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Writing, Rallying and Podcasting for Employee Free Choice |
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When every employee in a workplace asks to be represented by a union, it should be a simple matter. They should get a union and be able to bargain for a better life. For workers at one Minneapolis company, however (see video), these basic freedoms were thwarted by their bosses. And all too often, what happened here takes place in workplaces across the country when employees seek to form a union.
Andy Aldrich, a fire safety worker, was one of the workers who, faced with arbitrary changes in pay and workplace rules, tried to form a union and negotiate with management for better work conditions and consistent pay.
That’s why we went for a union. We were looking for some fair and balanced treatment across the board, for every single employee.
Instead of accepting the wishes of the workers, management refused to recognize the union and instead pushed for a delayed election. Despite coercive one-on-one management meetings with employees, the company wasn’t able to block their wishes and the workers won their election for a union. But the fight wasn’t over. After seven months of negotiating, the employees still don’t have a contract. In the meantime, three of the workers who voted for a union have been fired.
If the Employee Free Choice Act was law, it would have protected the workers’ fundamental freedom to form a union and bargain. Across the country, a grassroots mobilization is pushing for quick passage of the Employee Free Choice Act to restore workers’ ability to bargain.
Many members of Colorado’s delegation to the U.S. Congress already have stepped forward to support the Employee Free Choice Act, including Rep. Betsy Markey, who won a tough race to oust an anti-worker incumbent last fall. Colorado union members are writing letters and attending town hall meetings to make sure the rest of the state’s delegation in Washington will fight for the freedom to form unions and bargain.
On Saturday, hundreds of union members attended a town hall meeting in Pittsburgh, where community leaders and union members talked about the need to pass the Employee Free Choice Act. In addition, Sandra Telep of Pride At Work will speak tomorrow about the Employee Free Choice Act on an upcoming edition of Pittsburgh’s Union Edge radio show. (You’ll be able to download a podcast of the show here.)
In Alaska, Sam Rhodes of AFSCME Local 52 reports that more than 300 union members visited the state Capitol to show their support for workers’ rights and the Employee Free Choice Act. Rhodes says that union members from around Alaska visited their members of the state House and Senate to talk about the issues that matter to working families.
In Wisconsin, both AFSCME and the Milwaukee Teachers’ Education Association dedicated their monthly meetings to writing letters to Congress in support of the Employee Free Choice Act. And in Maine, the February meeting of the Maine AFL-CIO focused on political training and letter writing in support of the Employee Free Choice Act.
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Imagine An Employer Firing a Worker for Trying to Organizing A Union - One More Reason WHY we Need The Employee Free Choice Act
Union: Man Fired For Organizing Kenilworth Care Workers
By GARY PINNELL
Highlands Today
Published: March 1, 2009
SEBRING - Stanley Massaline has spent his adult life - 29 years - cooking in the cafeteria for the Kenilworth Care & Rehabilitation Center. But two weeks ago, he was terminated.
Massaline was told he was laid off. But his United Food & Commercial Workers Union representative, Glenn Harris, says Massaline was fired for organizing the rest of the Kenilworth Care workers.
A call on Friday to get Kenilworth Care’s side of the story was not returned by Administrator James Baker before press time.
“This is the proof,” said Harris, director of organizing for Local 1625. He held up a four-page document Massaline was required to sign, if he wanted to accept six weeks severance pay - almost $3,000.
“I didn’t sign it,” said Massaline. Instead, he took the document and left, and provided a copy when he and Harris contacted Highlands Today.
“You agree that you will not re-apply for employment with the Company or any of its affiliates and, if you should do so, the Company and its affiliates shall be entitled to reject your application for employment with impunity and shall not be liable for claims based on such rejection including, without limitation, a claim for rejection.”
“If he had been laid off,” Harris pointed out, “he would have been eligible for re-employment.”
On the same day Massaline was terminated, Harris filed a complaint with the National Labor Relations Board, alleging unfair labor practices. Harris wants Massaline rehired, with back pay. While companies are entitled to discourage unions, Harris said it is illegal to fire a worker for organizing.
Another clause in the termination contract caught Harris’s eye: “This release means you are forever releasing and relinquishing the Releasees from any rights you have to relief of any kind, including without limitation, any right to relief you may have under the federal Americans with Disabilities Act, the federal Civil Rights Act if 1964, or any other federal, state, or local statute, ordinance, regulation, law or precedent.”
Whatever happens with Massaline, Harris said an election will be held at the Kenilworth Care learning room from 6 a.m. to 8 a.m. and from 2 p.m. to 4 p.m. Friday, March 20.
About 70 certified nursing assistants, restorative aides, food workers, housekeepers, laundry aides, central supply clerks, rehab techs, activities and maintenance assistants will be allowed to cast ballots, Harris said. Massaline had signatures from about 50 of them before he was terminated, he said.
“Your vote is secret and protected by the federal government,” Harris told workers in flyers posted at the facility.
After he was terminated, Harris said company officials told co-workers Massaline was let go because he is illiterate. Massaline said the issue had never been brought up before.
“He didn’t just forget how to read,” Harris said. “But it was okay for 29 years. He was fired for union activities.”
One More Reason WHY we Need The Employee Free Choice Act Now!:
The Employee Free Choice Act will:
Strengthen penalties against employers who break the law. Too many unscrupulous employers get away with breaking labor laws because the current penalties are too weak. The Employee Free Choice Act would increase penalties against employers who illegally fire or retaliate against pro-union workers during an organizing campaign or an effort to obtain a first contract. Read more about strengthened penalties.
Allow employers or employees to request mediation if they’re unable to negotiate a first contract. Under current law, anti-union employers often drag workers through lengthy negotiations by delaying bargaining sessions, withholding relevant information, and putting forth bogus proposals. Even though these tactics are illegal, there are no effective deterrents to prevent “surface bargaining.” The Employee Free Choice Act will strengthen workers’ ability to achieve a first contract within a reasonable period of time. Read more about mediation & arbitration.
The Employee Free Choice Act would allow workers to form a union through “majority sign-up.” If workers know they want a union, we should have laws that let them have it. The Employee Free Choice Act would require an employer to recognize its employees’ union when a majority has signed union authorization cards. Under current law, management can refuse to recognize a union even when 100 percent of employees have signed authorization cards. After a majority of workers have signed cards, an employer can still call for a separate election. Under the current system, then, the employer gets to decide whether a separate election is necessary. The Employee Free Choice Act would give this choice to the workers. Read more about majority sign-up.
Opposition Groups like The Coalition for a Democratic Workplace and their public relation firm Navigators Global continue to spread lies about the Employee Free Choice Act and never take notice or report about Employer Inimidation during a union campaign.
For more information on Employer Intimidation and Union-Busting FEAR Tactics Press Below
http://efcanow.blogspot.com/2009/02/just-say-no-to-employee-free-choice-act.html
For More Information on EFCA please visit our websites and blog
http://www.employeefreechoiceactnow.org
http://efcanow.blogspot.com/
http://efcaunionbustingclub.blogspot.com/
http://www.FreeChoiceActNow.Org
http://www.LaborUnionResources.Org