Wednesday, June 16, 2010

Fellow Can Plant Workers: Follow Us Here

This site is dedicated to the workers at the Newburgh Can Plant. In these tough economic times it is very stressful for every middleclass family when it comes to worrying about work or what will happen at work.

It is less stressful when you work under a written contract. After all is said and done - the bottom line is that the workers wanted a contract.......and THEY made that happen.

This election will be successful because it is being handled by the workers themselves - as a group............all for a contract.


Please save this site address in your favorites..........

www.canplant.blogspot.com


Check back here frequently for updates, information and the truth.

This will be the official site for all of our fellow employees to cross check any information given out by those who are being paid to stop you from joining Local 363.

206 comments:

  1. Thank you for creating this site. I believe it is what we needed to balance out what we are told during the workday by management.

    ReplyDelete
  2. This site is great. We need a safe place away from work to share our thoughts. No matter how I look at it our best bet for a secure future is to have a contract. The only thing left of AB is the eagle on the floor.

    ReplyDelete
  3. Never a dull moment!

    ReplyDelete
  4. What does it mean, "Your comment will be visible after approval."? Who approves whether a comment is approved or not? How can we be assured that our thoughts on this subject are being shared? I want to read everything that my co-workers have to say about the subject whether it is for or against a union.

    ReplyDelete
  5. In order for there to be a thorough discussion - all comments and questions will be posted. The reason for the "approval" is to catch any slanderous or x rated comments.

    Please feel free to comment here and ask questions. Even your own comment now gives an opportunity to correct a common misconception.

    This election is not for or against the union. And the election is not for or against the company.

    Its for or against the workers as a group - operating and bargaining as a whole. It's for all of your betterment and it is against NOTHING and it's against NO ONE.

    So let's talk about that very important fact and see where the conversation takes us.

    All are welcome here and encouraged to comment anonymously or in any other manner.

    ReplyDelete
  6. Let's vote for a better tomorrow and peace of mind.

    ReplyDelete
  7. Having a detailed contract is the most important - really the only reason for joining any union. Some Team Members may fear that the union will only take our money and then when we need them to back us up they will be in bed with management (hope that's not too x-rated). But the fact is that it's the contracted agreement that will back us up. If the overtime policy in the CONTRACT says that you must be notified in person when scheduled (forced)to work - then that's what has to happen. If the CONTRACT says that the company pays for the cost of 401K plan fees - then the company pays for the cost - no question, no special case senario. WE (the Hourly Team Members) together will be the UNION.
    It's like buying real estate. If the Seller has a lawyer, then the buyer better have one too. Not because the buyer and seller do not get along, not even because they don't trust each other. Only because every thing is on the table, every thing is clear - no hidden, unexpected problems down the line.

    ReplyDelete
  8. I fully agree. This is ALL about us having a real voice in regard to our jobs. Its about being fair to ourselves and having it all written down. You can't buy ANYTHING without both parties agreeing and signing a contract.

    Why is our "labor" any different? Right now they are "buying" US and naming the price and have the ability to "buy" us at any price THEY DECIDE!

    WE NEED THAT CONTRACT!

    ReplyDelete
  9. I have worked in a union in the past. We went on STRIKE. We went without pay. You have no voice in a union when you are the minority. There will be people that vote YES for a contract to avoid going on STRIKE because they can not go 1 week without a pay check.

    Look around you and think for yourself whether your situation and lot in life will allow you to go without pay for 1 month, maybe two. Then think about our team members that have to work overtime just to pay the bills. These people will vote "YES" on anything so long as it continues to send a pay check their way. Most of us are living pay check to pay check, the little ones want to eat and your local municipality wants its revenue. No one will care that you are on STRIKE when the bills need to be paid.

    A STRIKE after all, is the only tool we will have to get the company to negotiate. The union will not want us to go on STRIKE either because they will not be getting paid as well. Is there any good that can come from having more money taken out of our pay checks every week? I hope so, if we vote YES. But how's that hope and change thing working out for our country right now?

    The union will defend us until the end. However, they also know they have to do what is right for the company. After all, if the company is not making money, we won't have a job to organize around and they won't have paychecks to collect dues.

    Everyone stay informed, seriously think through how things will change and lets do what is right.

    ReplyDelete
  10. I want to thank the people who put all this together. This is the first time where most of the plant really came together. Great job! Keep going.You have my support

    ReplyDelete
  11. That no one is willing to post a comment that is not anonymous says something about the fear and the lack of trust that we can really voice our opinions without risking being targeted by salaried people. This is unfortunate.

    ReplyDelete
  12. Canmaker - Before you go too far concerning "STRIKES' (love how you capped that evry time) - you have nothing to worry about in regard to that because of these two very simple facts:

    1)IN IBEW LOCAL 363 THE PEOPLE ALWAYS DECIDE ABOUT ANY STRIKES - NOT THE UNION.

    2) IN ALMOST 100 YEARS OF EXISTANCE - IBEW LOCAL 363 HAS NEVER HAD A STRIKE. EVER.

    Having the opportunity to bargain and have a written contract is what the goal is here.

    Without a written contract in place AND WITH A NEW "OWNER" IN CHARGE - the chances are much higher that the workers could lose what could amount to a weeks pay, a months pay or even their entire pay.

    That's because WE HAVE NO RIGHTS AND NO SAY in anything in regard to our jobs WITHOUT THAT CONTRACT.

    IBEW Local 363 is one of the strongest unions in the Hudson Valley and they will help us to get "OUR CONTRACT" at the canplant.

    ReplyDelete
  13. 6:01 PM - Posting anonymous is fine. The most important thing is that the comments are made. It is understandable that people wouldn't want to put their name out there at this time. It does show that there is a fear of the salaried people - but they cannot hurt us.

    Only WE can hurt us - by not supporting OURSELVES. AND WE ARE NOT GOING TO DO THAT.

    After we have a contract NO EMPLOYEE will EVER have to hide their name or opinion on ANYTHING EVER AGAIN.

    ReplyDelete
  14. Just got on here great site! Spread the word and this site its going to help us get our contact.

    ReplyDelete
  15. In response to Canmakers fears of a strike. You know, I know, we all know that striking is not actually our best negotiating tactic. And you DO know what I am talking about. The people on the floor making the cans have all the power we need to effect a fair contract. We don't need to strike. And talking about strikes - PLEASE SOMEONE CORRECT THIS IF I AM WRONG - once the contract negotiations begin - by LAW- all wages and benifits freeze at their current position. While we work without a contract - no changes can be made.

    ReplyDelete
  16. There are many unions we could have chose to work with. The reason we choose this union is because they have skilled negotiators. These are not amateurs - setting up fair contracts is what they do for a living. Our negotiator has been at it for many years. Read their bios on the website. The other reason is that they have been local for many years.

    ReplyDelete
  17. 5:24 AM - You don't need to be corrected - you are 100% correct.

    "The people on the floor making the cans have all the power we need to effect a fair contract."

    THAT - says it ALL.

    When you get right down to it this is about the workers being FOR the workers.

    Leaving our wellbeing hanging out there UNPROTECTED ISs NOT AN OPTION ANYMORE.

    ReplyDelete
  18. All this talk of togetherness is terrific! I would like some details. What does the IBEW Local 363 expect to negotiate with Anheuser-Busch Inbev? Do they have all the details of our current Total Rewards Package and do they think they can improve our situation?

    ReplyDelete
  19. We have a chance to be heard. Let"s take advantage and be heard! We built this company for more than the shareholders. Pro-employee.....remember that?!?!?!?!?

    ReplyDelete
  20. Canmaker, AB Inbev already has made a reduction in your money, security,health insurance,retirement, breaks and basic privileges. They already reduced the salaried staffs'pay alignment,and stopped their pension until 2012.Their own managers bad mouth the company! What have they done for any employee, besides the plant managers? Arent you concerned at all about your families future? You sound like you are sincere.Give me an example of what they have done for any of us. Threats, thats all, and reductions. grow a set son. your family will admire you for standing up for them!

    ReplyDelete
  21. To the fellow or lady who posted at 7:20 am

    I will be happy if they can even help us preserve what we have because we will be losing much of that shortly without them. We are in a better position with a union and a contract.

    I don't want to miss this opportunity and then watch everything I have go down anyways.
    I question what will happen if we don't get the damn union in here.

    ReplyDelete
  22. We have lost to much already and I personally don't want to lose any more. We currently don't have any say in our future, we are at the mercy of ABINBEV as you know they have made many cuts already and they will make more. We the workers need to unite and stand firm together for a secure and better future. Lets vote yes on the union.

    ReplyDelete
  23. tired of being - - - - - -June 21, 2010 at 3:15 PM

    Yes, I am grateful for my job. Yes I like what I do. Yes I appreciate the things I have earned. Yes I know things are tough all around. Yes I know a lot of people are out of work. Yes I have been for the most part treated fairly. Yes I dont like what has been happening for the last five years. Yes I dont want the trend to continue of my pay and benefits to continue to be reduced so that ABInbev makes more and We make less. Im voting yes to form a union.

    ReplyDelete
  24. How long do we have to wait to have the vote?

    ReplyDelete
  25. This is great! Good job i hope we all stike together this needs to happen.Who ever took the time to do this you are my hero!

    ReplyDelete
  26. It will be nice to work for metal container with a union it is soooooooooooooo needed.

    ReplyDelete
  27. We are banding together. Now we must multiply. After that, it will all become clear to us when we should call for the vote.

    Having a voice - even on this blog - is an improvement already. Let's talk about why having a contract is necessary. Everyday more people are seeing that as a FACT.

    Spread the word. Get someone a card who needs one. Give out this blog address:

    www.canplant.blogspot.com

    ReplyDelete
  28. I think that anyone supporting striking is obviously a salaried person making comments on this site. Just another desperate scare tactic.

    To the managers: don't worry, you will benifit from our union, too. Policies will be clear. You wont have to wonder whether or not you are interpreting the policies correctly. And Cans will still be made, profits will still be made, life will go on.

    ReplyDelete
  29. It takes more than a steak or $1000 for me to be bought out. People we need to look at the big picture. Why do we work there? To provide for our families!! Its no longer AB. I don't want to break the company or get rich over night. I just want to keep what I have already earned!! Every year we don't get an increase I loose money. Sorry but the victory sign over controlling breaks put me over the top!! ABI will continue to take until there is nothing left. Please don't let this happen. We need to come together and fight to keep what we already earned.

    ReplyDelete
  30. Did anyone mention this is the same union protecting and working with another local can plant successfully since 1985?

    ReplyDelete
  31. To the management staff watching this site. If you are a good manager you have nothing to fear of a union. If you have fear for your jobs because of the plant becoming a unionized work force. Why? ABINBev has treated you fairly dont you think? How does it feel to have no voice, no input, your pay changed, your pension changed,oh yeah, they tried to get rid of you already but were denied by the government.wanna join us. we will give you a card.

    ReplyDelete
  32. Anti-union speaches have started,management asks.why do we need a thired party to speak for us?,how about INTIMIDATION, management also claims everything is on the table,only thing is,its on thier table!!!!,we need to wake up and see what real out of control power management has,continue to stick together and vote YES

    ReplyDelete
  33. 8:44pm - There is another misconception. There ARE NOT three parties or even a third party.
    The union represents the people, the workers.

    The first party is the workers - the only other party is management.

    Having the union speak for the people makes sense - the union can't be fired for questioning management and forcing them to play fair.

    Let's see what "third party" the company brings in to do "consulting" during this election.

    IBEW Local 363 has been around a long, long time. We are fair and have a good reputation throughout the entire Hudson Valley. You will be VERY proud to be a member of IBEW Local 363.

    We can handle whatever lies they come up with - just repeat the lies here and we will expose them.

    ReplyDelete
  34. The reason we need the IBEW is because we can't legally demand that MCC AB INBEV include us in on their decisions about our pay, benefits and policies.

    That is a service we will have to pay the IBEW for. Go to thier site, educate yourself. Do not count on Management or anyone else to give you all the information you need to make this decision.

    After you read about the IBEW, check out the history of the union and the people working in the union.


    I think you will see, we need a formal union so that we have a real say in what goes on in our work lives.

    No just a lot of words flying around a round, blue table.

    Please - join us in working towards making our lives better, our work better, our futures better.

    ReplyDelete
  35. http://www.ibewlu363.org/man-organize.php

    ReplyDelete
  36. Will the cost per thousand go up with a union? How will we compete in the market place with a union? Labor costs will increase. Hourly compensation packages will drive the cost per thousand up. Is that what we want? How will the shareholders reap the rewards of our labor in a flat market????????????????? Oh yea that's right I work for my family not the shareholders. My real taxes and school taxes have gone up for the last three years, I'm tired of having to work all the overtime just to keep my head above water. It should not take a union drive for management to see whats going on with hourely. What the hell are they getting paid for?!?!?!?!?!?

    ReplyDelete
  37. 7:32 - but it does take a union drive to have a say in it all and get it written down. As for labor costs ( wages) rising so high as to drive the cost per thousand up or competiveness down - don't forget - we and our union do not dictate terms of the contract - we negotiate.

    To answer "what are they (management)getting paid for?

    They are now being paid to lie, threaten and manipulate the peoples minds into thinking doing something for their own benefit is a bad thing.

    ReplyDelete
  38. First, this was a great idea....kudos!
    Second, I pity management, from the top down. They have to try to sell this inbev "10 principles" crap to us when they're getting screwed at the same time...pretty easy to see that their hearts aren't in it. They have no positive arguments for the company, so they can only go negative about the union.

    C'mon, management...say something POSITIVE about our situation...other than that we're comparatively lucky to be employed with such a good company...which now nickel and dimes us at every opportunity!

    (lol- good luck with that!)

    ReplyDelete
  39. BTW, isn't this the THIRD time our plant manager has had an organizing attempt in a plant he was running? Does that imply that he's not in touch with the concerns of his 'team members?'

    ReplyDelete
  40. 8:00 - It would seem that is the case. By the way, isn't it interesting that the company refers to the people as "team members" and yet when it comes to any decisions about what the workers earn or their working conditions- that "team" isn't even allowed on the "field"?

    Thats no "team" to play on is it?

    ReplyDelete
  41. All of the cuts and reductions are justified by the excuse that we need to be in line with the policies of our "global" company. This is the same global company who's policies resulted in European brewery workers being forced to take hostages to get their management to listen to them. _

    http://www.time.com/time/business/article/0,8599,1954675,00.html

    ReplyDelete
  42. I seem to be swaying my opinion to vote for a union. But I have one question, if we start negotiating at what we have now, does that mean we cannot end up with less? I'm just not clear how it works. Does the pay and benfits freeze when we vote a union in mean that there is no way in making a contract that we can get less?

    ReplyDelete
  43. 2:18PM - The fact is that everything is on the table in negotiations. We have no control over what the company wants or proposes at the table.

    WE DO HAVE CONTROL OVER HOW WE REACT AND HANDLE THE NEGOTIATIONS IN REGARD TO THOSE PROPOSALS.

    Don't forget -
    Right now -without a union - the COMPANY CAN TAKE EVERYTHING AWAY ANYTIME THEY WANT - and without even so much as a notice.

    Having a seat at the negotiation table beats taking a "back seat" every time.

    ReplyDelete
  44. 1:56pm - Maybe some things can line up with the "global" concept but those people on the other side of the "globe" don't live in the US or NY or even the Hudson Valley so the company better get ready to see that there is a slight difference in those two groups of workers.

    ReplyDelete
  45. Why cant we just come together and talk to management without the union? Dan and Dave always said that their office door is always open. Is it true that members of the administration team dont get a bonus any more? Did salery have there pension frozen in 2012? I dout st louis would do that to hourely. we r all just lucky to have a job. Is it true that night time differential has never changed? What does seniority mean? Why do i always feel like the hammer is going to fall? fubar

    ReplyDelete
  46. Who are the biggest stock holders? Board members!!! There job is to cut anywhere they can to increase the stock price so they get rich. When a company has unionized plants and non-unionized plants, They will be cutting from non-union plants, cutting health care quality and increase health care costs to the employees, no raises, make employees pay for the admin fees for 401k plans, take crew funds away, holiday parties away, golf outings. Think I'm kidding go to union plants home web sites, they have pics of these moral builders on there web site, see for yourself. The funny thing is management thinks its all about the breaks, How clueless, and out of touch are they.

    ReplyDelete
  47. My question is how can a shipper get writen up for telling management about a shipping issue?? He was not only told once but twice by separate people. The problem is the managers we have dont manage, The manager should have been fired for not doing his job. He should have moved people around and provided the shippers help instead of sitting in the break room doing crossword puzzels for 7-8 hours a day!!!!

    ReplyDelete
  48. Before the breaks got cut I was hurting for a cup of coffee one day. So I went out to the break room to and ran into 3 managers on the way standing at the garbage cans, as I entered I over heard them talking about there great weekends and sucking down their own coffee as well. One manager gave me a look like, how dare I get a cup of coffee when it wasn't break time, and she said," Can I help you " with a very sarcastic slang. Like I was one of her slaves. I just said , "No" and grabbed my coffee drank it and left. I was in there maybe a total of 3-4 minutes. We get no respect, and are treated like children. first lesson of being a manager is treat people with respect. The line was covered and I only wanted a cup of coffee because I was tired and it would make me perform better. Now the break rooms are on lock down, It used to be a safty concern before if you were drowsy, we are running high speed equipment!! Safty first right?

    ReplyDelete
  49. Windsor employeeys, Can you see what Newburgh is doing?Please feel free to join in.Thaenk you for spreading the word. Now oyu can see for yourselves what the power of stiking together can do. Im sure you guys feel the same way. together we are stronger.You have already dealt with plant manager twice.The company knows whats comming. Thank you . Lokking forward to talking good luck.

    ReplyDelete
  50. Is there a way we can look at some of the contracts in our sister plants that are union within the ABI network? I would like to compare wage and benefit packages. I like my job and what I do. I just dont want to give up any more for Brito or Tony. Is it true ABI tried to sell us to Ball? Can I loose my job because I'm on this site or interested in what the union has to say? There is a lot at stake and dont want to make the wrong choices. Why do I have to pay a union when there is an open door policy with Dan or Dave? How did we come to this? How did the front office become so dissattached with the hourely staff? It use to be such a great company to work for. I want to wish Sam a well deserved retirement. I love the new briquetter.

    ReplyDelete
  51. http://www.edubook.com/pros-and-cons-of-labor-unions/9111/

    ReplyDelete
  52. I just wanted to take a minute to thank whoever is involved in forming this union. I know it had to be a tough decision but the right decesion. We have not been heard for years and management has lost there passion.

    The team members are the leaders and the drivers at MCC Newburgh. The managers had years to get it right. And the didn't!!!! We need change. Because they just dont get it.

    ReplyDelete
  53. Open door policy??? Are you for real! The company has no intension on changing anything untill its too late. I am not for unions, but when a company gets as big as it is there take from us because no other choice. When they need to save money they take from us because there is alot more of us. Think about it, just the $5.00 a month for the 401k maint. fee is saving them $13 million. And no matter what they say they are saving money on the plan its self for switching to the "no name" firm. They did the same thing for medical, cheeper plan and we pay more for less coverage.

    ReplyDelete
  54. I went on the web today and went to some of the union plants web and they do sill have holiday parties , golf outings, family days, Crew functions. The pictures are right there with the dates, so management cant lie and say the are old. But they might have the other plants pull them off so look as soon as u can. They are cutting from non-union plants because its the easiest way to save money, who are we to say that they cant do that. We have no say!!

    ReplyDelete
  55. Lets see brillo (brito) wants us to work harder with less so upper management can reap huge bonuses, and what do we get? NOTHING! but as we hear from management at least we have a job. SICKENING! I'm not big into unions but my mind has changed you have my vote! Brillo Please sell us!!!!

    ReplyDelete
  56. RE: June,23-5:44pm, the open door policy,if you use it puts you in a class of disliked employee for makeing waves,YES managements bounes were cut,YES managements pension is frozen starting in 2012,YES, shift differential remains low and has never changed,seniority means that,Tony,Brito,Dave,Dan,feel like having a lay-off,they would need to follow a seniority list,which goes by the date of hire. you also claim,"you feel like the hammer will fall at anytime",you are correct the hammer did fall,will continue to fall on us,without the IBEW,THE HAMMER will fall many times over,Brito will continue to cut everything possible,IBEW is our safty net to prevent and protect us,WE are the union,organized and sticking together,you/all of us will feel better/secure about our jobs,remember vote YES

    ReplyDelete
  57. Thank you for having the courage to try and bring about positive change. Its refreshing to know that my team mates have the same concerns and fears. Health care, pension, 401k,OT,wage and benefit package are just a few of the concerns I have been reading on this site. If I dont take control of these things then Britto will continue to take. Was there really a victory dance over controlling breaks and an empty break room? All that did was to reinforce the wall between salery and hourly.

    ReplyDelete
  58. Got Dan's letter today. Very sad. Does he really think that invoking rumors and hearsay is the way to go? I thought we didn't like the rumor mill or the grapevine at MCC. Check this out, "We have been told that 10 tape recorders have been passed out to team members to secretly record conversations with management. They bought these with someone else's dues money."

    OK Dan, man up here. First, how do you know this? Will you show us some proof? Or is this just an attempt to make us nervous by starting a rumor. Did you see receipts for the purchase of these alleged "recorders"? and are you sure they weren't digital, not tape.

    Sadly, no. You know none of these things and can prove none of these things. A shame to see you stoop to something unethical and possibly illegal...but not surprising.

    ReplyDelete
  59. Dan I got a 79 page letter for you. It's the ball metal contract. Are you kidding Dan?

    ReplyDelete
  60. Hi Team, What did you think of that letter.
    I did'nt sign a card but I will now.Where can I get a card ? I really dislike unions but we do have too stop the bleeding>>>>>>>>>>>>>

    ReplyDelete
  61. I got my letter from the company today also. Desperate up there in the corner office? It was always so easy to come into the wage and benefit meeting and TELL us what the company is giving us each year, through the generosity of their corporate hearts. Next year I want to tell you what I need and am prepared to bargain for. The onlyway to be able to do this is through a collective bargaining agreement (contract) negotiated with our new union. An agreement that requires the same treatment for all employees. Not to wreck the company but to have a secure workplace and if the cards aare played right contented employees, focused on the job, not trying to cover their collective asses. Join now.

    ReplyDelete
  62. New Cards are being sent out next week if you didnt get one yet. One of the managers gave us the list.

    ReplyDelete
  63. Dan I heard in the hallway:

    A couple people have those little cameras that go in your hat. One has a pen -they were saying smile pretty managers! Make sure you don't violate the law between now and the election.

    I also heard two managers close to you are spying for the union.

    This was the only safe way to tell you without being labeled a rat.

    ReplyDelete
  64. That letter was the worse thing ever lets all welcome local 363 !!!!!

    ReplyDelete
  65. Again I ask are we ready for the vote?

    Is everyone strong enough and informed enough to be able to walk up to the voting table and vote YES I WANT LEGAL AND INFORCABLE REPRESENTATION.

    I am.

    ReplyDelete
  66. WE ARE READY for the vote I think we have a great group of people here. There are still some who want to be part that didnt get their card yet......we will be filing soon enough.

    The time now is for discussion. Real discussion. Let's talk. EVERYONE NEEDS TO UNDERSTAND THE COMPANY PROPAGANDA IS JUST GETTING STARTED.

    lET'S DISCUSS WHAT THEY WRITE AND SAY RIGHT HERE.

    Nothing trumps a voice and a contract - I don't care what lies you get bombarded with.

    By the way, the manager sending anti union websites to me is a goof.

    ReplyDelete
  67. the managers are on that all day long i walked passed the sector leader office and seen jason owens on it heis your man for anti union some of them are being pretty cool.

    ReplyDelete
  68. The bottom line is this. When Tony says that the we will get nothing for wages or pension, (but a steak dinner and $1000) I feel Dan and Dave simply says OK.
    We have no say or voice in the NORTH AMERICAN ZONE. Britto already tried to sell us once and I'm sure he will try again once we are milked of everything. It makes the company more marketable to be sold!

    A contract will give us that voice. Without one do you really think we will be getting an increase in the pension or wage benefits anytime soon.

    WHO'S RUNNING THIS COMPANY? BP? HOPE THEY DO A BETTER JOB RUNNING AN OIL RIG THAN A CAN PLANT.

    ReplyDelete
  69. Dave--Le-Ham (the peoples manager)

    You and Dan K--seem to be joined at the hip? Is he a Peoples manager also?

    ReplyDelete
  70. Guys and Gals yes I do want a union but do we really have to get nasty with the managers.
    Just remember one thing we need to stick together leave them out don't listen too there comments we know we are there so let be mature about this.

    ReplyDelete
  71. Does the union have a Doctor that performs "return to work" physicals on members who have been out on medical "leave" before returning to the job? In the past select individuals have been denied return to work even though their physician (usually a specialist) says they can return to work. We are then sent to the company contracted quack for his "physical and opinion". He has been known to over rule specialists' opinions of the employees ability to perform and that person cannot return to work until they can pass his scrutiny. Basically is there a "rebuttal" physician?

    ReplyDelete
  72. D Crew's anti-union speech seemed "kinder and gentler" than previous crew speeches. Must be practicing in front of the other managers for rehearsal. Still, not very convincing.

    ReplyDelete
  73. By the way, I already signed my card. Does anybody need my mailer?

    ReplyDelete
  74. Dear Anoymous: Re: Dave Le-Ham. Yes they were joined at the hip at one time and as the Peoples Manager he has an 800 number you can call to fix that dilemna. Which seems to be the scope of his tenure as HR---- oooops. pipples, peoples manager. "Dave, am I covered?", "I dunno, here's an 800 number call them and find out and let me know what they tell you." Yes Dave "800" Lehman

    ReplyDelete
  75. This is an exciting campaign because all of us are together here. Its going to be a good union

    ReplyDelete
  76. Walrus- no we do not have a doctor but we can negotiate that issue with the company at the bargaining table. I don't see how one general practice doctor who is paid by the company can overrule a private sector specialist with nothing to gain or lose.

    ReplyDelete
  77. I still have a "plant" or a "manager" or a "plant manager" upset because I wouldn't bite on the anti-union company crap he is trying to send me. It means nothing to me.

    I'll handle that.

    ReplyDelete
  78. THANKS FOR YOUR CARDS EVERYBODY AND FOR SUPPORTING YOUR MANY FELLOW WORKERS WHO HAVE ALSO SENT IN THEIR CARDS!

    The CONTRACT is what is IMPORTANT in all of this. That is the goal. Everyone should read the BALL CONTRACT - that is a current active contract. Any anti-union or other "facts" or rumors are designed to bring you away from the subject:

    The contract link can be found top right of this
    site - just click and read

    ReplyDelete
  79. WHEN IS THE NEXT UNION MEETING TEAM MEMBERS WOULD LIKE TO ATTEND BUT THEY ARE SCARED OF GETTING FIRED IS THERE ANYTHING YOU CAN SAY TOO MAKE US FEEL COMFORABLE ABOUT GOING.WE HAVE A COUPLE MORE QUESTION BEFORE WE SEND THE CARD IN.

    ReplyDelete
  80. In Response to the question of the When The Next Union Meeting Will Be.

    Our best bet maybe to show up to the meetings in MASS. We could have two meetings to work with a/b crew schedules and c/d crew schedule.

    We would have to make a firm commitment to each other to show up.

    WHAT WILL THEY DO - FIRE ALL OF US!

    ReplyDelete
  81. Dan - the ship has sailed and is sinking!!! Too many holes for you to fix. But you want to be the hero and save the company some money, lose 1 of your 2 production managers and combine fe and washer sup into 1 position. That will save you at least $200k plus bonus.

    ReplyDelete
  82. On the subject of the next meeting: I believe we need a really good meeting with everybody there. Those that are on the fence, those that are for it already and those who don't want it.

    We can have the meeting at the IBEW Local 363 building at 67 Commerce Drive South, Harriman NY anytime and anyday. You will be amazed at the organization you will be part of.

    I will write a blog entry on that subject and we will set out a plan.

    ReplyDelete
  83. Thanks for the initiative. I'm sure that based on the dialogue this week, a lot more cards will be in the mail monday morning!

    ReplyDelete
  84. You are so welcome! Sending more letters out monday morning with even more cards. We are going to do great.

    Please join the discussion about having a meeting which is coming soon right on this site.

    ReplyDelete
  85. We have a lot of very smart people with and without degrees. Why is it that we cannot promote from within. Management experence is not the same just because someone use to watch furniture being made or car parts. This is a very fluid manufacturing job. When they hire strictly from outside what is the chance for advancement. Team members on advice from upper management (DAVE) have completed degree work. Now after more than 2 years being told : SORRY CHARLIE: not what we are looking for.

    ReplyDelete
  86. In our work area we neede a printer, had to wait NINE MONTHS. Were told no money we are a multi BILLION dollar company not asking for the world just what needed to do the job. Originally told copy paper locked up. WOW HOW DID WE EVER GET 37 MILLION BONUS FOR OUR BOSS> from us and it is not over yet. Is anyone worth that money when thousands of jobs around the world were eliminated to fill his pockets.

    ReplyDelete
  87. Dan you want to save the company money?? Why do we have a superintendant during the day, they are never on the floor anyway. They are in the front offices all day long in so called meetings. If we have a problem we have plenty of resources to pull from. And like stated above you have process washer manager that can be combined with front end. Really, is there enough work there for a full time position???? We use to have a washer superviser on top of that is that position being filled? Then you take hourly to do work for your managers, whats up with that?Our safty manager is so busy he needs help? Really??? You have an hourly doing what your process superintendants should be doing (rover). Thats the problem your managers dont do their job that they are suspose to be doing. Like the shipping incident mentioned above, "WHY DID YOUR MANAGER NOT MANAGE AND PULL RESORCES?"

    ReplyDelete
  88. Walrus: in response to the company doctor, I'm sure the company pays the doctor very well to keep the people away that they dont want to come back to work. That is so obvious, and a law suit waiting to happen!!!

    ReplyDelete
  89. If I filled a card and gave it to someone other then mailing it should I fill out another card and mail it ?

    ReplyDelete
  90. ALLLL ABOOOARD; Yes conductor Dave, Conductor Dan: We hear you, but look around, Engineer left, Fireman left, you have no coal, no steam. Train dead, people getting off, look at the platform. We are all waiting for the next train. Current train is broken. You and INBEV are UNSAFE to ride with without some help. Not a pretty sight now

    ReplyDelete
  91. WORLD CLASS STATUS::: If the people on the other side of the wall have it all together, why did we loose this. Not the end of the world for us but at least then we were at the top of the game, currently we are still in a free fall, moral, work conditions, open door,,,oops mean closed door...

    ReplyDelete
  92. CHRISTMAS PAST: huge party, Anthoy Pier 9, Team building off site,Team member status, pay for knowledge,open door policy imput appreciated . CHRISTMAS CURRENT FUTURE::: Medical costs upswing, no raise, no pension increase, being told you are 40% over paid; leave us alone, close the door. This movement is important, really think where we will be further in the future without help.

    ReplyDelete
  93. HUMOR!!! DO NOT BE FOOLED !! A few months ago we had 3 team members (not operators) retire. 1 cake to celebrate, when I asked I was told if you want cake come in. Not the point. 60 miles for a piece of cake, NOT Happening. Plant recongition of years of service. Sam retires a cake for all 4 crews. See it is important to celebrate mgt , but not us. JUST THE MINDSET need to save money. FUNNNNNY!

    ReplyDelete
  94. Dan and Dave you talk about how bad the economy is right now if it is that bad why are we running July 4? stop using the slow economy as a excuse.you have enough problems. next you say you are a team player if you have Dave by your side all the time does that make you ( players) ??????? who really is getting played here ? my grandfather told me something along time ago you take care of the company and it will take care of you not any more its all about money. next i think the next union meeting should be held at work and lets all talk together. if you think that will work . i no its your job but preshift meetings with the 2 of you are a waste of time. thankyou local 363 you have my vote

    ReplyDelete
  95. Thank you for recognizing us as the representative you want. You won't be disappointed. I am posting a blog story about meetings tonight - I was going to wait but we need that discussion.

    ReplyDelete
  96. Well some important some not but,cut Golf outings,cut pizza parties,cut ice cream cart,cut hats,cut shirts,cut jackets,cut game tickets,cut Busch
    Gardens tickets,plants,water,activities money,soda in the conference room,wage and benefit survey,paying for health benefits,nothing added to penision, no raise,no way to advanve without a degree,remember Anthonys pier 9,ECM's w/family,spousal party,Breaks,go off plant to get lunch,discount at Bud Shop,shoe truck,hotel room when u risk safety coming in during a storm,raises push out months each time to lose a year, please step forward and take credit for you have caused this!

    ReplyDelete
  97. Not much left to take, without it hurting our families. If we worked for the automotive companies we would understand,but just so someone can have more money than they can spend???????????

    ReplyDelete
  98. when Tony left the continuity started to break, but know there is none!

    ReplyDelete
  99. Congrat's to Sam good luck.Your going just in time

    ReplyDelete
  100. For everyone that has not read the brazilian magazine article about Brito and the direcion we are heading it is a must read, hears the link:

    http://thebrazilianeconomy.com/american_management_by_brazilians.php

    You guys and gals have to read this. Brito and his fellow colleagues are being rewarded at the expense of our pockets. I have no problem with executives being compensated as long as they are not the only ones which they are! There is no trickle down here, they are making us pay more so they can line their pockets with BILLIONS in bonuses. If he wants us to be 50% range so should he and all the other executives. I dont think anyone should be comensated for cutting someones elses bottom line.

    ReplyDelete
  101. I do understand our attendance policy. We need team members for production and we were all hired with this in mind. We have a job to do. If Dave-Dan were to control Mgt team under same guide lines, they would all be on probation. GET IT TOGETHER:: WE ARE TIRED OF DOING YOUR SUPT COVERAGE: You have a job to staff this plant but YOU KEEP FAILING TO DO SO. Dont worry Dan, it is ok, not, Wake-up. NO EXCUSES!!!!!!!!

    ReplyDelete
  102. Just read the article that Woodrow linked above..truly brilliant insight into why even the Brazilians can see that the INBev style of management is headed for difficulty...

    ReplyDelete
  103. I never really thought about all that stuff that was taken away, because it didn't hurt until it came out of my pocket. Weren't we giving all that stuff because we were proemployee and not union?

    ReplyDelete
  104. TRAVEL ALERT:Mcc9: LEVEL RED:: Dave-Dan Transport Inc: Do not book with these people, boat is sinking, train not leaving station.COME FLY WITH US, airplane not air worthly,no peanuts, no soda, maybe not enough fuel for the trip, unlicensed pilots,get lost in facts easily. Lets all walk to our destination together and vote to have some help on our side.

    ReplyDelete
  105. What if we vote in a union and I dont like the contract? The Ball contract will pay their people a lot less money in 2015 then I'm making right now!! How do you get all the people in the plant to agree on a contract when we cant agree on a sunny day? Tony, Dan and Dave, this is where you guys chime in and give us a 5 yr plan (starting in 2011) as to what is going to happen to our wage and benefit package, (in detail). If not then you leave us no choice.

    ReplyDelete
  106. 1:30 am - The majority will have to approve and agree to any contract, your contract will reflect what you have and negotiate - the Ball metal contract is an EXAMPLE of a contract it will NOT be YOUR contract.

    Even so, keep in mind that at least Ball Metal has it all on paper - it cannot be changed by the company anytime they feel like it. So even though they have some thngs that are less or more than you - its all on paper - it's binding, it's in a CONTRACT.

    In Newburgh, you have nothing on paper. How do you enforce or dispute what is not written down and agreed to? What you really have now is NOTHING and it is temporary and at-risk EVERYDAY. That's the big difference and the main point.

    Also, do you actually believe that if Dan and company came by with a "five year plan"
    spelling out the wages and benefits for you that you could expect it to hold true? For even 1 year?

    You do realize that the 5 year plan can be changed in 5 minutes as soon as management thinks the union is gone - don't you?

    Heres an idea - get that great 5 year plan, bring it on July 11 and we will propose it as the contract - then they couldn't change it for 5 years.

    Or it will be so great that you are right - and the workers will all see that they don't need the union because Dan and Carlos will take care of you all for ever and ever.

    Oh wait - that's what the company did last time when the people wanted a union. And you see where that ended up.

    See you on July 11 - all of this will be discussed.

    ReplyDelete
  107. IBEW 363: Thank you for responding to my post about the Ball contract. I have given the better part of my life to AB and have been loyal to a wonderful company. This new company "ABI" is new to me. The ball is in their court. I was always taught to be data driven and not to shoot from the hip so that I can make the right choices. From what I have read......the fab 40 is going to split 2.5 billion. Where is that money coming from?

    Lets get Tony in New York and discuss exactly what Brito's plan is for us in the next 5 yrs so we can make a data driven choice about the IBEW. Please Tony, lets put this to bed and make this company a great company to work for. BRING THE PRIDE BACK!!!

    It breaks my heart to see my crew hold their heads so low. I have never seen it this bad. The current management team has dropped the ball.

    ReplyDelete
  108. A "voice" at work is exactly what the people want and need- they are holding their heads low because they are on the outside looking in on all decisions and have no right to question or have any meaningful input. They see that they are powerless and helpless to even TRY to help themselves.

    Will the 5 year plan be signed and agreed and not subject to change?

    If not , that plan isn't worth the paper its not written on.....I think you know that.

    July 11 is the day the plant moves forward for the benefit of the workers. Come and express your opinion.

    ReplyDelete
  109. Also, watch the video - Brito has already stated what his intentions are.....watch it and hear him for yourself......

    BRITO SAID THERE WILL BE NO CHANGES FOR EMPLOYEES.

    So there you have it, no changes for all. That's what he said.


    Is that what you see happening?

    If not, how do you believe any 5 year plan?

    This is about the EMPLOYEES speaking as one and having rights. You can 5 year plan me all you want - you will still be EMPLOYED "at-will", fired for NO REASON - with no recourse to right a wrong - with everything you do have subject to elimination without notice INCLUDING THE WHOLE 5 YEAR PLAN to go along with no having CONTRACT.

    THAT IS A WEAK POSITION TO PUT YOURSELF IN.

    July 11 will chnange everything for the better.

    ReplyDelete
  110. REALLY : YES -WE-( CAN) !!!June 30, 2010 at 12:13 PM

    I have read all of the comments hear and i see several team members talk about Dan and Dave or even tony like there saviors. Dan and Dave's open door policy. What a joke your not really that nieve are you. How many team members went to Russ and corporate about our Ex peoples manager ( Jorge ignor-us) and his manipulative ways and absolutely nothing was done about him. Remember team members like Harvey cole , Steve moskwa, and Danny Madura. who in front of a circus of clowns (steering committee) won his level one but was still FIRED!!! two managers were equally involved in both Harvey and Steve's so called policy infractions, what happened to the managers??? how do they look in the mirror every night after they fire someone like that with made up issues. some of them are the biggest pack of liars that sit at the same table.
    The one manager was just involved again in another team member getting disciplinary action taking against them for the lack of there managerial duties. tony the savior? pretty sure he was the one that said no to Danny Madura when he won his level one. remember how he gets mad when you challenge him in meetings or on the floor!
    WHERE WAS THERE REPRESENTATION ?????
    you keep saying please tony! I will sign yes when the vote comes. I work hard , when you work hard - - YOU EARN AND DESERVE RESPECT!!!!
    RIGHT DAN? OH NO THAT'S NOT WHAT YOU SAID.
    I think you said something like you and management deserve it no matter what!! You came to OUR PLANT with your pompus attitude like your better than everyone else!!! why???
    You made a big deal in an off site meeting where we had round tables and got mad because a few team members that sat like normal people do when your sitting at a round table. rumor has it that you even had those team members talked to about that. get this folks he couldn't even talk to these people him self he supposedly had another manager scold those team members.
    that's the kind of leader you want? not me!
    In Dan's fact sheet he was so nice in giving us. THE FACTS!
    FACT 1 - THE UNION CANNOT GUARANTEE THAT,IF GIVEN THE CHANCE,THEY WILL BE ABLE TO NEGOTIATE A BETTER DEAL THAN YOU HAVE NOW.

    Q.A.- WE HAVE YET TO HAVE ONE GUARANTEE IN ALL THE YEARS WE HAVE BEEN THERE!! OH WAIT MAYBE THERE IS ONE. GUARANTEED TO GET WRITTEN UP EVEN WHEN THE MANAGER IS AT FAULT!! HUMM SOUNDS LIKE A TEAM TO ME!! YEA TEAM!

    FACT 2 - NEITHER UNION NOR ANY OTHER UNION CAN GUARANTEE THAT A COMPANY CANNOT MAKE CHANGES.

    Q.A HOW MANY TEAM MEMBERS HAD THERE INSURANCE CHANGED ON THEM HALF WAY THROUGH THE YEAR?? Remember how many times over the years they have moved our raises forward several months. some lame excuse about meeting the others parts of the (sister plants or companies)remember these changes. how many times where we close to getting 10% on our gainshare only to have the catagories changed just when we obtained the goal.
    WANT TO TALK ABOUT CHANGES SOME MORE??? I THINK THE COMPANY HAS MADE MANY,MANY CHANGES TO US, AS THEY PLEASE!!
    AND I WANT TO SAY THIS WASN'T ABOUT BASHING MANAGERS CAUSE WE HAVE HAD SOME GREAT ONES IN NEWBURGH. IT IS ABOUT RESPECT THAT WE NO LONGER GET AND HAVE NOT BEEN GETTING FOR SOME TIME NOW. I DONT KNOW WHO BROUGHT YOU UP DAN BUT YOU SHOULD RESPECT SOMEONE BEFORE YOU GET RESPECTED BACK!! I DONT CARE HOW IMPORTANT YOU THINK YOUR TITLE IS.
    NOW I ASK EVERYONE
    IS THIS THE GUY OR GUYS THAT WE WANT TO FIGHT (THERE WORDS) FOR US AND OUR (GREAT PACKAGE) EVERY YEAR???
    LIKE I SAID I AM TIRED OF THE LIES! THE SUGAR COATING OF SO CALLED (GREAT PACKAGES)
    INBEV IS A HACKER COMPANY THEY KEEP CUTTING UNTIL THE BUSINESS IS PROFITABLE ENOUGH TO SELL OFF. THEY DOLE OUT MILLIONS TO THERE UPPER MANAGEMENT TEAM AT THE EXPENSE OF ALL OTHERS IN THE COMPANY. WE THE TEAM MEMBERS NEED TO START HAVING THESE THINGS SIGNED AND IN WRITING. SO IT CANT BE CHANGE UNTIL NEXT NEGOTIATIONS.

    I'M TIRED OF SAYING PLEASE AND ACTUALLY HAVING NO SAY AT ALL!!!!!!!!!!!!!!!
    I WILL SAY THIS NOW. YES,YES,YES!!!!!!!!!!

    ReplyDelete
  111. I agree with you Yes we can. Anything they say now is because the union was called in not because they care. You would have to be a jackass to believe anyting they say in this whole time it takes to bring the union in.

    Union YES at MCC!

    ReplyDelete
  112. I dont see any anti union blogs on here?!?!?!? WHY? Tony? Dan? Dave? I would love for you guys to come to the meeting on the 11th. Lets put it all on the table. Since INBEV took over, this is the first time I have felt like I'm not part of the team. Do have any idea how many times I came to work without sleep?, sick as a dog?, any idea how many times I had to wipe the bright can because you guys cant get the chems right?, work in temps that you would not keep your dog in? We all made the company what it is today. Stop the bleeding.

    ReplyDelete
  113. Reading the Brazilian magazine article should prove to all that the new management of AB cares little for its workers. Benefit cuts and wage freezes forced on thousands of American workers in order to generate billion dollars in bonus money for a select few is both unbelievable and unconscionable. Yet according to our local management, we should rely on them to act in our best interest. Do any of you honestly think that plant management will do anything for us that might stand in the way of Brito's money grab? Can anyone think of any recent action of management done FOR our benefit? All this is occuring while our company makes strong profits. The bottom line in all of this is that we cannot trust or expect our managers to act in our best interest. We need a union to help us stand up for our rights as workers. Sad to say but the days of trusting that the company will do the right thing have long since passed.

    ReplyDelete
  114. Will the Ball Contract be the same contract we have when we are Local 363?

    ReplyDelete
  115. That same manager that was involved in the shipping issue, that said he knew nothing about it, and was told by two shippers, once during turnover in front of both team leaders and the other superintendant was also involved in Steve Moskwa getting fired. Yes Steve was not the best attention to detail guy but he did show his superintendent the issue that he was having on the printer, the same issue we have with all the promo cans where the promo print looks like crap because of photo problems. His superintendent, Dan, said What he always says, "do the best you can" Yet just like the shipping issue claimed that he knew nothing about it. The management team will always cover their butts. how offten do you hear the people's manager say, "You have to do what you think is right" This way he is covered, because he didn't tell you anything. What the hell do we have a people manager if he cant give us advise, or he will say, "I'll get back to you on that." Snow storm, STATE OF EMERGENCY "Dave I'm going to be late because of the storm will I get an occurence if I come in?? Not sure team member you'll have to do what you think is right." Wow, pretty simple question. If I was HR manager and wanted the plant running I would have said, "Team member if your willing to come in you have no worrys about an occurence, we need the help and I appreciate any help we can get" Is that so hard!! Do what I think is right? NOT knowing if I'm going to get an occurence or not, then hell NO I'm not coming in.

    ReplyDelete
  116. NO - the Ball Contract was negotiated for them only. Every contract is different and negotiated based on the workers that it covers.

    ELECTRICIANS MAKE $62.00 AN HOUR MAYBE WE SHOULD ADOPT THEIR CONTRACT....BUT IT DOESN'T WORK THAT WAY - YOU NEED TO NEGOTIATE AND BARGAIN THE CONTRACT.

    Don't forget either, the negotiating committee includes workers from each shift and no contract is in effect until the people approve it.

    What you want and WILL HAVE that WILL match the Ball Contract will be the TABLE OF CONTENTS. The items in that will all be negotiated and included in your contract based on your plant and the people in it.

    Hope that clears it up about how you get YOUR CONTRACT.

    SEE YOU JULY 11

    ReplyDelete
  117. To the MCC hourly team......Please list the top five things that are most important to you.
    1 Pension
    2 Wages
    3 Health benefits
    4 401k
    5 Respect

    Do you really think Brito and the fab 40 would cut any of these things to line their pockets?
    If so then I will see you on the 11th of July, our new independence day.

    ReplyDelete
  118. vote for americaJuly 1, 2010 at 7:36 AM

    We have to remember why we are going forward in this. We have a company that ONLY looks out for the top management " the fabulous 40" the 2 billion dollar payday! This company with Mr. Burrito at the helm may improve profits in order to line his pockets but he is also diminishing the AB brand. He turns the marketing dept upside down (just look at the last superbowl ads what a joke they were). He makes vendors wait 120 days for payment. He took thousands of good paying jobs from America and for some reason he thinks this is all good for the imagine of Anheuser Busch products. Burrito is known as the wrecking ball. St. Louis does not trust this company and neither should you. Vote Union ! Count me in

    ReplyDelete
  119. Pension, wages, health benefits and I don't want the company to be able to change anything they want without us even knowing its coming.

    July 11

    ReplyDelete
  120. To the management genius or the company suckup who has sent me THREE nasty messages and non union bashing sites as a comment and wondered why I ignored all three:

    This site is for the UNION and FOR THE PEOPLE.
    It's for concerns, questions and comments from the WORKERS. Not for your company crap. You aren't the boss here or even a suckup to the boss. We are moving toward getting a contract - and we're not playing games.

    As for "you" challenging me on the 11th - bring it on. I would love to have a debate about who makes sense and who doesn't in front of everyone.

    This is about getting a CONTRACT - and that's what it will continue to be about.

    ReplyDelete
  121. Seems like the get on the train , or if you don't like it get off theory isn't working. Dan your train is leaving with just you on it. My father use to say don't let the door hit you in the ass. Making a name as a cost cutter from Jac's to Win's now newburgh hasn't left you much time to understand people,especially how to keep them working for you. If you were a good manager you would know how your people that report directly to you felt. Hell if you don't know that how could you know how bad it sucks working for you. STAY ON THE TRAIN

    ReplyDelete
  122. Jeff if we become union buddy you are in big trouble.

    ReplyDelete
  123. Never thought I would be here writting something that we were told. Breaks:: When the policy was being unrolled, someone asked where it came from;;;INSTEAD os simply saying we (Management) are doing it. THEY BLAMED IT ON RUSS LIMBURGH,, Have some respect Newburgh Management , Put the stink on yourselves. Russ passed away !!!!GOD BLESS, REST IN PEACE WITH RESPECT

    ReplyDelete
  124. Blame the dead guy, how "whirled" class. Take the blame up the ladder. I'm amazed at the conflictng rhetoric from those in command. "We are trying to save money so we can be a part of the global company". Bring in the VP for "Supply", big rosy picture. Let's get one thing out there first. If we are saving money why are we so management top heavy? We the workers are to be lean and mean, short handed shifts, etc. Meanwhile Assistant Managers to the Managers and an hourly is still doing their work somewhere along the line. If we are serious about this, let's get it going. Attend the meeting if you can, be heard and listen to what has to be said. Then come to the only logical conclusion: WE NEED THIS!

    ReplyDelete
  125. Ok, are you ready to get rid of changing policy on a dime about overtime? Let's force 2 backend production techs to work on a holiday weekend and shift change weekend on the 3rd day. Aren't they supposed to post on the second day by 12?

    ReplyDelete
  126. Oh, and Jeff, they're right.....WHEN this goes through, your rat ass will be exposed!

    ReplyDelete
  127. How ironic, the only one here with balls big enough to post his name is a woman!! Dianne your P/E ratio just went up in my book. You go girlfriend. Thank you for having the courage to bring about positive change for all the hourly. There are so few of us there, we need to stick together. I'm sick of management wanting a reach around and not being decent enough to say thank you.

    ReplyDelete
  128. I agreee! If we have to be lean and mean the old school managers should be held too the same standards and carry their end of the load. Instead they hang out in their office and send their cronies out to the floor!

    ReplyDelete
  129. I would come out and state my name when someone or some organization like IBEW can guarantee I can talk without getting canned. Till then, I'll just be "Fed Up".
    And I agree, the rats going to the office like Jeff will not thrive.

    ReplyDelete
  130. Is it true we have over 100 cards ? Why have we not filed yet?

    ReplyDelete
  131. Keep 3 eyes on Jeff Boes---He goes up front with all the info he receives..

    ReplyDelete
  132. Jeff Boes--Do you think all the info you give Dan K. will get you in the shop? How long have you been trying to get in there? Give up--and join us..

    ReplyDelete
  133. Can Stick - We have a second mailing that went out a few days ago and we want to give those people a chance to send in their cards too. We will discuss filing for the election at the meeting in July 11.

    ReplyDelete
  134. Fed Up - you probably feel that way because you do not trust the company to respect YOUR RIGHT AS AN AMERICAN to form a union.

    We are working toward getting EVERYONE that respect so that EVERY WORKER can have his or her opinion and not be in fear of speaking.

    You neeed a contract - with workplace protections - that can afford you the opportunity to at least have your say without the fear of retaliation.

    ReplyDelete
  135. You guys really need to stop bashing Jeff just because he has a different opinion than some of us. It could be, that he does not have the same information as all of us. You are doing to him, exactly what you feel the company is doing to you, and it needs to stop. When/if we get organized, it will be far better for us to have a unified team.

    Please, do not make anyone feel left out of this process. Make everyone feel invited to the meeting on Sunday to have their questions answered and maybe they will walk away with a better understanding of what is going on. Don't turn this meeting into a union pep rally. We've been lied to, and manipulated enough. We need honest, open, unthreatening communication.

    All the name calling and threats make us sound unprofessional and juvenile. We can be better than our management team, and now is the time to prove it to them. We're better than that.

    ReplyDelete
  136. I agree with can maker. We need to stop basing we are adults, this is something we need so baaaaaaaadly.Lets foucus on what is important.
    See you on July 11.This is to fed up hang in there stress is bad I really believe we are all coming together as a team and we will be local 363.

    ReplyDelete
  137. This is the best union drive ever.This is finally going to happen.Thank God !!!!!!!!!!!!!!

    ReplyDelete
  138. Well said canmaker! I agree.

    ReplyDelete
  139. I agree with canmaker. We are better off trying to get this union organized than fighting with each other. Not everyone will see the union as a positive step but hopefully most of us will. The real villian in all this is AB Inbev management who are trying to get rich on the backs of the workers. Local management must try to stop our efforts but that is a pretty hard sell given all the recent cuts and wage freezes. Be prepared for increased pressure from management as we get close to July 11. Hang in there, we will succeed.

    ReplyDelete
  140. The best reaction from the workers in the plant to any maanagement pressure is to listen politely and realize that you cannot have a CONTRACT without the union.

    There is nothing else that can trump that.

    You can even agree with them if that is what you think they want to hear from you - we will do what they did in response to your concerns in the past - listen , nod and smile.

    See you all July 11

    ReplyDelete
  141. team members-that is just a scam,we ,like everyone else are just employes,we have no say in anything,with the IBEW,to reprerest us as one,we will speak as one,not individualas,as now we fear so much,we can't be heard

    ReplyDelete
  142. Not only Jeff will be exposed, but Tony P as well!!!! RATS!!!

    ReplyDelete
  143. Press Release: Dave-Dan Transport Inc. is pround to announce to the world the appointment of Dr. Jeff B to the posistion of head steward on our airplane. He comes to us with 23 yrs of spreading CHEEZE @ Mcc9. Recent graduate work involved CHEEZE Appliciation.

    . I am sure we have many future training jobs for him. He will continue to offer all types of CHEEZE, but due to cost control, Crackers will be .25

    ReplyDelete
  144. Remember Mike R. due to a bad hair day by previously mentioned Tony P (Rat) he no longer is a fellow team member. Of course I am sure both sides were not equally heard, How could Tony P. be wrong after all he has the title of team leader. and also chain smoker, funny how the new break and smoking times do not apply to him

    ReplyDelete
  145. That funny but let's stay on track.we are here because we care about how the place is being ran into the ground. It would be nice to at least have a hand on the wheel of this run away bus. By the way hahas anyone seen Warren. Sorry couldn't help myself

    ReplyDelete
  146. Since Dave--Leham has become "The peoples Manager" He has gone thru 8 office chairs--but still has the same pair of shoes..Whats that tell you? Any info on the new 401K company we asked you about 2 1/2 weeks ago Dave?

    ReplyDelete
  147. preperation "H" hurting from great packageJuly 4, 2010 at 9:22 PM

    WARREN?? WARREN WHO? WHAT ARE THOSE NEW COMPANY MISSION STATEMENTS AGAIN - OR IS THAT THE TEN COMMANDMENTS? NOT QUITE SURE WITH ALL OF THAT COMPANY PROPAGANDA ALL AROUND US.BUT IS'NT IT NUMBER 9 THAT SAYS LEAD BY EXAMPLE? I WASN'T SURE WHAT THAT MEANT BUT NOW WE KNOW. WE HAVE BEEN TAUGHT IT'S DO AS I SAY AND NOT AS I DO!! LIKE YOU LOW LIFE WORKING SLUGS COME IN THE BREAK ROOM ONLY WHEN I SAY YOU CAN AND FOR HOW LONG I SAY YOU CAN. MAKE SURE YOU ASK PERMISSION OUTSIDE THOSE GUIDE LINES, BUT WE THE MANAGEMENT STAFF WILL COME AND GO AS WE PLEASE!!!!!!!!!!!!! COME IN LATE MISS MOST OF THE MORNING MEETINGS GO HOME EARLY, STILL LEAVE FOR LUNCH'S ALL THE TIME. SO THAT FOLKS IS HOW LEADERSHIP RULES AS A FAMILY ORIENTED BUSINESS!! THAT IS LEADING BY EXAMPLE!!!!!!!!!!! WE gave you a GREAT PACKAGE!!
    guys come on stop your crying will ya.you gave us a GREAT PACKAGE ALRIGHT!!! STILL HURTING

    ReplyDelete
  148. Remember when Mgt came to our meeting gleaming all over and said we will not BE SOLD they were all so proud. Fast forward, they loose pension, pay locked, and we are not sure of other details. Their RALLY in the front office is hollow, very hollow. Work HOLIDAYS as we forgot how to make cans daily, 5.3mil etc Got to many cans, OH NOW WE HAVE TO LITTLE. Call us we will be unreachable as we do not do those holiday, Sat or Sun, now not even Mon to provide support for A crew. Call only during business hours unless we left early to play golf. Fellow team members YES WE DO NEED HELP!!! Mgt wages are locked for years, listen to what they said to us we are over paid, do not pay enough medical cost next pension?? Seems to many only one direction we are on the wrong, plane, boat airplane. PS did Dave Lehmans plant mgr pay ever catch up with his present job. His own advice given to himself did not help himself. VOTE FOR HELP!!!!!

    ReplyDelete
  149. I'll just answer for the Jeff bashing. We want him to come into this union with us. If he chooses not to, that's his option. That's what makes America great....choice. What I don't like is how he takes someone's good name and bashes it. And how he runs to the office to ruin this union drive. Nough said.

    ReplyDelete
  150. Maybe with a union you can take more beer when ever you want even if its not yours and still have a job.

    ReplyDelete
  151. Typical management comment. Maybe without the union the paycuts will leave you with a paycheck big enough to only buy two beers

    ReplyDelete
  152. Been reading some of these posts and dont know what the hell they have to do with a union or improving our benefit package. Stay focused and stay the course. Otherwise you pissheads are going to loose a lot of votes!!!!!

    ReplyDelete
  153. Benefit related 5 pm Tue.: Mercer still doesen't have the 401K site on line. They did say Tuesday to our benefit earlier than later would have been better. Is this a sign of what to look for from them????

    ReplyDelete
  154. well i guess its o.k. to shut the plant down during the summer for periods of time to save money from central hudson.. hmmm but not o.k. to shut down during 3 foot blizzard and state of emergency putting numerous employees at risk.safety number 1... hmmm does this sound PRO EMPLOYEE.. get off ur hi- wagon mgmt.. we r people treat us like it.. u can't hide LE - HAMM anymore has held numerous jobs and has been terrible at all of them.. whats next has done zero for us hes even worse than ignore ya.. WOW.. GO UNION....

    ReplyDelete
  155. Jacs 3% raise - $3 pension - new 4% bonus - $1000 to sign there 3 yr CONTRACT!

    Newburgh $1000($510) for pro union. increase cost of benefits, not looking good for a raise in the nerer future, 11% bonus same as it has been for 22 years,cost of living in new york 30% more than Jacs Do the math, Takers only survive so long enjoy your ride its about to end "Vote Yes"

    ReplyDelete
  156. IBEW 363 - I think you should try and post all postings that are not vulgar. We hear more and more about stuff that is censored because it does not promote the union. The person sending you stuff is not a manager even though he is a suckup. If people get the feeling that you are selective in what you allow just to serve your goal then you will give the impression of being more of the same in a new format. Seems like more than one person has been censored. It does not help the effort. Nobody wants to he manipulated and this is why we came to you.
    It is past the point of turning back and wouldn't want this to be the straw that broke the...

    ReplyDelete
  157. meets expectationsJuly 7, 2010 at 1:12 AM

    Dan K. You told us when you gave is your last speech that the union is trying to get in here because the transition and the economic times made us vulnerable. I am amazed that you still don't get it: we went to the union they did not come to us. Recognizing this would be like the first step in understanding those that work for you and make your successes happen. You are disconnected even now.
    Are you reading this Tony Bhalla? This is your goldden boy that stunk the place up. Still think it's undeserved? Tony B you're loosing your touch if you don't get this one.

    ReplyDelete
  158. INteresting that we've got a resource that hasn't been used in our plant. At least 4 TM's have worked at Ball/Reynolds before coming to MCC- why not ask them what their experiences were when they were IBEW members?

    ReplyDelete
  159. 12:22 am - There have been only two posts that I did not post - both were management anti union related sites. If you think that the company will give me space to advertise our pro union sites and pro union info in their letters to you than I would have to rethink those two posts. I have been doing this long enough to recognize when someone isn't a legitimately concerned employee just trying to get straight answers to a question.

    ReplyDelete
  160. The team member from ball was a manager what do you think he is going to say.

    ReplyDelete
  161. I read about team member meeting someone from ibew well i been hearing alot of the same stories
    come on boys in girls lets get this done vote yes.Why mcc don't want a union it takes power away from management we will have a say.
    VOTE YES WE CAN !!!!!!!!!!!!!!!!

    ReplyDelete
  162. I hope Mercer (the new 401k company) is paying AB to manage the 401 k. It's awfull. Who made the decision to switch over? Did we have a choice? Can we switch back?

    ReplyDelete
  163. Glad you clarified that about not letting all posts show. They keep driving that point of censorship to change minds. Latest round of speeches were better coached and he did not need a paper to stay on track. I think they are in high gear even if they want to appear composed we are so fine and "the formula works" why are we looking to be represented. Are we not realistic and ignorant of our great package? I think we're tired of our compensation being reduced, being ignored and not heard, the communication shut down for so long. Now that we have an option we feel energized. Dan how do you explain that during your meetings nobody says a word. Are these the fruits of your tenure here? You and Dave probably feel the change coming and are uneasy. That's how we've felt for a long time now because you have failed to do the job of managing and staying connected with us. The formula worked for you guys with your stock options, bonuses benefits cushy jobs and ability to ignore us and write us off as juvenile. Didn't work for us. So many can't be wrong. Any fancy outings in the works to plan your next steps?

    ReplyDelete
  164. is there any way we can get a updated number of cards turned in so we dont have to listen to dan and dave in our preeshift meetins? i wonder how thay go to work thinking everybody here hates us. how do you 2 sleep at nite. i hope tony b. reads this and gets the picture. by the way what does v p o stand for vote plant manager out lets get the ball rolling the 363 has my vote

    ReplyDelete
  165. REMEMBER TEAM MEMBERS. IF SOMETHING WAS WRITTEN AND IT WAS NOT POSTED. HOW WOULD DAN K KNOW THAT?? HE OR ONE OF THE MANAGEMENT WOULD BE THE POSTERS OF THAT LETTER KNOWING IT WOULDNT BE POSTED JUST SO HE COULD USE THAT AS A SOURCE TO SAY WHAT HE SAYS AGAINST IBEW. AND HE SAYS HE'S HONEST,TRUTHFUL. JUST LOOK AT THE TACTICS THEY ARE USING ALREADY!!! LAME MOVE AS USUAL!!

    ReplyDelete
  166. why is a team member that steals beer still doing working at the plant why is art t. not fired if we vote the union in will he be fired

    ReplyDelete
  167. this is all about inbev and the greed of a few

    ReplyDelete
  168. O.K GUYS & GALS HERE WE GO AGAIN BASHING THIS IS NOT WANT THIS IS ABOUT (CONTRACT)PLEASE THIS IS NOT LOOKING GOOD FOR US WE ALL NEED TO STICK TOGETHER OR THIS IS GOING TO GET UGLY.LETS ALL STAY ON TRACK OR THIS WILL END UP LIKE 1995.

    ReplyDelete
  169. in our most recent mcc mailing,one of the statements written, claims/sugguests that if the ibew were to win an election and we as employees were to organize,with the ibew,that mcc may close and or move its location,this is just a scare tactic that management is using,also it claims we all could end up with less than we have now,another scare tactic,if this were true,why would they fight so hard too keep us from organizing,would'nt they want a vote right away,if they think they could pay us less and with less benifits,PLEASE, do not listen to these scare tactics,with the ibew,we will have everything in writting so we know what to expect when we arrive at work each day!!

    ReplyDelete
  170. Dan _ Dave you only have PASSION as diciated by Corp.. Do you really believe that our new company cares about the US, European workers,,,, BULL S____. Only care about lining their personal pockets with unearned bonus, Their job is to run the company not get super bonus just for doing the job they were hired for!!!Good times are behind us you guys take so much pride in serving chips for our ECM,,its a joke. One power outage would pay for all ECMS till I retire and then some. Come relax and listen to us in the cafeteria. Long ways from Anthony Pier 9, with wife. Fellow team member brought up excess bonus @ Corp @ meeting. NICE DANCING AROUND QUESTION>

    ReplyDelete
  171. COST COST,,, yes important, then why freeze our pension, second time, get it going guys and the work force will rotate and then the new employees will be so much cheaper. Yea do that work,. cannot reward you for knowledge maybe next time NOOOOT, New and older Team Members are locked in no ADVANCEMENT,,CURRENTLY THIS PLANT IS CHOKING FOR KNOWLEDGE TRANSFER!!!Is this the way we want to go forward I hope not. Time for change.

    ReplyDelete
  172. How did the meeting go? Was it positive? Do we have over 50%?

    ReplyDelete
  173. How many cards have been turned in?

    ReplyDelete
  174. 10:21 pm - So many that the union offered to give anyone who wants their card back - back. Great thing was - no one wanted their card back!

    We're goin UNION!!!!!!!

    ReplyDelete
  175. I'm getting the vibe that management is feeling that they are being left out maybe they could join 363. they know the end is near, once the bull horn sounds there is no turning back. Its amazing that management cant see what this company is doing to them. They have become yes men heartless as when someone is in the hospital there will be no more flowers or sympathy just question like when will you be returning to work. That in itself shows an indifference to fellow human beings. management you know your wrong by following the burrito.

    For the remaining non union Metal Container can plants Mira Loma,California and Windsor, Colorado its time for all of us to unify and become one your time is soon its time for America to stand up to these heartless greedy foreign companies

    ReplyDelete
  176. Very well said !!!!!!!!!The time is getting very close hopefully everyone will stay foucused.Don't let anything change your mind.
    This is a good union we get straight answers.When
    you ask management they say we will get back to you on that,Two weeks go by still have'nt got a answer.

    ReplyDelete
  177. Get back to ya. Heck call 1-800, call corp. let me know, We need answers whwn we ask questions. Hr and mgt if on top of the game should have them. Time for a new direction.

    ReplyDelete
  178. I have a friend that works for ball in Middletown so I gave him a call to get some info about this union he cant say anything bad about it(local 323) always fair and always a phone call away he told me that "the contract if fair but nothing is perfect in this world" he advised me to look,listen,ask a lot of question but at the end of our conversation he told me it will be a good move for the team members "welcome 323"

    ReplyDelete
  179. wow, what a class act of guys over there at 363.. meeting was very informative i'm sure mgmt. has already heard all about it, so LT. DAN and LE-HAM why not accept the fact that this is going to happen and step up to the plate.. its TOOOOOOO LATE u guys caused this by not having a back bone .. so get ready for the BULLHORN, hes coming.. we arent trying to change the world just want our fair share and to stop the bleeding.. we don't want to get swallowed up by the big mighty BURRITO.. can't wait to work in a worry free work enviroment thanks 363, looking forward to a long great relationship...

    ReplyDelete
  180. Just to let you all know - you guys are all a great bunch of people who deserve the chance to have legitimate input at your workplace.

    You all can rest assured that IBEW Local 363 is going to work very hard on your behalf for many years to come.

    ReplyDelete
  181. Amazing what took so many to build took so few to ruin just like history. Thank goodness for once we are sticking together. Go 363

    ReplyDelete
  182. Will we all stick together no matter what lets make a pledge no matter what they throw our way we will stay foucused. We need and want 363.

    ReplyDelete
  183. What do you think Mgt. will do to throw us of course? I just want what is fair for the Team members. The company is making millions-share the wealth Carlos..

    ReplyDelete
  184. WANT MY OWN INPUTJuly 14, 2010 at 7:44 AM

    TO THE FEW THAT DON'T WANT THIS UNITY. JUST REMEMBER HOW MANY TIMES THE MANAGEMENT STAFF TALKED ABOUT CHANGE, CHANGE IS GOOD! RIGHT! WELL THESE CHANGES HAVEN'T BEEN SO GOOD. AND IF WERE GOING TO HAVE CHANGE THEN THE ONE THING {WE} SHOULD AND WILL CHANGE IS THAT - WE FINALLY HAVE A SAY IN THAT CHANGE!!!!!!!!!!!! CHANGE IS GOOD. BUT FROM NOW ON IT'S GOING TO BE OUR CHANGE. REMEMBER PRO EMPLOYEE ? WELL THIS IS BACK TO PRO EMPLOYEE ONLY THIS TIME IT WILL BE A SIGNED CONTRACT THAT WE HAVE INPUT ON!! EMPLOYEE INPUT WOW. WHAT A CONCEPT.
    HOW DARE US WANT A SAY IN OUR OWN LIVELY HOODS.

    ReplyDelete
  185. Change is what we all want an sticking together is the only way too make this happen. Yes there will always be employees that are never happy with out come no matter what.There will always be employees that need to run to management because thay think there going up that ladder or it will save there job. We need to vote YES and put a end too the bleeding. Then you will see how fast those employees want to become UNION MEMBERS

    ReplyDelete
  186. Apparently your definition of a landslide is different than Websters, "an overwhelming victory especially in an election"
    There is a large core of Team Members that do not see the benefit of joining a union. Maybe if we were being paid sub-standard wages or being forced to work under unsafe conditions we would feel differently.
    I'm not ready to sacrifice 1% of my base pay for a contract that would guarantee what I already have, especially since it doesn't guarantee anything really. It's a false sense of security.
    Good Luck! Hope you didn't spend too much of Ball's team members hard earned dues to rally the torches and pitch forks at Metal Container!

    ReplyDelete
  187. 8:12PM No, my definition is actually the same as Websters....Dan.

    ReplyDelete
  188. Who ever wrote that is the one in for a big let down start saving your 1%. Jeff you will never get the shop job so give it up buddy.

    ReplyDelete
  189. 1%? is it really that much?

    ReplyDelete
  190. We need to stay focused on the task of being one. One Union - One Plant . We want the union to allow stablity in our plant. To keep Holly or any other manager from coming out on the last day and changing the O/T request. Policy states 12:00 middle day is the cut off time, not the last day or whenever they want to change policy. No in our plant, they can change to policies to make it benifit them.

    ReplyDelete
  191. The constitution of the United States of America is a Contract between the people of this great contry and the goverment agencies that runs this country.

    If a contract is good for this country, it will be good for our plant.

    Quote from the Constitution

    "We the People of the United States, in Order to form a more perfect Union, establish Justice, insure domestic Tranquility, provide for the common defence, promote the general Welfare, and secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish this Constitution for the United States of America"

    MCC version

    We the People of the Metal Container, in Order to form a more perfect Union (work enviornment), establish Justice(Fairness), insure domestic Tranquility(between the managers and workers), provide for the common defence(atmosphere), promote the general Welfare(Pay Scale)with inflation, and secure the Blessings of Liberty(PRIDE) to ourselves and our Posterity(fellow workers now and to come), do ordain and establish this Contract for the People of Metal Container Newburgh New York.

    We need to stand up for our rights and be recognized by us the workers.

    The people who make the cans to pay for the saleried staff.

    So Dan can take them down to Cenna 2000 for an afternoon drink by the waterfront in June, thanks for the invite Dan, but we had to work.

    Your welcome Dan for all the hard work we do for your saleried staff.

    Please keep up the good work Dan.

    ReplyDelete
  192. We need to all think about the enviornment we work in.

    Every year we take fans off people that keep us cool and put them on machines to keep them running.

    Humm what's more important to them?

    The machines or the workers that keep the machines runing, What do you think???????

    We run with the electrical panels wide open because it's to hot for the machines.

    EVERY YEAR the same panel doors are open with the same fans running on them.

    When are they going to fix all these problems???

    Well they haven't be fixed in 20 years, what do you think??? Think they are ever going to fix them????

    This is a very unsafe enviornment we work in.

    Oh Ya SAFETY IS #1

    To bad O.S.H.A. doesn't fine out about this.

    ReplyDelete
  193. I would like to see the workers on the floor be treated fairly also. Our "Package" was empty--while Britto got a 35 MILLION dollar bonus. Hey Britto--trickle it down a little bit. I bet we helped you get some of that money..

    ReplyDelete
  194. How about the new employees tossed to the floor no training butt there going to help stop OT Who are we kidding another one of Holly's Grate ideas Please she can't get a simple thing like OT correct what other ideas will she come up with at our expense People WAKE UP the only way to stop this is threw a contract words in black and white not fly by night changes when it suits management

    ReplyDelete
  195. Wow out of the blue management now wants to sit and ask how things are going. All of the sudden they act like they care what could be driving this? It’s sad but we must keep our focus and vote YES all the promises in the world now are driven by one thing to keep us from getting the piece of pie we deserve . VOTE YES Then maybe we can say I LIKE MY PACKAGE

    ReplyDelete
  196. My Package is not that big as it is. It would be nice if it was bigger..

    ReplyDelete
  197. Isn't it interesting how management is finally covering salaried positions with salaried managers while on vacation!!! Why is it now that they suddenly stopped using hourly workers to cover salaried supervisors????

    ReplyDelete
  198. To the poster at 6:46 talking about supervisors and team leaders taking over.....can you rephrase that a little..especially the first three words...lol I'm not sure but I think its gotta be insulting somebody here...but I might be wrong...let me know.

    ReplyDelete
  199. Dan and management team still do not see the picture clearly. IT IS IN H.D. right in front of you. We do not want weekly meetings hearing about your side. Dan you have failed the Newburgh Team. Let us look at this as a divorce case. Divorce usually is caused by many many issues that were one sided and never resolved. That is the case here. The little things really showed your agenda and from the start it was not good. When we had our ECM and Dan and Dave were so proud to serve potato chips. Sure a moral builder there. Turn off lights that have been on for 23 yrs,,OOPS TOUR turn them back on mgt gotta look gooooood. We have turned stupid just to increase BUUUURRRRITO bonus. Breaks been 23 yrs we will show them who is in charge. Many more small stupid things, benefits, 401k, etc way to many to list. The divorce is going through as there is no future with you and your agenda. WE ARE AT THIS CROSS ROAD BECAUSE YOU AND YOUR LEADERSHIP HAVE FAILED US. We are in court and going forward. We need change hopeful that it will be good. But we need CHANGE.

    ReplyDelete