Good news, We will be receiving our surveys before the weekend. They will be mailed out tomorrow, Tuesday Feb. 20th. Be sure to study it thoroughly and be sure to include any and all issues and concerns that you would like addressed in negotiations. I suggest that you write down those things you want in your contract so that you don't fail to include it in your survey.
If you have not been receiving the mailings from the Teamsters, You need to provide a current mailing address to insure that you receive the survey as well as all the literature and information that will be made available in the future. You can send it to this site and it will be forwarded to Marty to update the mailing database.
admin@saveourtrade.com
Look forward together!
GCC/IBT Local 140-N Blog
Monday, February 19, 2007
Sunday, February 18, 2007
I apologize for having not put any information up on the Blog for a short while. We understand that management visits this site on a regular basis looking for information that they can use against us. Five pages from this site were used in the hearings in an attempt by management to make one of their points. The Hearings were held on Thursday and Friday the 14th and 15th of Feb. at the N.L.R.B. offices in L.A. It doesn't appear that any of the companies objections will be sustained, thus we don't believe that the Regional Director will have any reason to set aside our election results and the results will be certified.
The Nominations for The Negotiation Committee Members are complete and those indivduals will be announced so that everyone will know who was willing to serve on the committee and participate in an election. The election information will be presented by Marty Keegan and be forthcoming. The surveys are also coming very soon.
Thats pretty much it for now, if you have any questions, you can contact me and we will get you answers quickly.
Your Brother in solidarity,
Ronnie Pineda
The Nominations for The Negotiation Committee Members are complete and those indivduals will be announced so that everyone will know who was willing to serve on the committee and participate in an election. The election information will be presented by Marty Keegan and be forthcoming. The surveys are also coming very soon.
Thats pretty much it for now, if you have any questions, you can contact me and we will get you answers quickly.
Your Brother in solidarity,
Ronnie Pineda
Monday, January 15, 2007
This is an open letter to the people at the Times, pro union, anti union, managers and anyone who cares to read it.
This is an actual account of something that recently happened at Newsday.
The company notified the union that our plate room was converting to CTP ( computer to plate) and the department was facing the loss of 11 jobs due to the new technology.
The union was concerned because they are all long term employees and our friends.
We understood that in this world things like this happen and its just a fact of life.
The people being downsized were going to receive severance packages and scheduled to be leaving in transition over a period over a few months.
We approached several managers at Newsday and asked if it was possible to allow people from other departments who were willing and wanted to leave instead could with the same severance package.Then we would replace them with people who were qualified and wanted to stay.
The primary concerns were that there would be no disruption of the operation and there would be no additional cost. Fair enough.
We agreed that Newsday would determine who was most qualified to replace the people who were leaving.
The union did the legwork before hand to make sure we had qualified people to apply for those positions.
The company made the effort to interview applicants and was gracious enough to be patient on what amounted to about a three week period.
In essence we had a shift of personnel involving about 20 people.
The end result was that anyone who wanted to remain could and the people who wanted to leave did. Everyone won.
I am not saying we will be inviting each other to barbeques this summer but rather that you can work together for a good cause when it really counts.
Lou
As usual all comments are welcome, even from the guy who keeps calling me Soprano.
This is an actual account of something that recently happened at Newsday.
The company notified the union that our plate room was converting to CTP ( computer to plate) and the department was facing the loss of 11 jobs due to the new technology.
The union was concerned because they are all long term employees and our friends.
We understood that in this world things like this happen and its just a fact of life.
The people being downsized were going to receive severance packages and scheduled to be leaving in transition over a period over a few months.
We approached several managers at Newsday and asked if it was possible to allow people from other departments who were willing and wanted to leave instead could with the same severance package.Then we would replace them with people who were qualified and wanted to stay.
The primary concerns were that there would be no disruption of the operation and there would be no additional cost. Fair enough.
We agreed that Newsday would determine who was most qualified to replace the people who were leaving.
The union did the legwork before hand to make sure we had qualified people to apply for those positions.
The company made the effort to interview applicants and was gracious enough to be patient on what amounted to about a three week period.
In essence we had a shift of personnel involving about 20 people.
The end result was that anyone who wanted to remain could and the people who wanted to leave did. Everyone won.
I am not saying we will be inviting each other to barbeques this summer but rather that you can work together for a good cause when it really counts.
Lou
As usual all comments are welcome, even from the guy who keeps calling me Soprano.
Saturday, January 06, 2007
Union Election Victory For L.A.Times Pressroom Employees
CONGRATULATIONS EVERYONE!
Our first order of business is to mend the broken fences and repair the burned bridges between all in our Pressrooms that were the result of managements relentless anti-union campaign. The ONLY losers today were the union busters!
Management has always said that you have a voice and that was true, BUT NOW THEY HAVE TO LISTEN TO IT! This is what we have been denied for way too long and we deserve everything this victory affords us.
We have made history by bringing Union Representation back to our shops for the first time in 40 years and should never allow management to divide us again!
A democractic process will now give each and everyone of us a voice in EVERY decision made regarding our Trade and pressrooms in The L.A. Times.
There is alot of work ahead and alot of people to thank for all their personal sacrifices. This was a very stressful election for everyone and it is now behind us and we will learn and build together a UNION shop that we can all be proud of.
The Los Angeles Times used to set the bar and were the model for all newspapers to follow and it's time that we position ourselves to regain that position in our industry once again. We in the Pressroom have a responsibility and an opportunity to help do just that.
Thank you everyone.
Our first order of business is to mend the broken fences and repair the burned bridges between all in our Pressrooms that were the result of managements relentless anti-union campaign. The ONLY losers today were the union busters!
Management has always said that you have a voice and that was true, BUT NOW THEY HAVE TO LISTEN TO IT! This is what we have been denied for way too long and we deserve everything this victory affords us.
We have made history by bringing Union Representation back to our shops for the first time in 40 years and should never allow management to divide us again!
A democractic process will now give each and everyone of us a voice in EVERY decision made regarding our Trade and pressrooms in The L.A. Times.
There is alot of work ahead and alot of people to thank for all their personal sacrifices. This was a very stressful election for everyone and it is now behind us and we will learn and build together a UNION shop that we can all be proud of.
The Los Angeles Times used to set the bar and were the model for all newspapers to follow and it's time that we position ourselves to regain that position in our industry once again. We in the Pressroom have a responsibility and an opportunity to help do just that.
Thank you everyone.
Monday, January 01, 2007
Some of you came out and met Mike and Lou from Newsday's Pressroom. Some of us were unable to due to the holidays, work or simply time. We anticipated this and made a DVD of their visit and have made them available to everyone. I encourage you to watch this DVD before you cast your vote. The message they deliver is powerful. They explain how they run their shop and how we can do the same.
Again I will ask each and everyone of you to take responsibility for what has happened over the past seven years with Tribune at the helm,and ask that you do the same for the future. We cannot and should not leave our future in the hands of people who have done nothing for us.
A sale is eminant and we must take action to protect ourselves and our families.
Friday, December 15, 2006
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.
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.
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.
Wednesday, October 18, 2006
October 5, 2006
Dear Mr. Pineda:
Thank you for contacting me about the pending decision by the
National Labor Relations Board (NLRB) pertaining to the definition of a
supervisor for private-sector nurses. I appreciate hearing from you
and
welcome the opportunity to respond.
Like you, I believe it is important that American workers have
the right to organize. In 2001, the United States Supreme Court ruled
in
NLRB v. Kentucky River Community Care, Inc. that the NLRB had erred
in its previous interpretation of Federal law by allowing nurses at the
Kentucky River facility to join a labor union. The Court's decision
determined that health care workers in private hospitals could not join
labor organizations if they drew upon their professional or technical
judgment in directing less-skilled employees to deliver services.
Please
be assured that I recognize your concern that the NLRB's new definition
could potentially affect not only nurses, but supervisory definitions
in
other professions, and I will continue to closely monitor this
situation.
Once again, thank you for writing. I hope you will continue to
keep me informed on issues of importance to you. If you have any
additional questions or concerns, please do not hesitate to contact my
Washington, D.C. office at (202) 224-3841. Best regards.
Sincerely yours,
Dianne Feinstein
United States Senator
http://feinstein.senate.gov
Further information about my position on issues of concern to
California and the Nation are available at my website
http://feinstein.senate.gov. You can also receive electronic e-mail
updates by subscribing to my e-mail list at
http://feinstein.senate.gov/issue.html.
Dear Mr. Pineda:
Thank you for contacting me about the pending decision by the
National Labor Relations Board (NLRB) pertaining to the definition of a
supervisor for private-sector nurses. I appreciate hearing from you
and
welcome the opportunity to respond.
Like you, I believe it is important that American workers have
the right to organize. In 2001, the United States Supreme Court ruled
in
NLRB v. Kentucky River Community Care, Inc. that the NLRB had erred
in its previous interpretation of Federal law by allowing nurses at the
Kentucky River facility to join a labor union. The Court's decision
determined that health care workers in private hospitals could not join
labor organizations if they drew upon their professional or technical
judgment in directing less-skilled employees to deliver services.
Please
be assured that I recognize your concern that the NLRB's new definition
could potentially affect not only nurses, but supervisory definitions
in
other professions, and I will continue to closely monitor this
situation.
Once again, thank you for writing. I hope you will continue to
keep me informed on issues of importance to you. If you have any
additional questions or concerns, please do not hesitate to contact my
Washington, D.C. office at (202) 224-3841. Best regards.
Sincerely yours,
Dianne Feinstein
United States Senator
http://feinstein.senate.gov
Further information about my position on issues of concern to
California and the Nation are available at my website
http://feinstein.senate.gov. You can also receive electronic e-mail
updates by subscribing to my e-mail list at
http://feinstein.senate.gov/issue.html.
Tuesday, October 17, 2006
Monday, October 16, 2006
MUTUAL RESPECT
Why is it that certain non-union supporters find it difficult to show
union supporters the same respect that they receive.
We all have a right to our views and realize that not everyone is going to agree with each other and that's fine. We cannot expect everyone to see things the way each of us may see things and that's fine too.
When we begin to attack each other for opposing views, (as we have seen on the websites in comments by the non-union supporters) we create further division, and that is exactly what management wants.
Union supporters have been referred to as "pastermakers","lazy" and "whiners"
The scope of supporters are from all positions in our pressrooms, and are some of the hardest working, committed and dedicated pressmen and women in our shops.
I still cannot understand what these individuals hope to accomplish by making anonymous comments that do not address any of our direct issues. They only go after certain supporters for no intelligent reason. If they think that bashing supporters on the internet will gain them favor with this corporation, they are sadly mistaken!
This Company is loyal to none!
Please don't allow management to manipulate you for their benefit, they will dump you a hundred times faster than they did Jeff Johnson! No one is safe! I can't save myself, and neither can you, but together we can save eachother!
Stop attacking eachother and focus on the real enemy, Management! They are the responsible parties for all that we have had to endure. It's time for you to take responsibility for your trade and stand up for yourself and your family.
Why is it that certain non-union supporters find it difficult to show
union supporters the same respect that they receive.
We all have a right to our views and realize that not everyone is going to agree with each other and that's fine. We cannot expect everyone to see things the way each of us may see things and that's fine too.
When we begin to attack each other for opposing views, (as we have seen on the websites in comments by the non-union supporters) we create further division, and that is exactly what management wants.
Union supporters have been referred to as "pastermakers","lazy" and "whiners"
The scope of supporters are from all positions in our pressrooms, and are some of the hardest working, committed and dedicated pressmen and women in our shops.
I still cannot understand what these individuals hope to accomplish by making anonymous comments that do not address any of our direct issues. They only go after certain supporters for no intelligent reason. If they think that bashing supporters on the internet will gain them favor with this corporation, they are sadly mistaken!
This Company is loyal to none!
Please don't allow management to manipulate you for their benefit, they will dump you a hundred times faster than they did Jeff Johnson! No one is safe! I can't save myself, and neither can you, but together we can save eachother!
Stop attacking eachother and focus on the real enemy, Management! They are the responsible parties for all that we have had to endure. It's time for you to take responsibility for your trade and stand up for yourself and your family.
Saturday, October 14, 2006
From Dave Rascon
In the weeks ahead management will intensify their union busting campaign. You have all been here before and know what a NO vote gets you. When a company hires a union buster it costs them money. But its money well spent for the company because in the long run, if it keeps you from getting a contract for three or four years, they would have made the union busters fee back and then some. On Tuesday 9/26/06 the SCABS FOR HIRE notice came out, whether this was orchestrated is unknown yet, but it sure feels like it was, maybe I’m wrong, we'll see.
You never see the union buster, but he is there. He coaches upper management on what to say and how to say it, what to write and how to write it. Then in turn upper management coaches pressroom supervisors in their role in keeping the union out. Such as saying things like, you could get less in negotiations, I could lose my job if the union gets in, and in short he is playing on your emotions. They do this with employees they are close to because they know it is illegal for management to go one on one with an employee in order to get him or her to vote no. I don’t know if this is happening yet, but if you were a party to one of these conversations with a supervisor you know I’m telling you the truth.
Once we file for an election the company will have four weeks in which to run an anti-union campaign. This is where dirtiest union busting goes on. STAY FOCUSED.
About two years ago or so, Kurtich had one of his non-mandatory town hall meetings where he gave his two-bucket speech; I’m guessing he was implying that we would have to double our work efforts. What the hell have we been doing? Year after year we are left to pick up the pieces and put it all back together again. This can only happen because of the dedication shown by employees at the LA TIMES. As trade persons we just can’t throw up our hands and give up. Then he spoke about dropping circulation numbers; I don’t remember what the meeting was meant to convey. Maybe he was defending more cuts. It just doesn’t seem right that executives get bonuses for putting people out of work. Especially when they don’t have a real plan to build circulation or promote our paper.
Here is an example of promoting our paper, or lack of. A subscriber now has to request
The TV listings to be in their weekend paper or they will not receive them, its just not
Part of the service anymore, how can this type of cost cutting build circulation?
I’m asking that you make an educated vote this time. If all you have ever heard is what management was feeding you, then you need to do some research, on your own from home. Here are two places you can go to; SAVE OUR TRADE.COM you find links to GCC/IBT, NLRB, US DEPARTMENT OF LABOR, and ED PADGETT.COM
If you go to Padgett’s site click on TRIBUNE WRITER HAS HAD ENOUGH this person has a lot to say. Isn’t it funny that since Kurtich’s letter entitled ENOUGH IS ENOUGH came out everybody in the company is saying it?
Don’t be fooled, management doesn’t have your best interest on their minds. At this point whether a corporate co. or private owner owns us, the bottom line is the same. To go into the future without protecting what we have now, in my opinion is not a good idea.
As you can see they have taken cost cutting in operations to a new level; first the drivers and mechanics, and now the closing of the Northridge Plant. This makes all the other take-aways look insignificant, not to mention what has happened to other departments.
All of this while the LA TIMES is doing well financially. Some say that 20% profit margin is wrong, that it was bloated by Tribune to quite investors. Whether its wrong or right, how much profit was created from cost cutting, and how will they keep that 20% from falling? Jeff Johnson has not come to our rescue, and no one will. I think we better start looking after ourselves.
M.Kurtich has always said that these cuts are necessary to insure our future. Well the future is here; take a good look at it, and take control of it. Tribune has driven circulation down, and taken our newspaper with it. STAY STRONG, Kurtich and his union busting team are going to use every dirty trick in the book on this one; they know if the employees win the election it’s going to cost them money, and will spread into newsprint and post press. Kurtich is again is saying that you could get less in your first contract, BULL. Think about this, how could unions even exist if not for that first contract, or is he saying were so ignorant, that we might vote yes to a contract that gives us less. Make no mistake; a first time contract is going to cost them a lot of money.
Neither Ronnie nor myself had any intention of starting a union drive again. It is time consuming, physically and emotionally draining. Early this year some employees made contact with me and asked if it were possible to start a union drive. I thought to myself with most of our support laid off, OC being anti union for so long, and not knowing where SF stood, what chance would we have? I said that I would get back to them on this issue, I never did, here we are with 65% of pledge cards turned in and we will get 70%. It’s amazing what we have accomplished with just a hand full of employees from both plants.
I don’t have permission to mention them by name, but thank you all for the work and effort you have given to this campaign. I can only think, that if we had more of us stepping up to the plate, who knows, we might have been in negotiations right now.
I can’t over stress this; all employees in the bargaining unit will have a chance to nominate and vote for who they want to be on the negotiating committee. Whether you voted for union, or against union representation. An election is a secret ballet; no one knows how you voted. This is why all employees have a choice on who will represent us in negotiations.
Ronnie Pineda and I, we are not the leaders. We don’t have anymore say than any other employee. We can’t get any more than any other employee. You handed the ball to us and we’re running with it. We are willing to hand off the ball, just be there when we do and don’t drop it. UNITE AND STAND STRONG
I never said I was a writer. Sometimes it’s hard for me to express what I feel. Have patience, and we will get through this.
David Rascon
In the weeks ahead management will intensify their union busting campaign. You have all been here before and know what a NO vote gets you. When a company hires a union buster it costs them money. But its money well spent for the company because in the long run, if it keeps you from getting a contract for three or four years, they would have made the union busters fee back and then some. On Tuesday 9/26/06 the SCABS FOR HIRE notice came out, whether this was orchestrated is unknown yet, but it sure feels like it was, maybe I’m wrong, we'll see.
You never see the union buster, but he is there. He coaches upper management on what to say and how to say it, what to write and how to write it. Then in turn upper management coaches pressroom supervisors in their role in keeping the union out. Such as saying things like, you could get less in negotiations, I could lose my job if the union gets in, and in short he is playing on your emotions. They do this with employees they are close to because they know it is illegal for management to go one on one with an employee in order to get him or her to vote no. I don’t know if this is happening yet, but if you were a party to one of these conversations with a supervisor you know I’m telling you the truth.
Once we file for an election the company will have four weeks in which to run an anti-union campaign. This is where dirtiest union busting goes on. STAY FOCUSED.
About two years ago or so, Kurtich had one of his non-mandatory town hall meetings where he gave his two-bucket speech; I’m guessing he was implying that we would have to double our work efforts. What the hell have we been doing? Year after year we are left to pick up the pieces and put it all back together again. This can only happen because of the dedication shown by employees at the LA TIMES. As trade persons we just can’t throw up our hands and give up. Then he spoke about dropping circulation numbers; I don’t remember what the meeting was meant to convey. Maybe he was defending more cuts. It just doesn’t seem right that executives get bonuses for putting people out of work. Especially when they don’t have a real plan to build circulation or promote our paper.
Here is an example of promoting our paper, or lack of. A subscriber now has to request
The TV listings to be in their weekend paper or they will not receive them, its just not
Part of the service anymore, how can this type of cost cutting build circulation?
I’m asking that you make an educated vote this time. If all you have ever heard is what management was feeding you, then you need to do some research, on your own from home. Here are two places you can go to; SAVE OUR TRADE.COM you find links to GCC/IBT, NLRB, US DEPARTMENT OF LABOR, and ED PADGETT.COM
If you go to Padgett’s site click on TRIBUNE WRITER HAS HAD ENOUGH this person has a lot to say. Isn’t it funny that since Kurtich’s letter entitled ENOUGH IS ENOUGH came out everybody in the company is saying it?
Don’t be fooled, management doesn’t have your best interest on their minds. At this point whether a corporate co. or private owner owns us, the bottom line is the same. To go into the future without protecting what we have now, in my opinion is not a good idea.
As you can see they have taken cost cutting in operations to a new level; first the drivers and mechanics, and now the closing of the Northridge Plant. This makes all the other take-aways look insignificant, not to mention what has happened to other departments.
All of this while the LA TIMES is doing well financially. Some say that 20% profit margin is wrong, that it was bloated by Tribune to quite investors. Whether its wrong or right, how much profit was created from cost cutting, and how will they keep that 20% from falling? Jeff Johnson has not come to our rescue, and no one will. I think we better start looking after ourselves.
M.Kurtich has always said that these cuts are necessary to insure our future. Well the future is here; take a good look at it, and take control of it. Tribune has driven circulation down, and taken our newspaper with it. STAY STRONG, Kurtich and his union busting team are going to use every dirty trick in the book on this one; they know if the employees win the election it’s going to cost them money, and will spread into newsprint and post press. Kurtich is again is saying that you could get less in your first contract, BULL. Think about this, how could unions even exist if not for that first contract, or is he saying were so ignorant, that we might vote yes to a contract that gives us less. Make no mistake; a first time contract is going to cost them a lot of money.
Neither Ronnie nor myself had any intention of starting a union drive again. It is time consuming, physically and emotionally draining. Early this year some employees made contact with me and asked if it were possible to start a union drive. I thought to myself with most of our support laid off, OC being anti union for so long, and not knowing where SF stood, what chance would we have? I said that I would get back to them on this issue, I never did, here we are with 65% of pledge cards turned in and we will get 70%. It’s amazing what we have accomplished with just a hand full of employees from both plants.
I don’t have permission to mention them by name, but thank you all for the work and effort you have given to this campaign. I can only think, that if we had more of us stepping up to the plate, who knows, we might have been in negotiations right now.
I can’t over stress this; all employees in the bargaining unit will have a chance to nominate and vote for who they want to be on the negotiating committee. Whether you voted for union, or against union representation. An election is a secret ballet; no one knows how you voted. This is why all employees have a choice on who will represent us in negotiations.
Ronnie Pineda and I, we are not the leaders. We don’t have anymore say than any other employee. We can’t get any more than any other employee. You handed the ball to us and we’re running with it. We are willing to hand off the ball, just be there when we do and don’t drop it. UNITE AND STAND STRONG
I never said I was a writer. Sometimes it’s hard for me to express what I feel. Have patience, and we will get through this.
David Rascon
Hi Ronnie,
I think we can list more, " Take Aways".
I would like to get a list of some of the prior ones.
We used to have at one time a least one Nurse on Duty. Some times two.
We had a Doctor on Staff in L.A. ( Doctor Buck )
Our own Painters, Carpenters, Janitors, Gaurds, ... Any you can add?
We had extra help on the press - Paper Handlers,
They had stubs ready for any change over. All the paper lined up for the change over.
An extra eye on things- next run- how many to go- etc.....
Just a thought on some the things not listed.
Ronnie, there is one thing that we lost lately that should be listed and it's one that affects our earnings toward retirement. We can no longer " Day Trade" in our 401k plan.
The rats want us to sit still while Rome is burning. Enron style.
We must remain in any plan we select for 30 days. If we choose to put our money in a Money Market Account, we have to wait 60 days. In essence, if we decide to get out high and wait out the Market in a Money Market account to keep thing safe from the fluctuations of the Market and then jump back in low, our options are severly limited.
Day Trading is for the Big Boys.
Talk to ya later,
Charlie
I think we can list more, " Take Aways".
I would like to get a list of some of the prior ones.
We used to have at one time a least one Nurse on Duty. Some times two.
We had a Doctor on Staff in L.A. ( Doctor Buck )
Our own Painters, Carpenters, Janitors, Gaurds, ... Any you can add?
We had extra help on the press - Paper Handlers,
They had stubs ready for any change over. All the paper lined up for the change over.
An extra eye on things- next run- how many to go- etc.....
Just a thought on some the things not listed.
Ronnie, there is one thing that we lost lately that should be listed and it's one that affects our earnings toward retirement. We can no longer " Day Trade" in our 401k plan.
The rats want us to sit still while Rome is burning. Enron style.
We must remain in any plan we select for 30 days. If we choose to put our money in a Money Market Account, we have to wait 60 days. In essence, if we decide to get out high and wait out the Market in a Money Market account to keep thing safe from the fluctuations of the Market and then jump back in low, our options are severly limited.
Day Trading is for the Big Boys.
Talk to ya later,
Charlie
Wednesday, October 11, 2006
Saturday, October 07, 2006
Subscribe to:
Comments (Atom)