Not one of these employees has ever refused a cash settlement won by the Union. In some cases their very livelihood was saved by the Union and your dues.

 

NON-MEMBER LISTING BMC

TOUR 1 AREA

TOUR 2 AREA

Michael Dugack South Inbound Eric Ward PSM-3

Dennis Koppenhaver North Inbound

Frank Pogue PSM 3

Rusbelio Perez West Wall

Michael Harris NMO

James Buchanan South Inbound

D. Renee Jones Unassigned

Michael Freiberg South Inbound

Marlon Craige EX DKS Robin Harris SPBS

Charles Clybourn Jr. HSTS

Stanley Kozlowski Unassigned John Matza HSTS Theresa Smith South Inbound Karen Whitfield RT

OUR CONCERNS

UNION

NO UNION

Dignity, Rights, and Respect.

Must be given at all times.

Only given if they like you.

Wages and Other Compensation.

Spelled out in the Contract

SECRET - privately negotiated by management.

Raises.

Will be bargained for everyone and everyone votes.

Favoritism can determine individual raises.

Discipline/Dismissal.

The Union will defend you.

You are an "AT WILL" employee.

You're on your own!

Problems on the Job.

Your VOICE is heard. You have a Grievance Process.

Their way or the highway.

Seniority Rights.

Union Contracts give recognition to time of Service.

Rights DO NOT exist.

Policies.

Remain Consistent.

Forever Changing.

A Voice in the Political Arena.

Work for laws to protect  Employees and their families.

Take away and weaken laws such as Overtime, S&H, etc.

How To Lose Your Union

(The following article has been printed in numerous union newsletters across the country)

Dear Former Brother & Sister Union Members:

I am writing to you to hopefully warn you to avoid what has happened to me and my other machinists’ brothers and sisters in this plant.

We were once members of the International Association of Machinists Union with the usual gripes about dues, slow grievance procedures, seniority disputes, incentives, overtime arguments, etc.

We thought of stewards and union officers as free-loaders with jobs that command no respect and that the company would treat us just as good with or without them and we were in agreement when someone said "The Union is selling us out"....never the company.

Well, this was in 1978, and now we no longer have these problems, for in October 1978, we voted to break away from the International Union. We are now non-union and no more dues!

We no longer have seniority disputes because we are placed by ability, which means whoever is the bosses’ pet, and the same with overtime. Our grievance procedure is no longer slow, it is nonexistent.

We don't have an absentee problem. If you miss one day, you must have a doctor's slip, so most absentee problems were fired long ago with nobody to represent them.

Our incentives now are: do more work or you will be disciplined for refusal to work.

All this for less money, smaller hospitalization benefits, fewer holidays, and seven days without overtime pay, if it's an emergency....which it is almost every week.

Our ex-stewards and union officers are no longer a problem: most of them have been discharged for one technicality or another, or setup in a discharge situation.

How did this happen? Well, one night at a local tavern, a supervisor I know got drunk and was laughing and bragging to a friend of his about how they got rid of the union. This is what I overheard from my booth in the tavern. The supervisor said the company hired a union busting firm out of Chicago at several hundred dollars an hour to come and train the supervisors and foremen to the skill of union busting, with the threat that any foreman disclosing this would be fired.

He explained that there are a lot of companies in the business (union busting) now because they think the time is right with inflation, plant closing, conservative Republicans and Democrats being elected and a general fear of a job loss in a lot of plants.

He said they held a lot of management classes and were taught how to bust the union.

Some of the things they were taught were:

(1) Try to confuse seniority, and then blame the union for the confusion.
(2) Delay the grievance as long as possible.
(3) Increase discipline for minor offenses.
(4) Threaten employees if they file a grievance.
(5) Make sure employees know that all the benefits are company given, not union negotiated.
(6) Get stool pigeon big-mouth employees - every area has them - to criticize union officials and union dues. (You know who these are)
(7) Convince the employees that it's the union that is to blame for any problems that arise.
(8) Convince the employees that the company is the big brother - the good guy - and the union is the enemy.

When I heard this, I realized they followed the game plan perfectly. All of these things happened to us, and they were laughing at us the whole time. So I felt I had to write this letter to warn you how easily we were led down the road to disaster.

I only hope in some way this will help you avoid what happened to us. Don't go back 40 years in time, like we have.

I cannot sign this letter in fear of my job and family. Hopefully, some day, I will be back with you without fear.

It's a terrible lesson to learn.

Author Unknown