Saturday, July 31, 2010

Good Reading: A Sin And A Shame

A Sin and a Shame
By BOB HERBERT


The treatment of workers by American corporations has been worse — far more treacherous — than most of the population realizes. There was no need for so many men and women to be forced out of their jobs in the downturn known as the great recession.

Many of those workers were cashiered for no reason other than outright greed by corporate managers. And that cruel, irresponsible, shortsighted policy has resulted in widespread human suffering and is doing great harm to the economy.

“I’ve never seen anything like this,” said Andrew Sum, an economics professor and director of the Center for Labor Market Studies at Northeastern University in Boston. “Not only did they throw all these people off the payrolls, they also cut back on the hours of the people who stayed on the job.”

As Professor Sum studied the data coming in from the recession, he realized that the carnage that occurred in the workplace was out of proportion to the economic hit that corporations were taking. While no one questions the severity of the downturn — the worst of the entire post-World War II period — the economic data show that workers to a great extent were shamefully exploited.

The recession officially started in December 2007. From the fourth quarter of 2007 to the fourth quarter of 2009, real aggregate output in the U.S., as measured by the gross domestic product, fell by about 2.5 percent. But employers cut their payrolls by 6 percent.

In many cases, bosses told panicked workers who were still on the job that they had to take pay cuts or cuts in hours, or both. And raises were out of the question. The staggering job losses and stagnant wages are central reasons why any real recovery has been so difficult.

“They threw out far more workers and hours than they lost output,” said Professor Sum. “Here’s what happened: At the end of the fourth quarter in 2008, you see corporate profits begin to really take off, and they grow by the time you get to the first quarter of 2010 by $572 billion. And over that same time period, wage and salary payments go down by $122 billion.”

That kind of disconnect, said Mr. Sum, had never been seen before in all the decades since World War II.


In short, the corporations are making out like bandits. Now they’re sitting on mountains of cash and they still are not interested in hiring to any significant degree, or strengthening workers’ paychecks.

Productivity tells the story.

Increases in the productivity of American workers are supposed to go hand in hand with improvements in their standard of living.


That’s how capitalism is supposed to work. That’s how the economic pie expands, and we’re all supposed to have a fair share of that expansion.

Corporations have now said the hell with that. Economists believe the nation may have emerged, technically, from the recession early in the summer of 2009. As Professor Sum writes in a new study for the labor market center, this period of economic recovery “has seen the most lopsided gains in corporate profits relative to real wages and salaries in our history.”

Worker productivity has increased dramatically, but the workers themselves have seen no gains from their increased production. It has all gone to corporate profits. This is unprecedented in the postwar years, and it is wrong.

Having taken everything for themselves, the corporations are so awash in cash they don’t know what to do with it all. Citing a recent article from Bloomberg BusinessWeek, Professor Sum noted that in July cash at the nation’s nonfinancial corporations stood at $1.84 trillion, a 27 percent increase over early 2007. Moody’s has pointed out that as a percent of total company assets, cash has reached a level not seen in the past half-century.

Executives are delighted with this ill-gotten bonanza. Charles D. McLane Jr. is the chief financial officer of Alcoa, which recently experienced a turnaround in profits and a 22 percent increase in revenue. As The Times reported this week, Mr. McLane assured investors that his company was in no hurry to bring back 37,000 workers who were let go since 2008. The plan is to minimize rehires wherever possible, he said, adding, “We’re not only holding head-count levels, but are also driving restructuring this quarter that will result in further reductions.”

There can be no robust recovery as long as corporations are intent on keeping idle workers sidelined and squeezing the pay of those on the job.


It doesn’t have to be this way. Germany and Japan, because of a combination of government and corporate policies, suffered far less worker dislocation in the recession than the U.S. Until we begin to value our workers, and understand the critical importance of employment to a thriving economy, we will continue to see our standards of living decline.

No, it doesn't have to be this way. Americans can and should unionize to protect themselves.

Vote YES FOR IBEW LOCAL 363

Roundtable Questions for Dan That The People Really Want Answered

Dan,

We asked these questions almost two weeks ago and even though you have had numerous meetings - there is still no response. I was wondering if you could give your answers to the people in the next roundtables or put them on your site? These are questions they really need the answers to concerning how things will be - like a five year plan - have one? Lay out the peoples future Dan.

Sam

Questions For The Knights Of The Roundtable

If we don't choose IBEW Local 363 will the company promise to let us keep what we have?

If we don't choose IBEW Local 363 will the company promise to never cut our benefits?

If we don't choose IBEW Local 363 will the company promise to never cut our wages?

If we don't choose IBEW Local 363 will the company promise not to eliminate positions?

If we don't choose IBEW Local 363 will the company promise we won't ever lose anything we have from now on ?

If we don't choose IBEW Local 363 will the company ever change any working conditions we have now such a breaks and breaktimes, lunch times and other work rules without our input?

THE FACT IS THAT THE COMPANY WON'T TELL YOU ANYTHING ABOUT ANY OF THESE THINGS. .........whyyyyyyy???

Because they want to be able to change them and or take them away at their will.

That is why you need a contract. With a contract, they will still want to change things BUT the difference is that....

WITH A CONTRACT - you are at the table helping to devise the changes.

WITHOUT A CONTRACT - you have no input and if the change hurts - so be it.

NOTHING THE COMPANY CAN SAY CAN CHANGE THE FACT THAT HAVING A CONTRACT IS THE MOST INTELLIGENT CHOICE.


This is really not the HUGE complicated issue the company makes it out to be in their anti-union meetings.

It's not about what I get paid either. That's a smokescreen just showing that they think you are ALL idiots. DO THEY THINK YOU ARE SO SHALLOW MINDED THAT YOU WOULD GIVE UP YOUR RIGHT TO COLLECTIVE BARGAINING BECAUSE I MAKE TOO MUCH? - GOOD TACTIC DAN. Although I will be PSSd if Dan makes more than I do. I know I work 100 times harder than him. If I was Britto he would be fired right now for playing around with this and not blowing production off the charts.

This is going to turnout to be great for everybody! Even Dan, if he is still here. We will help finetune this plant and make it better than ever!


We will just do it as a union plant, that's all.

STAY STRONG, STAY SOLID, LISTEN AND BE POLITE, TELL THEM WHAT THEY WANT TO HEAR AND THEN JUST VOTE YES FOR IBEW LOCAL 363.

Friday, July 30, 2010

Come On In - The ( Cess ) Pool Is Fine

Have you enjoyed reading this blog every day, every night or at any and every hour? How is it feeling like you are PART of a solid group of level headed people going in the same direction?

Do you enjoy having the opportunity to COMMUNICATE with your workers WITHOUT FEAR? Having the chance to let management know that they are NOT fooling you with their campaign lies? Or even just to vent on them for things that are unfair?

Well you have just experienced the "cesspool". The "cesspool" is where the people become empowered and can talk openly with their fellow workers. They can discuss the fear, lies and intimidation from the company managers who do not want them to have a voice.

It's ironic that THE ONE TRYING TO CAUSE PANIC AND FEAR and negative feelings is THE COMPANY and they are ALSO the one warning of the DANGER of it.


The "cesspool" is also where the people can see that their fellow workers ALL feel the same way they do - they need the protection of A CONTRACT.

The "cesspool" is also where the people start to form and build themselves into the strong union they will become - IBEW Local 363 - and it is where WE ENCOURAGE EACH OTHER TO STAND TOGETHER.

How did the "cesspool" get its name?

Dan thought of it.

It is a "cesspool" in his mind because Dan cannot accept the fact that HE CANNOT STOP YOU from reading it and joining IBEW Local 363.

Why do we smell Roses Dan?

Good question. I'll get back to you on that.

Thursday, July 29, 2010

Dan A No Show Again - Avoids The People And Being Shown Up And Exposed



I will dedicate only one paragraph to this. Dan - you cannot hide from the truth - even if you don't want to face it. So much for your fake statement that you want to help the people decide. You should have come to these meetings and given me a good thrashing. You didn't because you can't - you can't make a half truth fly when I am in the room - so BECAUSE OF YOU the people will not get the opportunity to "grill" us together. I was ready and I still am - anytime -just call me Dan.

More important than that is to now make a statement to all of the people.

In order to preserve the community of interest that the workers have with each other and to avoid alienating ANY WORKER - I will not put through ANY comment that mentions ANY other worker.


Dan, Britto, Warren, Dave, any manager and even Sam are ALL FAIR GAME.

Last night I put through every comment as a group without even reading them because an obviously "troubled man" at the late Wednesday meeting complained and said I was censoring the site. So I needed to show the entire group that just blasting comments through isn't what should happen in SOME CASES. But after being accused I had to make the point that a certain amount of discretion is really needed. I hope that troubled mans tape at least came out good enough to give to Dan. It really was some of my best sessions ya' know.

So I will exercise that for the benefit of all of the workers in the plant from here on in. It is something that will help us all jell better later as a unified group.

So feel free to hack away at anyone NOT in our bargaining unit.


I would like to take that a step further and ask every worker who considers themselves a "YES VOTE" to not bother, aggravate or pick on someone who is a suspected "No" vote. Leave them be. They will have to come to grips with things sooner or later on their own. Some people just think different - we will accept them anytime they want to be part of us.

Great meetings today and tonight. Alot of great questions and most importantly ALOT OF GREAT DISUSSIONS.

Just want to make the statement so no one thinks they were too "slick". I believe this meeting was taped right from the front row. I can smell 'em a mile away - I have been doing this a long time. The good thing is that I AM PROUD OF AND BELIEVE IN EVERYTHING THAT I SAID.

So have at it - play it loud.

Just wish Dan could have heard it with his own ears - but he is afraid to debate me.


It's tough to keep the people from figuring out you're lying about things when your competition is right there to expose you.


.......hmmmmmmmm THEN I GUESS I REALLY DON'T BLAME YOU FOR NOT SHOWING DANNY.

STAY SOLID, STAY STRONG, BE POLITE AND LISTEN (read that part good Dan ok?)
TELL THEM WHAT THEY WANT TO HEAR AND VOTE YES FOR IBEW LOCAL 363.

Wednesday, July 28, 2010

Careful Visiting The Company "Election" Website With Your Home Computer

Remember when the company put out the rumor that they could "tell" who was commenting on OUR blog but they really COULDN'T because that is our site? Well now they are making their own site.

Think hard before you visit OR COMMENT on the company website with your home computer. Especially when they make you enter a password. I am not trusting that and neither should you. They own that site and THEY CONTROL IT. Can some computer geek in St. Louis figure out who is on there? I don't know but why give them the opportunity. If you want to look, just don't use a computer that links to your home.

Let them make hard copies and hand deliver their "message."

Tuesday, July 27, 2010

ATTEND THE UNIONS VOLUNTARY MEETINGS -See Everybody Tomorrow Or Thursday!

I'm sure Dan is in his PJ's early tonight, brushing his teeth and combing his wet hair to the side - getting ready for a good night sleep before the big debate with the big bad union.

Nahhhhhhhhhhhhhhhh.......

In fact, he is probably still meeting with the "third party" union busting professional attorneys that Carlos is PAYING TO FIGHT THE UNION AND HIS OWN LOYAL WORKERS. Trying to figure out a plan on how to get the people to vote against themselves. As they say in Brooklyn.....fagetaboudit. These workers are WAY TOO SMART FOR THAT NONSENSE.

I can't believe the amount of time and money that the company will spend to stop the people from having a voice at work and having some rights.


This is still America isn't it? We are still Americans aren't we? Do we have the right to organize or not? Why are these rich people trying to stop the working people from protecting themselves? Who are these attorneys? Are we supposed to believe that anything Dan says or they say IN REGARD TO THE UNION is in OUR best interest?

If they have this much money to spend - to bring in Lawyers against the people - I guess they REALLY DIDN'T HAVE TO SCREW WITH THE 401K ADMIN fees and make the people pay MORE NOW DID THEY?


Greed is what is driving them. They want to keep you weak and without rights......It means more MONEY for THEM DOESN"T IT? Dan is probably in line for a huge bonus for beating the union or his ass will be fired for not beating the union. My advice? Dan start brushing up your resume.

I ask you - REALLY - would ANY grown man or woman allow ANYONE to make them believe they are wrong to stand up for their own benefit? Please tell me no.


There is only ONE reason that ANY rational thinking person could be convinced to vote against themselves and that is BECAUSE OF FEAR OF WHAT THE COMPANY WILL DO TO THEM - for exercising their rights.


I WANT TO MAKE A PACT WITH EVERYONE WHO CAN VOTE. Soon, the company will get desperate and start threatening people. Stay quiet and just worry about voting yes. Tell them everything they want to hear - it doesn't matter. Just get through this time period. But here is the promise we need to make to each other:

IF......they fire ANYONE.....that person needs to become THE SYMBOL AND THE MARTYR OF THIS ELECTION. And that needs to CAUSE SUCH A LANDSLIDE OF YES VOTES IN RETALIATION that they will realize they have made a huge mistake. so.........IF.....someone gets fired.......someone must pay for that - BIG TIME.

We will have to make a huge NATIONAL statement in response to that - first the MASSIVE YES VOTES and then we will discuss what ELSE we will do. I told you we have ways to play nice and ways to not play nice.

My choice is always to play nice FIRST - but SCREW my people and I play not so nice. Kind of simple isn't it? THE PEOPLE ARE WHY WE ARE HERE - AND THAT WILL NEVER CHANGE.

BY THE WAY......

FOR TODAYS CORRECTION OF DANS SPOKEN "FACTS"
- Someone explain to Dan that I never said "do not listen" to his speeches as he said I did in his CAPTIVE meetings this week.....in fact, I specifically said "LISTEN AND BE POLITE" in regard to his speeches numerous times.....Dan if you get that wrong after I repeated the EXACT OPPOSITE STATEMENT - HOW CAN I TRUST YOU WITH MY PEOPLE WITHOUT A CONTRACT?


CAN'T WAIT TO SEE EVERYBODY AGAIN. BRNG YOUR QUESTIONS - BRING YOUR THOUGHTS - BRING YOUR IDEAS. LET'S TALK AND PLAN OUT OUR FUTURE TOGETHER.


HERE COMES IBEW lOCAL 363 TO THE MCC NEWBURGH PLANT.

STAY SOLID, STAY STRONG, STAY QUIET, LISTEN AND BE POLITE AND ABOVE ALL..................VOTE YES

Monday, July 26, 2010

OK - Here's How This Should Go Dan

Ok,Ok Let's look at where we're at right now - two days before our voluntary meetings at the hotel in Newburgh. It looks like most of the people in the plant are in agreement that they want IBEW Local 363 to represent them. They are also in agreement that they need a written contract so they can feel comfortable at their job.

We have invited Dan to come to the meetings we are holding this Wednesday and Thursday so that we can debate the following issue:

"Should the employees vote to have IBEW Local 363 represent them so they can get a written contract?"

The problem is that the majority of people in the plant have already answered that. YOU KNOW THAT DAN - YOU REALLY DO.

We are at a point where you should try to finish what you started Dan.


You started by saying that the people need to make their choice - well, they have done that - bigtime. They want IBEW Local 363. You need to accept that and respect that now.

Don't agree? Want proof? We can provide that throught the Labor Board. Let's call the Board Agent and ask him TO VERIFY if the cards signed are 50% plus one of 164.

If it is - we start bargaining - whadaya say Dan? We can turn out to be great friends - we will HAVE to be for the good of the plant and the people.

Dan - I will be the first to extend my hand to you when this is all concluded.


The best thing for everyone involved is to get us all on the same page RIGHT NOW. Why cause hard feelings? Let's work together. We can do it. Working toward making this facility the best it can be with the people working under A WRITTEN CONTRACT is a win-win for ABINBEV and THE PEOPLE.

So here is my offer and request: Call me on Tuesday July 27, 2010 and we will call the Labor Board Agent and ask him to confirm whether we have a majority of supporters who requested to be represented by IBEW Local 363.

If he says yes - Dan and Sam show at each meeting on Wednesday and Thursday and announce to the people that we will begin bargaining asap. We will pledge to strive to have a GREAT RELATIONSHIP where we WORK TOGETHER and LISTEN to each others concerns. Everything we do will be for the EQUAL BENEFIT OF EVERYONE involved in the making of this product AND for the company.

Call Corporate Dan - let's change direction. I'm in.

If this isn't an option - at least show up to our meetings and debate me face to face on the issues.

Sunday, July 25, 2010

VOTE YES FOR IBEW 363: United We Stand



The people are UNITED Tony - did you get that feeling during your visits?....SURE YOU DIDN'T.

Nice touch too Dan, Tony and the rest of you - using drug tests to scare the people.We will still have drug testing in the contract - don't get me wrong.

The difference will be that after the contract is signed you won't be able to fabricate the "random" part anymore. I'm taking that tool you have available to harrass people who don't do drugs but do things you don't like - like call in the union.

You ALSO lost votes AGAIN WITH BAD TIMING WITH THAT STUPID MOVE JUST BEFORE THE ELECTION. Are you really trying to lose? You can't possibly be this inept - can you??

Hey Brito - you hirin?
I can blow all these guys away AND STILL TREAT THE PEOPLE GOOD. I'LL EVEN WORK FOR $250,000 so I'll save the company money and do a better job. YOU CAN PROBABLY GET RID OF A COUPLE OF THE LITLE UNDERLINGS WHO JUST HANG AROUND SMOKING CIGARETTES ALL DAY TOO! another cost savings!! More bonus money!!

OF COURSE YOU KNOW - I WOULD WANT A CONTRACT OR I WOULDN'T COME - NO MATTER HOW MUCH YOU OFFERED - WHY? - BECAUSE WITHOUT A CONTRACT YOU CAN CHANGE OR TAKE EVERYTHING AWAY - AT ANYTIME!

I'M NOT STUPID YA' KNOW.


Which manager is GETTING FIRED? We are taking bets?


Stay Strong, Stay Solid, Stay United and you guys will be part of IBEW Local 363 on SATURDAY NIGHT - August 28th.

STAY UNITED AND YOU WILL WIN. THE PEOPLE WILL BE THE WINNERS HERE - NOT THE COMPANY OR THE UNION. THIS IS ABOUT YOU AND YOUR VOICE - NOT THEIR VOICE OR MY VOICE - BUT YOURS! TAKE ADVANTAGE OF THE CHANCE YOU HAVE TO GET THAT VOICE.

REMEMBER, THE ENTIRE PROCESS OF GETTING AND NEGOTIATING THE CONTRACT IS FREE - YOU PAY NOTHING.

AND AFTER WE GET ONE - YOU REAP ALL OF THE BENEFITS!


VOTE YES IBEW LOCAL 363

United, United, United We Standor

Friday, July 23, 2010

Come Hear Sam And Dan Debate This Coming Wednesday And Thursday In Newburgh

Dan,
I would like to invite you to our next meetings - the only way for the people to truly measure what you and I are telling them is for us to get into the same room and debate the issues. You have already said many things that are questionable and I think the people deserve to "check with another dealership" so to speak. I am willing to pay the $600 it will take to rent the meeting rooms for two days and we will treat you with respect when you get here - not because you've earned it - because YOU don't HAVE to earn it - because of who YOU are. That's another thing YOU SAID to the people - Remember that Dan? - because they do. They also remember the "Victory Dance" Warren did. I might want to debate that subject too. Don't even RSVP, I'll figure that you are coming so we can both give the people the best opportunity possible to make the best decision.

Sam


MEETING NOTICE FOR THIS COMING WEEK


We will be having our next meetings:

THIS WEDNESDAY JULY 28 AT 2PM AND AGAIN AT 7PM
THIS THURSDAY JULY 29 AT 2PM AND AGAIN AT 7PM

AT THE KNIGHTS INN at 90 Rt.17K, Newburgh, NY 12550


Come to the meeting and ask any question you like. We will give you honest and to the point answers. We will also have a way for anyone who wants to ask a question without speaking if they wish.

We will discuss anything that you may have heard at the captive audience meetings that the company has held.

"Captive Audience Meeting" is the legal term the Federal Government uses when companies require employees to attend anti-union meetings while at work.

I sincerely hope that Dan does come to these meetings where the people will be encouraged and feel free to ask questions of each of us.

To be fair - I would also ACCEPT AN INVITATION - to debate at the breakroom if Dan would feel more comfortable....all that needs to be done is for me to be invited.

How About Answering These Questions Dan

Dan,

We have these questions - there is still no response. I was wondering if you could give your answers to the people in the next meeting?

Sam


If we don't choose IBEW Local 363 will the company promise to let us keep what we have?

If we don't choose IBEW Local 363 will the company promise to never cut our benefits?

If we don't choose IBEW Local 363 will the company promise to never cut our wages?

If we don't choose IBEW Local 363 will the company promise not to eliminate positions?

If we don't choose IBEW Local 363 will the company promise we won't ever lose anything we have from now on ?

If we don't choose IBEW Local 363 will the company ever change any working conditions we have now such a breaks and breaktimes, lunch times and other work rules without our input?

THE FACT IS THAT THE COMPANY WON'T TELL YOU ANYTHING ABOUT ANY OF THESE THINGS. .........whyyyyyyy???

Because they want to be able to change them and or take them away at their will.

That is why you need a contract. With a contract, they will still want to change things BUT the difference is that....

WITH A CONTRACT - you are at the table helping to devise the changes.

WITHOUT A CONTRACT - you have no input and if the change hurts - so be it.

NOTHING THE COMPANY CAN SAY CAN CHANGE THE FACT THAT HAVING A CONTRACT IS THE MOST INTELLIGENT CHOICE.


This is really not the HUGE complicated issue the company makes it out to be in their anti-union meetings.

It's not about what I get paid either. That's a smokescreen just showing that they think you are ALL idiots. DO THEY THINK YOU ARE SO SHALLOW MINDED THAT YOU WOULD GIVE UP YOUR RIGHT TO COLLECTIVE BARGAINING BECAUSE I MAKE TOO MUCH? - GOOD TACTIC DAN. Although I will be PSSd if Dan makes more than I do. I know I work 100 times harder than him. If I was Britto he would be fired right now for playing around with this and not blowing production off the charts.

This is going to turnout to be great for everybody! Even Dan, if he is still here. We will help finetune this plant and make it better than ever!


We will just do it as a union plant, that's all.

STAY STRONG, STAY SOLID, LISTEN AND BE POLITE, TELL THEM WHAT THEY WANT TO HEAR AND THEN JUST VOTE YES FOR IBEW LOCAL 363.

Thursday, July 22, 2010

The Election Date(s) Are August 27 and August 28


We are back from the Labor Board in NYC. The company had a high powered Attorney from Manhattan and an Attorney from St. Louis there to protect themselves from YOU AND US.

Stay solid, stay strong -

I am sure that the cost alone to have those two fine professionals in Labor law attend that meeting including lodging, meals and airfare must be at least as much as you all pay now to have your 401k's administered.


If not more.

That extra money the company has should go for YOUR benefit - not to stop you from acting for YOUR benefit.

We have an Election Date. Actually we have TWO DATES. You can vote on either day. The dates are Friday August 27 and Saturday August 28. The voting will take place in the Training Room at the plant. The times to vote will be THREE TIMES during each day.

Morning 5AM to 7PM
Mid day 11:00AM to 1:30PM
Night 5PM to 7PM


The number of employees the company told the Labor Board that they believe would be eligible to vote was 164. We think that is padded up but we will deal with it. They told the Board they were all hourly employees and NOT management. The company now has to send a complete list to the Labor Board and they will forward that list to us.We will review that list for managers names and challenge those votes anyway.

Here are the classifications that are included in the bargaining unit:

All full-time and regular part-time production and maintenance employees, including all Production Technicians, General Technicians, Electrical Plant Technicians, Mechanical Plant Technicians, Chemical Plant Technicians, Production Chemical technicians, team leaders, Maintenance Core Employees, Maintenance Rotating Employees, OJT Instructors, Shipping Coordinators, Quality Coordinators, Store Room Coordinators, and SAP Maintenance Coordinators employed by the employer at its facility located at 130 Bruenig Road, New Windsor, NY.

As you can see from how detailed this list is there will surely be at least a few managerial people trying to vote. We already know who. This was NOT ENOUGH for us to delay the election.

WE HAVE ENOUGH NUMBERS TO WIN THIS BIG TIME! EVEN IF THEY TRY TO PLAY THE SYSTEM!


The best part is going to be that when you guys vote for the union - all of your "managers" POSITIONS will be in OUR CONTRACT! They might not want to come but THEIR JOBS WILL - right to us. You guys can fill those jobs after this!

Vote yes and they will be asking you what THEY should do.


Stay solid, stay strong -

Today at the Labor Board we just wanted to get an Election date set and get moving. I am sure you are going to be so sick of THE COMPANY TRYING TO WEAR YOU DOWN by the end of August but you have to just do THESE FOUR little THINGS - be polite, listen and be strong and be solid.

YOU GUYS HAVE THIS WON IF YOU STICK TOGETHER.


WE WILL IMPROVE THINGS TOGETHER AND WE WILL WORK FOR THE BETTERMENT OF THE COMPANY AND THE WORKERS FOR A CHANGE AT THE SAME TIME.

Get ready to be part of IBEW Local 363!

Wednesday, July 21, 2010

Here Is The Answer - Nobody Sees The "Cards" But The Labor Board

A QUESTION WAS RAISED IN REGARD TO THE LETTER TO DAN from the
LABOR BOARD contained in the story below this one.


In the letter the Labor Board tells Dan he needs to get them some things. One is HIS EMPLOYEE LIST of everyone who works in production and maintenance and he needs to give that to the Labor Board.

SO IT IS NOT THE UNION GIVING ANYONE ANY LISTS - IT IS THE COMPANY GIVING THE LISTS.

They are also asking Dans permission to GIVE THE UNION A COPY of the list Dan provides to compare with what we have.

We don't give the company anything and neither does the Labor Board.

WE WILL KEEP YOU ALL WELL INFORMED of what is going on throughout this process right up until WE WIN on ELECTION DAY.

WHEN ANYONE HAS QUESTIONS I WILL ANSWER THEM PROMPTLY. WE HAVE NOTHING TO HIDE FROM ONE ANOTHER - WE ALL WANT THE SAME THING AND ARE ON THE SAME SIDE - ALL OF US!

You guys are going to be a GREAT PART OF IBEW LOCAL 363!

Verrrrrrrrrrrrrrrrrrrrrrry soooooooooooooon.

Extra! Extra! Read All About It - IBEW and AB INBEV Attorneys To Meet At Labor Board In NYC Thursday

Just to let you all see that the process has begun - Here are the letters that Dan got in the mail this week. NOW is the time when you will see if the COMPANY will allow the people to make their own decision or try to stand in the way of that happening. They have encouraging you to make your own decision - well now is the time to see if that was a true statement or not.

IBEW Local 363 will go to the hearing in NYC with NO HIDDEN AGENDA. We want to fairly agree and decide on the date time and place of the election.

We have no intention of playing games or stonewalling the process. WE WILL NOT ATTEMPT TO PUNISH OR HURT ANY WORKER WHO DOES NOT SEE THINGS OUR WAY. Will they do the same?

Unlike the company, we will RESPECT THE DECISION OF THE WORKERS and we ACCEPT whatever way the people decide for this to go. Will they do the same? We will see and make sure that you are informed of what the process brings and "who brung it".


NLRB

Tuesday, July 20, 2010

That Looks Kind Of Good Doesn't It?



The Election Petition Is Filed With The Labor Board. By now you should have noticed some changes in the demeanor of your management crew. If you are reading this, management guys - now is the time to be real careful.

Get ready for lies and fake concern for your well being. Now will be the time that you will be told everything under the sun as to why you just CANNOT allow yourself to bargain as a group. They will tell you that is bad, it is a mistake and it is wrong.

The company will even spend huge sums of money - that they could be giving to you guys, the workers - to stop you from bargaining together.

Let's face it - They will be spending those tons of money AGAINST YOU. Which will be at the same time they are telling you they are concerned for you - do you see that this does not add up?

They will tell you you can "get less" if you go union. Well I ask you, WHO will CAUSE that to happen??? Who will bring that up as a proposal in negotiations? It will not be the union making any proposals to give people less.

So, who could it be that would come to the bargaining table and propose anything of that sort?? Why it's the same people warning you for your "own good" and giving you advice for your benefit.

Let's go back to lies - Managers are telling people they can tell who is commenting on this site - ABSOLUTELY NOT TRUE. As a matter of fact, we may have that genius on tape - that is an UNFAIR LABOR PRACTICE ALREADY.

NO ONE CAN IDENTIFY ANY COMMENT POSTER ON THIS SITE - PLEASE REPORT MANAGERS WHO SAY THEY CAN - IT IS A UNFAIR LABOR PRACTICE TO SPY, FAKE SPY, LIE SPY OR WHATEVER THEY WANT TO CALL IT. YOU CANNOT INTERFERE WITH THE PEOPLE FORMING A UNION.


Please let us know when the hired help arrives at the plant. You can triple the lies and deceit then. We will expose them for EVERY LIE and every time they change the subject from getting a contract to some stupid madeup issue that they think will somehow make you VOTE AGAINST YOURSELF! lol.


Also - thanks to the new hires who called about the cards. You guys are part of this too. Working for the new foreign owner without a contract is a death sentence for us all.


DURING THIS ENTIRE CAMPAIGN - Let's all observe how the company treats EVERYONE IN THE PLANT.


Notice what they do and how they do it and who they do it to - those are some things we will need to straighten out when we get to that bargaining table.

Stay strong everybody - be polite and stay neutral. YOU are going to have IBEW Local 363 in that plant very soon.

Monday, July 19, 2010

Listen, Do You Want To Know A Secret?



This secret won't be a very well kept one. Soon everybody will know. By the way, anybody see Dan around?

Everybody stay tuned, stay quiet and stay solid.

Let's do our talking right on here. Soon this blog will be getting much busier - if we need to go that route - we are going to be a nationwide story.


That is not where we want it to go - but just in case we're warming up in the bullpen.

..........like Rodney King said, "Can't we all just get along?"

Sunday, July 18, 2010

Worth Repeating - IBEW Local 363 - We Are On Your Side



There is a movement building at the can plant. That movement is for the BENEFIT OF THE WORKING PEOPLE. The handwriting is on the wall in regard to what the company plans are for us there. They do not have the workers interests in mind at all.

WHICH SIDE ARE YOU ON?

THE PEOPLE HAVE DECIDED TO FORM A UNION TO PROTECT THEMSELVES. The people are banding together to speak as one voice. THE PEOPLE WANT to sit at the table - with management - and work out a FAIR and WRITTEN contract.


WHICH SIDE ARE YOU ON?

The comments and misleading statements by our management have already started in an attempt to intimidate and scare the people to stop the movement to organize.

WHICH SIDE ARE YOU ON?

BUT THEY CANNOT STOP IT! The people know what they need to protect themselves and their families. THEY NEED A CONTRACT. A WRITTEN CONTRACT.


WHICH SIDE ARE YOU ON?

Why does the company fear that so much? The answer is because without that contract they can take away EVERYTHING the workers have - and the workers have no right to even question it.

WHICH SIDE ARE YOU ON?

Take any of the "advice" in regard to forming a union from the management crew who are being paid to keep you weak and separate and toss that "advice" right in the trash. It is always scripted, forced, twisted and designed to make you work against yourself and your co-workers.

THE WORKERS ARE MUCH SMARTER THAN MANAGEMENT THINKS.

WHICH SIDE ARE YOU ON?

I believe a majority of the workers have made that decision already.....get ready to become part of IBEW Local 363!

I Think Were Alone Now - The Beating Of Our Hearts Is The Only Sound



Let me give some advice to EVERY WORKER who gets called into any ONE ON ONE MEETINGS or any other group meetings. Tell them what they want to hear. Or just say nothing at all. Calling people in for a one on one meeting is where the company is using intimidation as a persuader against the employees having a union and a contract. Know this - and we said it at the meetings -You do not have to speak out to defend the union or to stick up for it in any meeting with the company. We don't want you to. You don't need to. We will do the work.

What you should do is notice their FACES when they are talking to you. Remember those "caring" and "concerned about your well being faces" of your management crew. Because it is those SAME FACES - the ones that confided in you when they thought you were alone - that will bite you later if this just becomes a "close call".

The fact remains that nothing can stop the people from getting their contract if every person here marks their ballot for IBEW Local 363 when the election does come.


Wait until they bring in the "consultants" who will "educate" you about unions, Local 363 and how terrible of a mistake you will be making to do what the American Colonists did hundreds of years ago - band together to stand up for your rights. You have a right to have a contract.

Don't get caught up in any of it. If managers want to talk, let them talk. YOU can be non-committal or even openly against the union - it won't matter. Don't waste your time listening to the professional union drive stoppers they will bring in. They get paid PERSONALLY to stop your organizing drive - but they can't do it without YOU.

THE SIMPLE FACT IS THAT IT'S NONE OF MANAGEMENTS BUSINESS OR THEIR BUSINESS. THE PEOPLE HERE KNOW WHAT THEY WANT ALREADY.


IBEW Local 363.

Friday, July 16, 2010

MCC Newburgh Workers: Soon To Be Part Of IBEW Local 363



It looks as though the managers are starting to rev up a little and approaching some of you. For those who have the tapes - let em roll. For those who have gone out and purchased your own - great idea! To the managers who are being directed to approach the workers - be careful what you do and how you do it. Be even more careful of what you say.

Why do that? Why intimidate the people you work with? Why is it such a big deal if we have a union in the Newburgh plant? Especially IBEW Local 363 - we have a great reputation and great relationships with the employers of our members. There are other unions that also come under InbevAB - why can't we have the same? This is what the people want. This is what the people need to feel confident and stable.

The best thing that management can do right now is to pick up the phone and call Local 363. We are willing to meet and discuss what it is the people want. We are all looking to make this a win win for the company and the people who do the work there for the company.

Things are starting to move along now - everybody hold on tight and report ANY infractions. Everyone should keep a log book dated every day - it's a great record of events.

Wednesday, July 14, 2010

HERE ARE JUST SOME (35) OF YOUR RIGHTS AS A WORKER

SINCE MORE THAN ONE PERSON ASKED ABOUT THEIR MANAGERS "CROSSING THE LINE" and asking them about the union or questioning them - I am including this list of 35 Federal Labor Law Violations:

Please report all violations of any of the following to IBEW Local 363 and please write down exactly what happened and who said it and date the paper. I will ask for all papers if and when I need them to bring to the National Labor Relations Board.

PLEASE BE AWARE THAT IN THE UNITED STATES YOUR MANAGER OR SUPERVISOR CANNOT:

1. Attend any union meeting, park across the street from the hall or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in the union program.

2. Tell employees that the company will fire or punish them if they engage in union activity.

3. Lay off, discharge, discipline any employee for union activity.

4. Grant employees wage increases, special concessions or benefits in order to keep the union out.

5. Bar employee-union representatives from soliciting employees' memberships on or off the company property in non-working hours.

6. Ask employees about union matters, meetings, etc. (Some employees may, of their own accord, walk up and tell of such matters. It is not an unfair labor practice to listen, but to ask questions to obtain additional information is illegal.)

7. Ask an employee what they think about the union or a union representative once the employee refuses to discuss it. (You should say you would rather not discuss it)

8. Ask employees how they intend to vote.

9. Threaten employees with reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations or reduce employees' benefits.

10. Promise benefits to employees if they reject the union.

11. Give financial support or other assistance to a union.

12. Announce the company will not deal with the union.

13. Threaten to close, in fact close, or move plant in order to avoid dealing with a union.

14. Ask employees whether or not they belong to a union, or have signed up for union representation.

15. Ask a prospective employee, during the hiring interview, about his or her affiliation with a labor organization or how he or she feels about unions.

16. Make anti-union statements or act in a way that might show preference for a non-union worker.

17. Make distinctions between union and non-union employees when assigning overtime work or desirable work.

18. Purposely team up non-union workers and keep them apart from those supporting the union.

19. Transfer workers on the basis of union affiliations or activities.

20. Choose employees to be laid off in order to weaken the union's strength or discourage membership in the union.

21. Discriminate against union people when disciplining employees.

22. By nature of work assignments, create conditions intended to get rid of an employee because of his or her union activity.

23. Fail to grant a scheduled benefit or wage increase because of union activity.

24. Deviate from company policy for the purpose of getting rid of a union supporter.

25. Take action that adversely affects an employee's job or pay rate because of union activity.

26. Threaten workers or coerce them in an attempt to influence their vote.

27. Threaten a union member through a third party.

28. Promise employees a reward or future benefit if they decide "no union."

29. Tell employees overtime work (and premium pay) will be discontinued if the plant is unionized.

30. Say unionization will force the company to lay off employees.

31. Say unionization will do away with vacations or other benefits and privileges presently in effect.

32. Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union.

33. Start a petition or circular against the union or encourage or take part in its circulation if started by employees.

34. Urge employees to try to induce others to oppose the union or keep out of it.

35. Visit the homes of employees to urge them to reject the union.



It is unlawful for your employer, supervisor or foreman to interfere with, restrain or coerce employees seeking to organize or join a union. Any of the acts listed above constitute a violation of the National Labor Relations Act, as Amended.

Here is the law: Your rights

"Section 7. Employees shall have the right to self-organize, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. ..."

* The above law means that employees have the right to help organize, to join and to support a union of their own choosing. This includes such activities as signing a union card, getting others to sign cards, attending union meetings, wearing union buttons, passing out union literature and talking union to other employees.

* It states that employees have the legal right to join together and work as a team in order to help each other.

* It states that employees have the legal right to deal with their employer as a group, rather than individually.

* It gives employees the right to take such group action as they feel necessary in order to gain their desired goals, so long as as these actions violate no other laws.

* It does not mean that employees have the right to carry on union activity during working hours or to allow their union activity to interfere with their jobs. (For this purpose, break time and lunch time are not considered as working hours.)

Here is the law: Your protection

"Section 8. (a) It shall be an unfair labor practice for an employer -- (1) to interfere with, restrain or coerce employees in the exercise of the rights guaranteed in section 7. ... (3) by discrimination in regard to hire or tenure of employment to encourage or discourage membership in any labor organization. ..."

* This means that employees are supposed to have a FREE CHOICE in deciding whether or not they want to use their right to organize. Anything that an employer does to interfere with this free choice is against the law.

* It means that employers who get "nosey" during an organizing campaign are breaking the law. An employer is not supposed to question employees, or even to find out, about how employees feel, who signed cards, which employees are pushing the union, who attended meetings, what went on at meetings, etc. It is none of their business.

* It means that an employer is not supposed to make any promises of raises, promotions or other benefits in order to influence employees in the exercise of their rights.

* It means that an employer cannot take away, or threaten to take away, any benefits which you already have because of union activity.

* It means that it is illegal for an employer to penalize an employee in any manner because of his or her union activities or beliefs. This includes such things as cutting out overtime, transferring to a less desirable job, suspension or discharge. (If an employer does any of these things, and it is proven that it was done because of union activity, the employer must reinstate the employee to his or her former position without loss of seniority and pay them for all lost wages, plus interest.)


I know it is a lot of reading but take a good look at this list and make a good record of anything that happens to you like this and let us know, either call or get the word back.

Please use this blog story to enter your comments of what any supervisor or manager says to you. We need to plaster it all right here for everybody - in and out of New York - to see. If a manager minds his business - we have no problem with that person - if he or she sticks their nose in - they need to be called out on it.

Right on here.

Tuesday, July 13, 2010

Just In Case You Missed It



We had this sign up for about a week and a half before one of the suits went out and took it down.


They want you to make the right choice so much that they took a stick and poked this little sign off of the pole across the street from the entrance to the airport.

Who ever said they wouldn't go out of their way for you?

Monday, July 12, 2010

Dans Union Acceptance Test

Dans Union Acceptance Test


Name: Dan the man 7/11/10

"Just askin"


Question 1: Will the Company PROMISE to not lower anyones wages?

Question 2: Will the Company PROMISE to not raise health plan costs for employees?

Question 3: Will the company PROMISE no elimination of any current classifications?

Question 4: Will the company PROMISE they will pay for admin fees on our 401k's?

Question 5: Will the company PROMISE to increase wages?

Question 6: Will the company PROMISE to decrease our health contributions?

Question 7: Will the Company PROMISE to improve our pension?

Question 8: Will the Company PROMISE to allot us at least 5 sick days per year?

Question 9: Will the Company PROMISE to go over every policy and change what we feel is unfair to us?

.....And Question 10 is only if you cannot answer the last 9 questions with a YES answer.........

Question 10: Will you respect our wishes to sit at the table and bargain over our hours, wages and working conditions as an organized group of dedicated employees who work hard for this company and have so for years - and will you promise to respect us for choosing our representative - IBEW Local 363 - and will you respect the fact that our desire and the desire of our representative IBEW Local 363 is not to be
disruptive or even business unfriendly - we want to be treated fairly and to have security - will you respect that all we want is a contract that spells out the obligations of all workers to the company and the company to the workers.

Dan - YOU portray yourself as concerned, compassionate and caring for us in your meetings.
....so we ask you..........Now that you know them.........

Will you respect our wishes Dan?

Sunday, July 11, 2010

Oh Danny Boyyyyyyyyyy The Pipes, The Pipes Are Callin...



Great meeting. Thanks to everyone who came. It was overwhelming to see and feel the support. Here are Dannys questions and the answers. Of course, we would love to see his answers to the questions we asked.......


SUGGESTED QUESTIONS BY DAN
FOR IBEW LOCAL 363


1. Why has union membership dropped to the point that more than 9 out of 10 American workers (outside of government) choose to be union free? That is not a true statement. 8 out of 10 of those workers have NOT CHOSEN OR DECIDED anything through an actual election. Most workers fear the unfair treatment companies heap on the workers while organizing - just like Dan is doing now.

2. Is it true that membership in IBEW Local 363 had dropped from over 3400 members in 2002 to less than 2300 members in 2010? What happened to all those former members? With a Local that has over 250 union electrical contractors and approximately 40 other contracts - membership constantly fluctuates. As an example there are currently 900 new telephone workers who are set to join Local 363 right now, along with the Inbev Ab workers. Some people go to work for other 363 employers and others find employment elsewhere. One of Local 363 best organizers are those former members who may have lost their membership due to company consolidations. They know who to call in to organize their new employers.

3. Why are the wages that IBEW Local 363 negotiated at the Ball Wallkill plant so much lower than the wages at MCC Newburgh? We are not negotiating with Ball here or even proposing their contract. If the Newburgh plant has higher wages - that is a great starting point. Don't forget, they may have slightly lower wages in some cases and higher wages in others but they negotiated other benefits over the years that you may not have either.

4. Is it also true that on top of having lower wages the Ball Wallkill employees are required to have union dues deducted from their paycheck? Those earning higher wages than MCC also pay $1 for every $100 earned - yes. They also ALL have retiree medical coverage.

5. How much money does the union stand to gain if it organizes the MCC Newburgh plant? Nothing if there is no contract - no dues are collected until that happens no matter how long or expensive the negotiations for a contract become. So, if you average it out with the time and money that will be spent negotiating and administering the contract over the years, it's not much really. But just to repeat - $1 for every $100.

6. If the union came in and began to negotiate with the company would our current wages and benefits be subject to bargaining? Everything is subject to bargaining but the union PROMISES we will not EVER propose lowering any benefit or wage - we will only hear that kind of negative proposal from Dan and the company -unless they will promise not to do that to the workers. Will they do that?

7. Can the union guarantee to get us a better deal? Can the union guarantee to get us the same deal? Can the union at least guarantee that we won’t lose anything that we already have? Will the company give a guarantee of a better deal, the same deal or promise not to propose to take anything away? Ask them that - the union will not propose to take anything away - EVER. Will they do the same?

8. In collective bargaining, does the company have the legal right to say no to any union proposal that it believes is bad for the business? Please give an example of three proposals that you would reject as bad for business? We probably wouldn't make a proposal that is bad for business.

9. If the company says no to a key union proposal, could the union call a strike? If the union decides not to strike, does it simply accept the company’s position? If negotiations lead to a stalemate, what happens to our wages and benefits? FIRST, THE UNION CANNOT DECIDE TO STRIKE -EVER - ONLY THE WORKERS ALONE DECIDE THAT. But anyway, what would make the company push the negotiations to a stalemate? What would they propose that the employees would not like that would cause a stalemate? Also, we do have a response to that situation that will not require us to take that action.


10. Does the Ball Wallkill contract have a management rights clause? If so, what does the management rights clause mean? Can a company still make changes when there is a union contract? Can a company make changes when a union contract expires? The company cannot make unilateral changes on their own that are not already agreed to in the contract. The company cannot make changes when the contract expires - no. They must negotiate those changes.

11. Have there ever been any layoffs at the Ball Wallkill Plant? What about other companies that have a contract with IBEW Local 363? Can the union stop layoffs from happening? How many companies that the union deals with have never had a layoff? No Ball Metal has never had a layoff either. Many companies that we deal with have never had a layoff and a great majority are in the manufacturing division. However, if a company NEEDS to lay off the union cannot and will not stop them - BUT - we will have a method in place - IN THE CONTRACT - to make sure seniority is respected and that there is a fair system in place FOR ALL WORKERS in case that ever occurs.

12. How long does bargaining take? Is it true that it can take up to a year or longer to reach a first contract? What happens to our wages and benefits if this process drags on for a long time? Contract negotiations take longer only when one party is trying to not bargain in good faith. Normal contracts are done in under 6 weeks if both parties have good intentions. Obviously and by law - nothing can be changed by the company while we are negotiating.

13. Is it true that if the union came in and we didn’t like it, we would still be stuck with the union for a minimum of one year under federal labor law? If the company and union reach a contract before the year is up, could we be stuck with the union for up to 4 years even if we didn’t like it? Good news Dan! Majority rules - glad you agree. The good news is that the majority will vote and keep the union forever at the MCC plant! If, just to play in your fantasy world because it will never happen - a majority of people did not want us there, we would not force ourselves upon them and we would confirm that and give the people what they want. Now - WILL THE COMPANY GIVE that same majority what they want and offer them the same courtesy of RECOGNIZING THE UNION? We have a MAJORITY RIGHT NOW WHO WANT YOU TO DO THAT. Riddle me that one Danman. Just be like Local 363 and give the people what they want.

14. If enough pro-union employees voted the union in, could those employees who don’t want the union simply opt out and keep things the way they are? Explain "the way they are" - nothing is in writing. So there is no ONE way things are Danny. But your answer is no, the contract covers every person. The majority will decide which way this goes for everyone.

15. If I signed a union authorization card and change my mind or am having second thoughts, would you give me my card back? If not, why not? Anyone who desires can have their card back anytime. All they have to do is ask. They don't even have to vote if they don't want to participate in the election.

WE ANSWERED YOUR CANNED QUESTIONS....so Dan - just answer number 13......Why Danny Boy, Why?

Saturday, July 10, 2010

Information For Meeting Times and Place

Meeting Date Time and Location

When: Sunday July 11, 2010

What time: 2:30pm and then again at 7pm.

Where: IBEW Local 363
67 Commerce Drive South
Harriman, NY 10926

Directions: Take NYS Thruway south and get off at Exit 16 Harriman - after paying toll take first exit on right and stay in left lane - take a left. Follow straight and take a left at the 5th light onto Commerce Drive South. IBEW Local 363 is last building on the left side.

Hope to see everyone there.

Friday, July 9, 2010

My Baby Danny She Wrote Me A Letter - said he couldn't live without me no more



Just read "The Letter" from Dan. I would like everyone to pay close attention to the "facts" he points to in every letter he writes.

NONE OF THEM HAVE ANYTHING TO DO WITH HAVING OR NOT HAVING A CONTRACT AT THE MCC NEWBURGH PLANT - NONE OF THEM.

By the way, Danny didn't even write most of that letter or any letter he signs from now on - - it is written for him by some paid entertainer hired by the company - it's kind of like a paint by numbers kit. The hard parts are all done for ya'. We have management confirmation of that.

IT IS AMAZING HOW DAN is SO CONCERNED about this issue - the UNION/CONTRACT. He is so concerned that YOU WILL MAKE the right choice. He ALWAYS does that and always did that. DIDN'T HE?

Remember when you were worried about your 401K AND how DAN helped you find the answers you needed? REMEMBER HOW CONCERNED HE WAS THAT YOU ONLY INVEST IN DIVERSIFIED STOCKS SO YOU COULDN'T LOSE MONEY?

I bet DAN wrote you ALL TONS of LETTERS explaining ALL OF THE OPTIONS so YOU WOULD MAKE THE RIGHT CHOICES - DIDN'T HE?

We will answer all of your questions too Danny - on July 11. Have who you send in take good notes.


Dan here's what gonna happen. Soon, you are going to get in too deep and you are not going to know how to answer anything anymore - then you will be replaced by the "new guy" or some attorney - or the guy who really writes your letters now.

Then that guy will write more letters and repeat the same things over and over. All of the points are twisted to scare you into thinking that wanting to form a union is bad and having a contract is not something we need to talk about.

We should instead discuss why since 1985 union membership is down in the United States. That should help us decide if we should have a contract here in Newburgh or not.

On July 11 we will discuss everything everyone wants to discuss. I will have a way so that no person has to speak or stand to ask the question if they don't want to.

We will EVEN discuss Dans big zingers.

July 11 - Come Meet A Proven Leader - IBEW Local 363



On July 11 the workers at the plant will see for themselves that they are about to become affiliated with a proven leader. A leader whose sole job is to protect the rights of every member in every plant, factory, construction job, telephone call center, highway department and maintenance department.

That is why we exist. The company may have a meeting or two or three or four during this campaign - but after the smoke clears they won't give you the time of day - just like they didn't prior to the IBEW coming in. Now couple that with the fact that you have new owners who -judging from the Brazilian press - are going to "show" the "Americans" how it's done (that p's me off.)

Add to that fact that they openly talk about big multi-million dollar bonuses that will be paid for by taking AWAY from the people - and you have MORE THAN ENOUGH REASON TO CALL IN THE UNION.


Now we have your managers having their first meetings because they know we are coming in. They are nervous. Ask yourself - are they nervous because the people might lose something (as they portray it at their meetings) or is it really that YOU MIGHT GAIN SOMETHING - like a voice at work or a seat at the table?

Or is it that they cannot make and change any rule at any time - like they do now - and that with the UNION YOU will gain a little power. A little strength?


I think most people know that answer.

Everyone who is involved in helping the Newburgh MCC location to be covered by a contract is truly a LEADER. You are helping yourself and everyone who works at the plant now and also coworkers who will work at the plant in the future. Years from now people will have a better way of life because of what we are doing today!

A contract is what every worker at the plant needs.

.....and we will get that by working together.


No matter what Dan, Carlos, Warren or any other paid entertainers the company hires to orchestrate mandatory plant meetings to teach you how wrong it is to want to be an adult at work with a say in things and the right to be treated with respect.


One more thought - if the union was really so bad and so weak don't you think that would be an advantage for the company?

Maybe they know that's not the case - maybe they are so concerned because they know it will be the exact OPPOSITE of that - and they are going to fight like hell to try to stop it - while masquerading around as doing this for "you". BS.

They are betting that the people are weak minded and will believe that they are spending all this time advising you because they care about you making a mistake. Ridiculous.

Be a Leader. Come join a Leader. Come on July 11 and let's start this engine up.

Sunday, July 4, 2010

Happy Fourth of July To Everyone From The IBEW



Happy Fourth of July to all of our fellow American workers, members and soon to be members of IBEW Local 363. We hope that everyone is as proud of our country as we are and grateful for what being an American allows us to enjoy. We have rights that they have in no other country!

......and as Americans we should never be intimidated for exercising those rights.

Once again, Happy Independence Day to everyone!

Saturday, July 3, 2010

Send In Your Cards Prior To July 11 - Bring In The IBEW To Inbev-AB



This week coming up will be when everyone who is sending in a card should do so. We will call for the election as soon as we have a solid and strong majority of people supporting the cause. We want to have all of the cards sent to us in order to plan that out properly.

If you know someone who has a card and has not sent it in - and you can talk to that person - ask them to send in their card this week prior to July 11.

Thursday, July 1, 2010

If You Still Have It - Send In Your Card Before July 11

Most people have sent back their cards already from the first mailing we did. Since then, many people have contacted us and given us their contact info.

There was a second mailing that went out a few days ago and there was an authorization card included with it. If you are planning to fill out the card - do it today - and mail it tomorrow or asap.

This way, we will receive it prior to the July 11 meeting. We will discuss a lot of things at that meeting and one will surely be when we will file for the election.


If you have not received a card or a letter yet it probably means you are one of the few that we could not locate an address for.

If you would like a card and letter mailed to you please call (845) 783-3500 and explain that you work for the Newburgh Can Plant. Give us your information and you will get a packet in the mail.


You can also bring your card to the meeting if you want to.