The Fall f the United States, The End

[Eddies66]

Originally Posted by Alan Roehrich

ROFLMFAO


You're using the figures from the "pandemic". Seriously? That's so utterly intellectually dishonest as to render this all pointless. That's really sad.

The reason for using is to show how badly he handled it. Figures don't lie! His broken promises, his failure to lead, the continuing to lie to save his own ***, his no sense of accountability. He is your cup of tea, not mine.

[MR DERBY CITY]

Originally Posted by Eddies66

The reason for using is to show how badly he handled it. Figures don't lie! His broken promises, his failure to lead, the continuing to lie to save his own ***, his no sense of accountability. He is your cup of tea, not mine.

You are a Funny guy Eddie. I vote with my wallet…My 401 k was higher and my grocery bill was lower …I won’t even mention fuel. I would pray for you, but that’s even out the window now.. For once I am Speechless ….

[Eddies66]

Originally Posted by MR DERBY CITY

You are a Funny guy Eddie. I vote with my wallet…My 401 k was higher and my grocery bill was lower …I won’t even mention fuel. I would pray for you, but that’s even out the window now.. For once I am Speechless ….

I am good with that, thank you!

[MR DERBY CITY]

Originally Posted by Eddies66

I am good with that, thank you!

Prayers sent !! …. LMAO !!! You are too much fun Eddie …..LOL.

[Alan Roehrich]

The only time I had a union "securing my wages and benefits", the slackers kept me from getting a full time job.



Watched the largest local plant go broke after going union, they'd gone 30+ years without missing a delivery date or having a major quality problem. In the next 16 years, they missed dates, and had quality issues. The plant was closed, and the jobs went overseas.



Worked in a sheet metal fab plant, watched Peterbilt Madison go on strike, over a $20 insurance increase. Stayed out from April to Thanksgiving. Cost Peterbilt about 50,000 truck sales. The local sheet metal union picketed our plant, tried to keep me from my job. About 5 years later, Peterbilt Madison closed. Funny thing, those clowns never got their $20. And they lost a ton of wages. But hey, they got $100 strike pay!


I'll pass on the union. And voting democrat kills your 401k, your budget, and your personal liberty. But hey, the union officials and the politicians make bank.

[SStockDart]

Alan, I was once a Union Steward for the Teamsters. I decided that if I had to give the union money, I wanted to know how they operated and spent it. At that time (55 years ago)....ya had to be able to drink beer, slit tires, and threaten people. Maybe it is different now.

[Jeff Niceswanger]

[QUOTE=Alan Roehrich;682221]The only time I had a union "securing my wages and benefits", the slackers kept me from getting a full time job.




Glad you spoke up Alan. Gary isn't a bit shy either and hopefully folk are getting some education on "Modern" labor. They all know of the horror stories of the past. Unions are not the Unions of the 70's and 80's. We have learned, and members are gun-shy of scenario's exactly as you described. I know of several class racers that work for the Ford plants down in the Louisville area. They want no part of being without the UAW.
Has anybody on here actually been a part of a strike like I did? I doubt it. Even though they have never been involved their the first ones that claim to know all about it. Let me tell ya, you don't. Those guys have had to vote to walk out. And its scary. They have discussed it with their wives, their kids, their friends. Its serious stuff. You might never get that job back. Even if you do, the job will be HORRIBLE until things calm down and that will take months, most likely years. That's all discussed in the meetings as the members make up their own minds on what to do about the company's final contract offer.
We had a guy, Will Wise. One of the smartest men I ever met. He was an Electronics specialist. When he hired in he refused to join the union. So his dues money was sent to I believe his church and he was NOT a member. So during that timeframe we went out on strike. Curiosity was high as we figured he would refuse to strike and if he did would shortly cross the picket line. Week after week went by. But he never crossed. I finally had to ask him "What are you doing out here"?. His answer was " Their screwing me just like they are you". After the strike, he joined the local and ran for office. Chief Steward. That's the # 2 guy in the union. Amazingly the guys voted him in and he was my right hand man for years. Sadly he died of brain cancer.
You never hear of the good outcomes because of unions,, Like UPS pension of 2500 a month @ 57 years old and 3000 dollars @ 30 years. They have had this since the strike of the 90's.Ive already spoke of my personal outcomes. Make me an rich guy? Of course not. All been a perfect world in my 45 years of labor? No, not at all. I spearheaded a decertification vote and successfully threw a do nothing union right out the door. We were spending 250,000.00 dollars a year for nothing. But I did more than run my chops. I got involved, helped throw them out and later became the leader of the pack.
90 % of quality and production issues in a manufacturing facility is management. The workers just do what their told. And if they don't, there is ample language in any "modern" contract to get rid of them. Management Rights, Discipline and Discharge and Major Offenses makes it a road map to peel off the slacker's. (I'll post ours but most contracts are very similar). For some reason, many times they CHOOSE not to. They just refuse to follow through on discipline. You gotta do it right, and they don't. Its that way on purpose, so the bosses nephew is not given favor over the next guy, even if he's a nobody. You'd be surprised how many times we had the company hell bent of firing someone but we had to explain to them that joe blow who happens to go hunting with the boss all the time has done the exact same thing multiple times and it was never problem, why is it now? For the reasons why companies cant be consistent you would have to ask Gary, that's his area...

[Jeff Niceswanger]

ARTICLE VIII
MANAGEMENT RIGHTS

Section 1. The Company reserves and retains, solely and exclusively, all of its normal, inherent and common law rights to manage the business, whether exercised or not.

Section 2. The sole and exclusive rights of management shall include but are not limited to hiring of new employees from any source it may desire; to direct the work force and assign work to employees in accordance with the requirements determined by management and the provisions of this Agreement; to evaluate the work performance of employees; to promote, lay off, demote, transfer, discipline, suspend or discharge employees for just cause in accordance with Article IX; to lay off employees because of lack of work and eliminate jobs; to determine and redetermine the work to be performed and the methods, processes and quality of such work; to discontinue processes or operations of the Company; to determine and to select the equipment to be used in the Company’s operations and, from time to time, to change or discontinue the use of any equipment and to select new equipment for its operations, including equipment for new operations; to determine the size and type of the working force; to determine the number of hours per day or week that operations shall be carried on; except as provided in this Agreement or as otherwise agreed by the Company and the Union in letter(s) of understanding, to establish shifts and schedules and from time to time change the shifts and schedules; and to establish or continue policies, practices and procedures for the conduct of the business and, from time to time, to change such policies, practices or procedures, except as provided in this Agreement.

Section 3. The Company shall have the exclusive right to require an employee to undergo a physical examination by a physician of its choosing in accordance with federal and state law to determine an employee’s fitness for duty. The Company shall pay the costs of any physical examination under this Section.

ARTICLE IX
DISCIPLINE AND DISCHARGE

Section 1. The Company shall have the right to discipline employees for just cause. The progressive disciplinary steps are: verbal counseling, written counseling, final written counseling and termination. The steps of progressive discipline shall be followed in all cases of minor infractions of work rules or company policies. In cases of major infractions of work rules, steps of the progressive discipline process may be bypassed; in cases of food safety violations, the verbal step of the progressive discipline process may be bypassed. Violations of the Attendance Policy shall be separate from violations of work rules for all purposes of discipline.

Section 2. When an employee is to be disciplined, the nature of the offense will be put in writing and given to the employee within seven (7) calendar days of the Company’s knowledge of the offense. If the employee is not working on the seventh calendar day, the notice will be given to the employee on the first day the employee returns to work. Any suspension will commence within seven (7) calendar days of the notice unless the Company and the Union agree otherwise. Employees facing disciplinary action shall have the right to request union representation at the time the employee receives the discipline. An employee shall also have the right to challenge the disciplinary action through the grievance procedure. The timeframes set forth in this section may be extended by mutual agreement; consent to such extension shall not be unreasonably withheld.

Section 3. Discipline will not be counted for progressive discipline purposes after one (1) year from the date of issue, provided the employee has not received any disciplinary action for at least one year.

Major offenses
The following is a list of major offenses (to be included in the work rules and not the collective
bargaining agreement):
1. Assault
2. Possession of firearms or other weapons on Company property
3. Use or possession of drugs or alcohol on Company property
4. Being under the influence of alcohol or drugs while on Company property
5. Theft
6. Intentional destruction of Company property
7. Willful contamination of product; willful failure to report contamination of product
8. Falsification of time records or employment application; willful falsification of other
Company records
9. Gross insubordination
10. Fighting
11. Sleeping on the job
12. Willful violation of safety procedures
13. Job abandonment
14. Repeated sexually or racially harassing or discriminatory

[Jeff Niceswanger]

Originally Posted by MR DERBY CITY

You are a Funny guy Eddie. I vote with my wallet…My 401 k was higher and my grocery bill was lower …I won’t even mention fuel. I would pray for you, but that’s even out the window now.. For once I am Speechless ….

That's exactly why I voted (most of the time) with democrats MJ. Being a Union leader and member all my life, the relentless attempts from the republican party trying to eliminate organized labor forces me to "vote with my wallet". My Union bargained my wages, vacations, holiday pays, insurances, vision care, dental care, life insurance, disability pay, sickness and accident pay, AND most importantly bargains my retirement plans. The strike I was on in 2004 standing firm on my Defined Pension is why I was able to retire at 59 1/2. Unions have put me in a nice middleclass standard of living. So I vote accordingly. I wish it wasn't so, because the republican's have some great ideas, but making it as hard as possible on Unions is not one of them.
(I still love ya and think your one of the best) !
Wanger

[Eddies66]

Originally Posted by Jeff Niceswanger

That's exactly why I voted most of the time with democrats MJ. Being a Union leader and member all my life, the relentless attempts from the republican party trying to eliminate organized labor forces me to "vote with my wallet". My Union bargained my wages, vacations, holiday pays, insurances, vision care, dental care, life insurance, disability pay, sickness and accident pay, AND most importantly bargains my retirement plans. The strike I was on in 2004 standing firm on my Defined Pension is why I was able to retire at 59 1/2. Unions have put me in a nice middleclass standard of living. So I vote accordingly. I wish it wasn't so, because the republican's have some great ideas, but making it as hard as possible on Unions is not one of them.
(I still love ya and think your one of the best) !
Wanger

Union Strong!!!!!!