Commentary05-03-2009 UNION'S FAULT? The "Bull-Droppings" have begun by Ruan's managers in their selfish assessment of the current situation. They are attempting to spread doubt in Local 117s' ability to handle the inconsistencies of Ruan's attempt to sabotage the process of good faith bargaining.
Comments such as: "This
is your Union's fault for not accepting our (Ruan) offer.
Don't you guys care about having jobs? We think that 2% is a good offer.
The next company will pay you guys three dollars an hour less. Your United
Grocer's Teamster brothers down the street got the contract they wanted and
now are being laid off.. The reason we didn't bid, was because we didn't
hear from Local 117. We're not going to bid if there's no money in it. Do
you think you guys are worth more than the Local 174 drivers? My job hinges
on whether you guys accept the contract from Ruan. Standing up is one
thing, but is it worth losing your jobs? You have got to expect this during
these tough economic times."
These are just a few of the statements made by Ruan's management at Terminal
T003 this week, and can be verified by the many drivers who heard such
comments. The fact is that we are now facing possibilities of another
transportation company to perform what, perhaps, could not be accomplished
by Ruan.
On May 1, 2009, Local 117 Secretary Treasurer
Tracy Thompson and Business Agent Pete Lamb, met with drivers at 3am. It
was truly a breath of fresh air to see the "Head Teamster" come out and
give her support for the Darigold/Ruan drivers of Seattle, Washington.
Ms. Thompson's straight forwardness and true concept of the issues
facing our collective bargaining unit was great to see and hear. The
drivers were very forward in their questions and Ms.. Thompson was
determined to answer every question with clarity and with no "Bull
Droppings".
I noticed one clear fact... we have a new sheriff in Town and her
name is Tracy Thompson. The shop stewards give their total support
to this new administrator. Her vision is clear. She isn't interested
in kissing the bottom of "Corporate America" resulting in the
compromise of the "Core Values of Unionism". I believe that if the
IBT and JC-28 give Ms. Thompson the support she deserves and needs
in order to overcome the assault by "Corportate America." on the
Teamsters and their families, we could achieve something special.
The clear facts of "Corporate America's Assault" on
organized labor is seen in the Oak Harbor Freight Lines labor
dispute. The following quotes are from Washington
Teamster Joint Council of Teamsters No. 28/ Volume 72, No.2
/ Spring Quarter 2009:
We aren't alone my friends.....But if we don't take a stand, the ability for
ordinary people to have a forum to sit at the table with Corporate America,
to bargain reasonable contracts with fair wages, hours of work, seniority
provisions, pension and healthcare, will eventually fade away with the dust
of time.
Laborwatchman
4-12-2009
RUAN/DARIGOLD DRIVERS
OF SEATTLE MEET ON APRIL 11TH
The Ruan/Darigold drivers of
Local 117 met yesterday to discuss negotiations. After a
brief introduction, the Local's General Counsel presented various topics
facing the group. The fact is that the issues facing the Ruan/Darigold
drivers aren't as simple as we would like for them to be. With the
economic crunch and the third party confusion still in existence since 2003, one
thing is clear... We are facing an uphill challenge.
The Local and its bargaining
team will do everything to bargain in good faith with a company that has a
desire to only bid the work with demanded concessions and threats, with no
indication from Darigold that they are guaranteed to be awarded the bid. The
leadership of Local 117 will no doubt take the high road of
good faith bargaining through Ruan's tone, and negotiate. When this writer
sits back and looks at what is going on, I wonder...what would the
founding fathers of organized labor say?
The first and foremost
responsibility is to remember that the purpose of good faith bargaining is
to enable workers the ability to bargain for what is fair. Fair wages,
benefits, pension, contractual language that will protect jobs, as well as
balancing our demands making it fair for the employer, should be the common
goal. We
should make mention of the economic challenges facing some employers and
then we should also make mention of employers who are doing well during the
economic crunch. The fact is that this economic crunch didn't come
overnight. When President Clinton left office, the signs of pending economic
challenges were present. Yet, during those pending economic storms, certain
employers showed enormous growth and stability.
Organized labor shouldn't fall
prey to the exploitation of the economic crunch, but
rise above the line with Interest Based Bargaining....
an approach to bargaining that features group problem solving, open
communication, and cooperation that meets the mutual interests of the union and the
employer.
Also, Compromise and
concessions, are at the heart of traditional bargaining. The
request from both parties during the bargaining process of sacrificing all
or part of one or more original bargaining proposals is done with the intent
to achieve an agreement. But this isn't the table facing the Ruan Drivers...
The " You will give this or else", mentality by the company doesn't come close to the tradition of
compromise and/or concessions.
Questions as to why we have to
bargain under these circumstances were asked. In honoring the commitment
established by the forefathers of organized labor, we must follow the scope
of duty to bargain. We have an obligation to bargain in
good faith, which is a requirement under federal labor law. Though we aren't
happy with the tone set by this employer, we still have the obligation to
do all that is right and lawful.
The playing field and rules have
changed for these drivers in 2003. We went from bargaining with Darigold
(Former employer) to bargaining with a
Third party carrier and their customer behind the scenes. We are
subcontracted drivers... a term used to describe an employer's
practice of contracting with an outside carrier (enterprise) to perform the
same work (Outsourcing).
A Brief Historical
Viewpoint:
Articles by labor historians
Boyer and Morals 1955, describes the latter part of the nineteenth century
and the early part of the twentieth century. It depicts how workers labored under
brutal conditions. Workers were expected to work 14-hour days and receive
little pay. Many workers also found themselves with no safety provisions
and no protection against illness, injury, unemployment, and other things
that today we have taken for
granted.
Workers had very little recourse
in the face of such conditions, until the bravery of many workers organized unions to protect
the workers' pay and improve the quality of
their working lives. Before the 1930s, workers who attempted to form unions
were subject to brutal oppression, frequently punctuated by violence that
took not only THEIR LIVES, BUT THOSE OF THEIR FAMILIES AS WELL. West
Virginia in the 1920s, mine workers were prevented to organize.
Strikers could be jailed, union
organizers deported, and the rank & file workers fired without any recourse
whatsoever! Yet, strikers historicall, have been the single most important
means by which workers could flex their collective muscles.
THE ABILITY TO WITHHOLD LABOR POWER AND HALT
PRODUCTION IS ONE OF THE ONLY METHODS WORKERS CAN NEGOTIATE WITH CONFIDENCE
IN MAKING CERTAIN DEMANDS FOR WORKERS.
That ability is now being signed
away by the rank & file in various contracts. Any language proposed and
signed by the rank & file that tear away at the very fabric of our movement
to gain temporary marginal victories are embarrassing to say the least.
Don't throw out the baby with
the bath water! Even if contracts tend to disproportionately represent the
interest of employers, workers are still better off with contracts than
without them. Remember, in the absence of contracts, employers
could establish almost any kind of working condition they want.
Thank you,
Laborwatchman
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