed a willingness to show some flexibility and it was not fully reciprocated in their latest proposal regarding seniority. Flexibility has been their number one request, yet they have shown none. We are expected to respond to their latest package proposal and will pick up where we left off.

News from this round of negotiations will be posted after we conclude on Wednesday.

Is the new Publisher a Union Guy?

Unsettling Settlement Dis-Agreement!

Greeting's Brothers and Sisters.

Negotiations began exactly one month ago today and we have met with management three times during this period. We are scheduled to meet again in a week on December 5th and 6th.
Alot has been accomplished and nothing has been accomplished. Confused? That's what management wants. I was hesitant to post anything until giving the negotiations an opportunity to get on the right path. The company is on a different path all together and continues to show that they are as out of touch as ever with their employees and their employees needs. That is why WE need to fight for what is in our best interest.

Pursuant to the Settlement Agreement approved by NLRB Regional Director James Small, the company declared:

"We Will Not" discriminate against our employees by ceasing to award meal tickets for work performance or by changing our current practice of permitting employees to"LEAVE EARLY" when the work we assign to them is completed, because our employees supported and/or assisted the Union.

They also declared "We Will" continue our practice of permitting employees to leave early when the work we assign to them is completed.

The ink on this settlement between the company and the NLRB has barely dried, yet Walker and the company have intentionally and arrogantly ignored THE AGREEMENT. We filed Unfair Labor Practice charges informing the NLRB that as a result of certification, unilateral changes intended to punish us for voting for representation were being made in violation of our rights under section 7 of the NLRA. The NLRB was preparing to charge the company with violating our rights, so as to avoid the charge, the settlement was proposed by the company and we signed on because we believed that the company would obey the law and abide by the settlement agreements, it's obvious to our brothers and sisters in L.A. that they have no intention.

In our few negotiation sessions, the committee attempted to resolve the matter of washing blankets twice in a shift, and informed management that we view this unilateral change as retaliation and in violation of the settlement agreement because it extends the work hours and punishes the bargaining unit by not allowing employees to leave early at the end of their run as we have done for decades. We have never washed twice, it was either before or after a run and management knows this fact because of all the arguments we have had over the years as to when washing is best, before or after. We have ran multiple runs without washing and because of this time honored practice, having to wash twice clearly is a form of retaliation. Those attempts for resolution by the committee have been intentionally ignored as well.

Another way the settlement and our rights are being blatantly ignored, and the bargaining unit punished, is by the new procedure of having crews "change over" and stand by until all other production is complete, never producing a single newspaper, at expense and unnecessary cost to the company.

Seniority has afforded us very little over the years especially under Tribune, thus we valued what we did benefit from our seniority when it was a factor. Management again, in L.A. only, began ignoring what few ways seniority is used when determining crew placement with the only reason being, to retaliate against it's employees.

These acts of IGNORANCE by management have not been ignored by us, by no means, and we will not tolerate it any longer. An opportunity was presented to the company at the table to restore these practices and they AREN'T INTERESTED, so we have again filed unfair labor practice charges and will present our arguments to the NLRB.

For the record, they have yet to make those who suffered a loss by the discontinuance of the meal ticket incentive whole, and we will be sure to inform the NLRB of that fact as well.

(12/05/07 ) Update: Today during negotiations, the company stated that they and the NLRB were continuing to discuss the details of meal tickets owed to those who met the criteria to earn meal tickets under the settlement agreement.

(A unilateral change is ANY change after certification that takes place without collective bargaining. The "bust-out" and meal ticket charges we filed, and the companys settlement agreement to restore the incentive, and allow employees to "leave early" establishes that NO CHANGES were, or are to be made, unless negotiated and agreed to. To prove what I've just stated, the company's proposals seek to eliminate both.)
Ronnie

BASIS OF CHARGE

Within the six months last past, the above-named Employer has unilaterally changed the terms and conditions of employment for bargaining unit employees without providing notice to nor an opportunity to bargain with the charging party.

1. The Employer announced that contrary to the past practice, Press Room employees would be thereafter required to wash blankets twice per shift. The new requirement to wash blankets twice per shift has had a negative impact on bargaining unit employees since washing blankets twice per shift instead of once obviously takes more time, and is physically exerting requiring employees to engage in repetitive motions at difficult angles and thereby increases the risk of industrial injury to such employees. This change also has resulted in the extension of work hours for some employees and the increase has further had the effect of depriving some employees of their lunch period.

2. The Employer has also changed the practice with respect to changing presses at the end of shifts to produce a different product. In the past, this kind of work was not required and has a negative impact on bargaining unit employees since it takes more time and has interfered with the employees’ work schedules by eliminating time historically given to bargaining unit employees to clean up at the end of their shift. Further, in the past, once the employees had finished the work historically assigned to them, they were allowed to clean up and go home without a loss of pay. This unilateral change also changes that historical practice.

3. In the past, bargaining unit employees were selected for particular crews based upon seniority. Such selections were made once a year. Seniority is also used to determine the specific spot on a specific crew selected by an employee. Many bargaining unit employees select a crew based upon the shift assigned to that crew. This provided a mechanism for employees with the most seniority to select the most desirable crews, shifts and days off. Now the Employer, in contravention of this historical practice, has eliminated seniority in the selection of crew placement.

By these and other acts, the above named Employer has and continues to violate the Act.

(basis of charge prepared by Adam Stern ESQ. Attorney at Law)

Where are we now?

Sorry for the absence but alot has been going on lately, most of which I am unable to post here due to management's regular visits to our site. I can tell you that the negotiation committee met on Sunday and we are closer to completing our contract proposals.

We do have confirmed and agreed dates to begin negotiations and they are November 1st, 14th and 27th. Those dates were proposed by management's Lead Counsel and we accepted them in good faith to get the process moving. We have requested dates in blocks as opposed to single days in attempts to expedite the negotiations.

I have also been receiving numerous complaints from bargaining unit employees in Los Angeles about how they are being treated by management. I have heard that supervisors and management themselves are saying that we don't have a contract and that the union can't do anything for us. They are about to find out how wrong they are once again.

We have to remember why we voted for representation, and that is a CONTRACT!

Stay United and look out for eachother.

There is no plausible reason for the way our fellow brothers and sisters are being treated other than Johnny Walker's obsession to control literally everything and everyone in the pressroom. What ever happened to all the values management used to speak of?

Did someone forget to tell Johnny what they are? Napoleon Syndrome at it's finest. Now you all know why the results of their survey last year have never been addressed, because they were very unfavorable towards management. Respect your workers and stop making the pressroom a HOSTILE environment. It didn't work in San Diego and it won't be tolerated here any longer. Fear, intimidation, threats and hostility toward your subordinates are not leadership values to be respected.

(revised) Negotiation date correction. The date 0f the 4 was a typo missing the (1) and is actually the 14th. My apologies.