JH 72 Been Busy!

JH 72 Been Busy!

Sorry all, but the Joe Hill Team has been busy with other things, of late. In case you haven't noticed, there is a national election underway. Recently the Joe Hill Email address received a tasteless attack on the wife of John Kerry by a Republican Union member. All I have to say about that is, be sure to vote and encourage everyone to vote.

So mediation is pending before our bargainers. I hope that the bargaining team will take some of the information to the mediation sessions from the Joe Hill Project. LTD has the resources, and does not need to be pressing the issues that it is. We have seen nothing but waste and pursuit of a hugely expensive capital agenda for a very small, or no gain in productivity. As Joe has said before, the BRT is the beast, and it is going to slowly eat LTD from the inside out.

LTD is going to once again dash headlong in to the new technology issue by buying hybrid electric technology from New Flyer. New Flyer might be a better choice in the long run, but it looks like we are at the head of the line. And man, are they expensive. The amortized cost for each ride by BRT could fund regular service in a greatly expanded service.

You will know the success potential of the mediation if LTD makes any concessions on it's hard as stone positions. Word has it that they may have even appeared, at least to us, as having made worse proposals in the last meeting. This, you need to know, is contrary to the Public Employee Collective Bargaining Act. It is called regressive bargaining.

Mediation is a process of structured concessions. The role of the mediator is to call each of the parties on whether the position being articulated is realistic and fair. They have no power to impose anything, and their efforts are completely off the record. Typically a good mediation is filled full of "what if" proposals, and cajoling by the mediator to move the parties to settlement.

But, if one of the parties is Jabba the Hutt and is not moved very easily, then mediation is just a consumer of time. With every day that we move away from the expiration of the contract, the bigger the bill is to pay retroactively and less likely that LTD is willing to do it. Retro pay is usually one of the first things lost by workers, but why should it be in our case? LTD wasted millions on the Breeze, and the LTD share from local costs are more than enough to pay the retro pay. Why should we suffer for the mistakes made by management?

You see, Team LTD should mean that if we did not share in the decision we should not be subject to the consequences for the decision. ATU mediation team - tell LTD to get real.

In Solidarity,
Joe Hill


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"The truth is incontrovertible, malice may attack it, ignorance may deride it, but in the end...there it is!"

JH 71 - Hammbert Again! Ego check, everyone.

Keeping you ego in check is empowering!

Joe Hill 70 - The Political Elephant in the Living Room

You have all heard about the Elephant in the living room. No one talks about it, and everyone steps lightly around. Well, the "elephant in the living room" for unions usually turns out to be the elephants in the herd. What I mean by this is the Republicans who are also union members. So this raises the question "Can you be a good union member and be a Republican?" Now, before someone starts getting all uppity, Joe Hill is asking this question in all seriousness. In fact, Joe would be interested in your own reflections and thoughts on this very question on the BLOG.

But I will step out on that tiny little branch called a limb and answer my own question. The answer is YES. In fact, if unionists agree with their own rhetoric, we not only say yes, but welcome this diversity as it adds strength to the fabric of our organization. However, we should not blindly give our allegiance to any party unless they meet a test of support for our livelihoods. That is, after all, the purpose of our union. The union and our jobs are intended to be a means not an end. The end is our lives of enjoyment, our families, and the things that we think are important. If your job cannot provide you that satisfaction then do something about it by unionizing or move on.

So what is the test for all of us Democrats, Republicans, Greens, Independents and others to garner our support as unionists? I believe that there is five tests for any politician that wants to gain our support.

TEST ONE
Are you as a prospective elected official willing to support the right of all workers, the right to join and form unions, unfettered and without employer obstruction, including the right for dues check off so as to not cripple the union organization?

TEST TWO
IF an employer violates laws that protect the rights of workers in forming unions, are you willing to pass a law that would sanction these employers with fines first, imposing special tax rates on corporations and individuals second, and escalating these taxes until compliance is met by serial violators of the labor organization rights of workers?

TEST THREE
Are you in favor of arbitration for all employees as the ultimate means of determining a remedy for employer/employee contract disputes?

TEST FOUR
Will you work to repeal the Landrum-Griffen Act also known as the right-to-work law?

TEST FIVE
Will you support a law that requires the following:

1) recognition of a union by an employer if the union produces signature cards for 60% of the employees in a work place; 2) Further, this proposal would require the employer to arrive at an agreement on the first union agreement within the union, within 6 months of organizing and 3) if an agreement cannot be arrived at, then the parties would be required to submit their last best offers to binding arbitration for the first agreement.

Now, I do not believe that many Democrats could pass the Joe Hill Five Way Test, and in my honest opinion, no Republicans. The five way test is how many of the labor laws work in Canada where 40% of the workers are in unions. In the USA, unionization has fallen to about 10% overall. There is a reason for that. It is called the law. As long as employers hold nearly all of the cards, the rights of workers will suffer.

So Republicans, you are more than welcome in your union. We need you. But we need you also to support the five way test so that we have a greater chance at success. Believe me on this - if the Republican Party leaders and elected officials adopted the Joe Hill five way test as their policy, the union leadership and machine would be saying Hasta La Vista Baby to the Democrats unless they came around to the same level of support as our imaginary Republicans.

Lets get unionization right first here, in the USA. Then we circle the wagons and shoot at each other some more as this seems to be what we like best. But always remember, the employers are the ones on the outside of the circle of wagons most of the time laughing all the way to the bank.

In Solidarity,

Joe Hill

JH 70

JH 69 Inter-Blogging an Interesting Experience

Joe Worker from the Blue Collar View BLOG send the following to our BLOG in solidarity. Thank you Joe Worker. Joe Hill will keep reading Joe Worker and encourage our readers to check it out.

Thursday, October 07, 2004

Democracy In Action @ The Bargaining Table
The following is an op-ed from the San Francisco Gate (10/4/4).The author is very clear on the need for collective bargaining and what it means to regular people, like you and I.

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NEWS COVERAGE of the San Francisco strike and contract negotiations between major hotel chains and the UNITE HERE union signals a possible wrinkle in plans for travelers to the Bay Area, Los Angeles and Washington, DC. When 10,000 workers strike and prepare for work stoppages, the focus on the potential inconvenience to consumers obscures the public good of the collective bargaining process.

Collective bargaining is democracy in action at a time when America needs it most. We live in an era where companies have more control over our lives both on and off the clock. Corporate bottom lines dictate where we can afford to live, how much time we spend with our families, how we manage our health, and the quality of care we receive in our golden years.Rarely do ordinary people have an opportunity to come together in large numbers and help shape the big decisions that impact their lives and indirectly affect all of us. The collective bargaining table requires employers and workers to apply human ingenuity to the challenges of the new economy and reach compromises that serve mutual interests.

Hotel workers are taking a stand to ensure that their companies not only lead the industry in profitability, but in upholding basic American ideals about work. Many of the standards that have defined American jobs and facilitated the growth of the middle class were negotiated at the bargaining table. The 40-hour workweek, the weekend, family and medical leave, and basic safety and health protections are not the result of corporate benevolence, but negotiations between workers and employers.

The decision to strike is one that UNITE HERE members did not make lightly. Beyond fair compensation, hotel workers are fighting for a say on issues such as workload increases and disciplinary processes. "I feel that the risk is worth taking...if it's going to come to us getting a fair contract," said Los Angeles housekeeping employee Steven Whitlock.Hotel workers shouldn't have to carry the torch of advancing workplace democracy alone.Changing global and domestic economic realities require the participation of more of us at the bargaining table, yet companies fear a level playing field. That's why 75 percent of employers with workforces engaged in organizing campaigns hire consultants to stop unions. And, it's the reason why 20,000 workers in this country are fired and discriminated against every year for participating in union organizing activity.

Polls show that 42 million workers want unions, but corporations would lead us to believe that unions are an antiquated idea. What's archaic is the return of poor working conditions and jobs that can't sustain families. It should come as no surprise that as union membership declines, the number of dead-end, low-paying jobs rises. There is a strong connection between recent overtime pay cuts, the steady loss of jobs to overseas and shrinking spaces for workers and employers to come together and negotiate on equal footing.

Blue collar, white collar, or no collar or at all -- everyone has a stake in defending workers' rights to form unions and collectively bargain. A place at the table for American workers is one bargain none of us can afford to lose.
---------------------------
David Bonior is chairman of American Rights at Work, a workers' rights advocacy organization in Washington, D.C. He also is a professor of labor studies at Wayne State University.

posted by Joe Worker @ 3:47 PM 0 comments on The Blue Collar View, by Joe Worker

Our thanks to Joe Worker who we send greetings to in Solidarity. Thank you for your interest in our BLOG.

In Solidarity
Joe Hill
JH 69
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"The truth is incontrovertible, malice may attack it, ignorance may deride it, but in the end...there it is!"

Poll Results: Is LTD Being Fair?

Results of the Joe Hill LTD Poll. The Polls Remain Open.

Here are the Poll results to our current question. We want to especially thank Ken Hamm for responding to our poll. It is impossible to believe that any of us would answer this question as "Yes Definitely!"

W Solidarności,
Slava Lubamudrov
Joe Hill LTD Project Pole Worker

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"Prawda jest z poza zmianą, nienawiść może atakować to, nieuctwo może dejechać tym, ale w rezultacie...Tam to jest!"

Joe Hill 68 - Contract Negotiations and the Election

(Friends, Joe Hill has gotten political on us here, and he asked me if I thought this would be received in the proper manner. I personally think this is one of the best Joe Hill postings I've seen, but I'm sure some of you will disagree. Please read it all with an open mind, and try to keep your personal politics out of what you may learn here. Joe Hill has promised me that he will publish all your comments, good or bad, to this message on the Blog. It's my wish that we don't get into personal politics with Joe Hill, because, well, politics are personal. I believe that we all should vote from our heart and brain. So go out and do that. Vote for George Bush. Or vote for John Kerry. And if you have something constructive to add to this discussion, please do so. Add a comment on the Blog, or write to Joe Hill directly at Joehill_1915@hotmail.com Just remember, we are all Americans, and we are united in this union cause. God bless you all...JP)

Why your Contract Negotiations are Directly Related to the Election

Brothers and Sisters,

The project team made the decision that the Joe Hill LTD Project would not be politically positioned with regard to the 2004 Election. The time has come for this rule to be broken this one and only time.

As an aside there are many who believe that the Joe Hill LTD Project is the work of a single person. Those that believe that would be wrong. Some even think that non-LTD people are involved in the BLOG. That would be true, because information is priceless in developing a strong argument. For those who must know, more than one, and less than 10 persons outside of LTD employees, are involved in the project. It is true that the maintenance of the BLOG is basically developed by a member of our team - there are many contributors and writers to the Project. The Joe Hill LTD Project is the work of many, for the interest and benefit of the ATU at LTD.

One additional thing readers need to be aware of and reminded of, is that the local union officers - while not knowing who the team members are - have complete control over the BLOG. A single email from the local union e-board will end this project and find the BLOG deleted.

The anonymity of team members have permitted us to take on the bosses that have been the source of the problems for LTD. Remember, the bosses keep blaming us for the woes of the District. We have been able to take some pokes at them for incredible bad decisions that would have cost many of us our jobs. Yet these managers can make $2.5 million mistakes and receive pay increases and meritorious praise by their bosses - the LTD Board of Directors. These same managers can make service decisions that result in complaints from riders because of reductions (that really are unnecessary). Isn't it amazing that customer complaints about drivers are meticulously documented and can result in discipline or even discharge? But when management decisions result in customer complaints there is no documentation, no concern, and especially no consequences.

Well back to the topic at hand - why this national election is also about our contract negotiations. The election, and George Bush, are setting the tone for many of the issues that we are seeing being pushed across the table at us. Is this surprising? Not when you consider the ties that the District's lawyers have with anti-union Republican politics. Gary Bullard has been at the forefront of every anti-union change to the Oregon Public Employee Collective Bargaining Act. Guess who Jackie Damm works for. But we must remember, not all Republicans are anti-union, and not all Democrats are pro-union. But this election is full of labor issues. Issues that have direct relevance to your contract and LTD employment.

Lets start with overtime pay. The Bush Labor Department has proposed regulatory changes that could remove more than 6 million workers from overtime pay. Is it any surprise that LTD has proposed taking away over time for work over 8 hours in a day? And the District wants to expand the mini board, remove guarantees for weekly hours, and make an entirely sub class of workers again by taking away benefits. The tone is coming from the top. The Presidential top! And LTD is all too happy to follow this greedy and bad example.

The Bush administration has taken every step to keep the rush to the bottom for wages a center piece of its labor policy. Bush has opposed every effort to increase the federal minimum wage, which saw its last increase 7 years ago. While we in Oregon have a more enlightened approach to minimum wages, it is so surprising that LTD is proposing essentially a zero sum solution in wages for union employees. The District proposal is as if we are presented with the offer of a very fine meal but the main course is your right arm, which Ken Hamm promises to barbecue nicely for you at Family Fun Day. Oh, by the way, you can wear your Hawaiian Shirt that day too! How nice.

Another bread and butter issue is health insurance. Did any of you notice that President Bush in the first and in the second debate mentioned Health Savings Accounts (HSA's) as one of his solutions to the health insurance crisis facing America? Now you know where LTD got the idea for us. It is nothing more than another "take away" plan courtesy of George Bush. You have to realize that with 6 million people losing health insurance during the Bush administration. it just puts pressure on the most expensive means of getting health assistance - the emergency rooms. Guess who pays for these costs. We do, indirectly, through the cost of Health insurance. The pressure on premium costs created by people losing insurance is immense. Our Management Solution at LTD is the same as Bush's - it is for employees themselves to contain the cost of insurance by paying for it themselves through HSA's. The real effect is that you might not seek treatment because your HSA is low on dough. You may not take care of something small until it becomes something really threatening and expensive. This is the age of personal responsibility, you see. The Joe Hill LTD Project has warned you about the risks of HSA's as now being proposed by LTD. Caro reported the the wage committee and LTD bargainers discussed health insurance at the last negotiation session. (revision) Carol reported that the District presented a vague plan filled with a lot of maybe's and expected us to agree so we could get a pay raise for you all. The wage Committee emphatically said, "NO"! We will not bargain against ourselves. The LTD plan is filled with unspecified hopes and promises. I tend to believe our wage committee in their representation of our intersts on health insurance, and it looks like HSA's are not the right solution.

What is the other major cost of health insurance premiums? According to the employees that served on the Benefit Committee, prescriptions costs' represent 20% of every premium dollar paid by LTD. What has the Bush Administration done about prescription drugs? They passed a bad Medicare prescription plan that does not permit employers to offer drug plans in their retirement health plans (even if they want to), does not permit the reimportation of drugs from Canada where they are cheaper, and gave a $139 Billion win-fall to the drug companies with no requirements or accountability. So, if nothing is driving the cost down (like reimportation or group purchase negotiations for the nations largest medical group - Medicare), what happens to our prices? Well, they continue to go up at 20% per year. This is a contract issue, plain and simple. We have some employees or their family members taking drugs that cost $500 to $3000 per month. LTD, you are matching up well with Bush so far.

Worker safety and health are important issues to us and our union. While workers were choking, and have throat irritations from the AVS buses, LTD fought the claims of the workers. Shoulder and other joints injuries account for most claims by drivers. But LTD cut the ergonomic cushions and pads for drivers. This is not different that what the Bush administration did. Within 3 months of taking office, President Bush's Occupational and Safety and Health Administration removed the ergonomic rules required of employers. With the tone for safety and health being minimized, the national leader set the pace for protecting worker safety.

In a classic display of petty bossism and 'followership' to the national agenda, paper towels used to clean interior windows (yes - a safety issue), rubber gloves in the shop were removed or limited. Even in the face of vast variety of chemicals used by workers, and even LTD workers, the Bush Administration removed OSHA protections measures for cancer causing chemicals and infectious diseases. Worker safety may not be important to you until you are injured or suffering. LTD's view is that we are just getting old. While that may be true, sticking your head in the sand to claims and injuries of pattern is foolish. But then, Mary Neidig has a strong reputation of fighting against worker injury claims while working for the State. A perfect fit for Boss Hamm. And she is no better than our former Human Resources boss, Dave Dickman, who said that LTD never did anything wrong to employees, and was the reason that LTD fought AVS bus driver workers comp claims.

Outsourcing and Buy America issues are important to us too. Remember the trip to Holland and France by Boss Hamm to look at European buses? Why was the first inclination to shop abroad by LTD? Well, maybe it was because of Bush's dismal record for manufacturing in the USA. Even President Bush's Chairman of Economic Advisors has said that outsourcing jobs is a good thing for America. Tell that to the 1.6 million workers who have lost their jobs during this administration. Not since president Hoover 72 years ago, has job growth been so bad.

You ask "why is this a contract issue?" Supply and demand is the answer. With so many job seekers - many not reflected in unemployment statistics any longer - the competitiveness in the oversupply of labor means lower wages. This is in fact what has happened, and for the first time since WWII, real incomes have fallen. Giveback bargaining is a direct and connected reflection of this economic condition. Why pay more when there are desperate folks out there who would gladly work for less and even half of our benefits? But is that the moral position? If it is, then we should surely be glad to do our jobs for less, too.

You know, outsourcing is just another way to say "contracting out." In the case of transit, you can't outsource our jobs to India or Argentina. But with so many people in the job market trying to find work in the "Walmart economy" of jobs, you see contracting out occurring at a rapid pace. LTD outsources engine overhauls. They would probably like to outsource customer service like Symantec did. They are outsourcing paratransit with SMS, a nonunion work for less contractor. The Joe Hill LTD Project has called this a scab operation, and we stand by this description. It is important for you to know that your job CAN BE OUTSOURCED. In fact the Bush Administration has been attempting to encourage outsourcing with provisions that favor privatization in the reauthorization of TEA-21, the primary vehicle for federal funding of mass transit. If Bush is reelected, expect the privatization efforts to be redoubled, and the risk of your job being up for grabs that much closer to likely.

Brothers and Sisters, our union, the Amalgamated Transit Union, has not endorsed Bush for a good reason. I have heard for years that the Union should stay out of politics and stick with our representation. They are. With the stroke of a pen by the politicians, your contract rights could disappear. Remember, it is only because of laws passed by politicians with the stroke of a pen that we have a contract in the first place. So you see, this election is about your contract and how it is affecting the negotiations. The Joe Hill LTD Project is not going to tell you whom to vote for in the election. The ATU has recommended that to you already. However, the Joe Hill Team is suggesting that you vote for your own economic interest, and the interest of protecting your contract.

In Solidarity,
Joe Hill

_______________________________________________
"The truth is incontrovertible, malice may attack it, ignorance may deride it, but in the end...There it is!"

JH 67 Happy Birthday Joe Hill

Happy Birthday Joe - 125 Years Old Today

Happy Birthday to you....
Happy Birthday to you...
Happy Birthday dear Joe,
Happy Birthday to you!

Yes it true. Joe would be 125 years old today had he lived so long. But he was callously executed by the bosses in 1915. But you know the spirit of Joe Hill is really much older than 125 years.

Joe was there in 73 BC when Spartacus a freeborn Roman became accused and fled Rome. Ultimately Spartacus played a leading roll in the slave revolt of more than 70,000 slaves against the power of Rome. The price of freedom for this revolt was the crusification of 6,000 slaves from Capua to Rome along the Apian Way. Joe was there fighting for freedom and in opposition to the injustice of slavery. (More about Spatacus here: http://www.vroma.org/~bmcmanus/spartacus.html )

Joe was there in Iceland with his Viking ancestors when the world oldest parliament was established. In 930 AD, the ruling chiefs established a republican constitution and an assembly called the Al ingi. The parliament convened each summer at ingvellir, Iceland where representative chieftains (Go smenn) amended laws, settled disputes and performed executions (times were not as gentle but it was still a time of law). Laws were not written down, but were instead memorized by an elected "l guma ur", or Speaker of the law. Even in this brutish society the rule of law and justice was being born and taking the baby steps towards a better society.(More about early Viking democracy and the rule of law here: http://www.nationmaster.com/encyclopedia/History-of-Iceland )

Joe was there in 1215 AD, 600 years before his execution in the valley of salt, when on the plains of north Umbria, England, King John agreed to bind himself and his heirs to the rule of law with the document we call the Magna Carta. Never before had kings limited their authority in such a way and in writing. Yes, a contract with society.(More about the Magna Carta here: http://www.archives.gov/exhibit_hall/featured_documents/magna_carta/ )

Joe Hill's spirit was close at hand when the move to advance the rights of common people everywhere were being understood and developed. John Locke the great English philosopher advanced the notion of the rights of people and Joe Hill was there learning and inspiring. John Locke's two most important works, Essay concerning Human Understanding and Two Treatises on Civil Government, both published in 1690, quickly established him as the leading philosopher of freedom of his time. Locke maintained that the original state of nature was happy and characterized by reason and tolerance; all human beings were equal and free to pursue life, health, liberty, and possessions. The state formed by the social contract was guided by the natural law, which guaranteed those inalienable rights. Locke set down the policy of checks and balances and that later followed in the U.S.'s faith in the middle class, in the new science, and in human goodness.

Joe Hill's spirit was in Virginia's House of Burgesses when Patrick Henry cried, "give me liberty or give me death!" Joe Hill was there at Independence Hall in 1776 when the Declaration of Independence proclaimed,

"We hold these truths to be self-evident, that all men are created equal, that
they are endowed by their Creator with certain unalienable Rights, that among
these are Life, Liberty and the pursuit of Happiness. --That to secure these
rights, Governments are instituted among Men, deriving their just powers from
the consent of the governed, ... But when a long train of abuses and
usurpations, pursuing invariably the same Object evinces a design to reduce them
under absolute Despotism, it is their right, it is their duty, to throw off such
Government, and to provide new Guards for their future security."

Yes, Joe's spirit was there because this sounds so much like establishing a labor contract. Our contract is our "Guard for future security" just as laws are the vehicle for securing the social contract.

Joe Hill was there in On January 1, 1863 when Abraham Lincoln issued the Emancipation Proclamation. And if you read part of it here, you see Joe's Spirit at work even here. Some of those sacred words are:

"I do order and declare that all persons held as slaves within said designated
States, and parts of States, are, and henceforward shall be free; and that the
Executive government of the United States, including the military and naval
authorities thereof, will recognize and maintain the freedom of said persons.

And I hereby enjoin upon the people so declared to be free to abstain from
all violence, unless in necessary self-defense; and I recommend to them that, in
all cases when allowed, they labor faithfully for reasonable wages."

An Joe's Spirit has followed us even after his cruel death in 1915. With the depression of 1929, caused by greedy speculation in a completely unregulated free market it reduced our society to poverty, race hate and a near loss of faith in the "social contract". In Russia, where there never was a social contract except the philosophical one that is found in the hearts of each person, and their denial of the social contract paid the price of corrupted socialism called Communism and millions dead in purges, war and persecution.

And the Spirit of Joe Hill was with FDR and the deliverance and promise of the "New Deal". Chief deal among the new deals was the Wagner Act in 1935 sometimes called the Magna Carta of the Labor Movement. The WAGNER ACT when stripped to its essential element, it reads:

"Employees shall have the right to self-organization, 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 and protection.

Section 7 applies to a wide range of union an collective activities. In
addition to organizing, it protects employees who take part in grievances,
on-the-job protests, picketing, and strikes. Section 8 defines employer unfair
labor practices. Five types of conduct are made illegal:

• Employer interference, restraint, or coercion directed against union or collective activity (Section 8(a)(1))
• Employer domination of unions (Section 8(a)(2))
• Employer discrimination against employees who take part in union or collective activities (Section 8(a)(3))
• Employer retaliation for filing unfair-labor-practice charges or
  cooperating with the NLRB (Section 8(a)(4))
• Employer refusal to bargain in good faith with union representatives (Section 8(a)(5))

Joe was there when FDR said "we have nothing to fear but fear itself" and stood by us through the travail of millions of lives lost In a terrible World War. Joe was there when Harry Truman said,

"You know that being an American is more than a matter of where you or your
parents came from. It is a belief that all men are created free and equal and
that everyone deserves an even break. It is a respect for the dignity of men and
women without regard to race, creed, or color. That is our creed."

When a small girl wanted to go to the school two block from her house in Kansas Joe sat with Pride and heard the decision of Brown v. Board of Education finally declaring separate but equal, an evil deal in the equivication of justice. Joe Hill road in front the of the bus with a nice but tired lady named Rosa. Joe Hill was there when the Great Society was born and and weeps as he witnesses its destruction again because of greed and bad decisions that ignore the social contract. Joe Hill was there on the Civil Rights March on Washington where Joe heard about a Reverend that had a what many thought might be or wished to be an impossible dream. But Joe knew it was essesntial. Joe was in a Polish Shipyard with a worker named Lech. Joe was there on Robinson Island with Nelson, keeping his flame alive and ready to break the chains of apartheid. Joe was there when millions in the world marched for peace throughout the entire world, because peace is principle component of the social contract.

In 1973 the spirit of Joe Hill was in Oregon when the wisdom of the Legislature reflected the social contract and the interests of people rather than the bosses. The passed a Bill sponsored by a young legislator and attorney with a strange name - Kulongoski. The Law is the Public Employee Collective Bargaining Act (PECBA) it says in part

"Policy statement. The Legislative Assembly finds and declares that:
(1) The people of this state have a fundamental interest in the development of
harmonious and cooperative relationships between government and its employees;
(2) Recognition by public employers of the right of public employees to
organize and full acceptance of the principle and procedure of collective
negotiation between public employers and public employee organizations can
alleviate various forms of strife and unrest. Experience in the private and
public sectors of our economy has proved that unresolved disputes in the public
service are injurious to the public, the governmental agencies, and public
employees;
(3) Experience in private and public employment has also proved
that protection by law of the right of employees to organize and negotiate
collectively safeguards employees and the public from injury, impairment and
interruptions of necessary services, and removes certain recognized sources of
strife and unrest, by encouraging practices fundamental to the peaceful
adjustment of disputes arising out of differences as to wages, hours, terms and
other working conditions, and by establishing greater equality of bargaining
power between public employers and public employees;
(4) The state has a basic obligation to protect the public by attempting to assure the orderly and uninterrupted operations and functions of government; and
(5) It is the purpose of ORS 243.650 to 243.782 to obligate public employers, public employees and their representatives to enter into collective negotiations with willingness to resolve grievances and disputes relating to employment relations and to enter into written and signed contracts evidencing agreements resulting from such negotiations.

It is also the purpose of ORS 243.650 to 243.782 to promote the improvement of employer-employee relations within the various public employers by providing a uniform basis for recognizing the right of public employees to join organizations of their own choice, and to be represented by such organizations in their employment relations with public employers."

LTD needs to re-read this policy statement of the state. It is the law after all. And it follows a long and proud tradition of advancing the interests of the less powerful in balance to those that have power. And those who use their power unwisely and against the interests of the "social contract" are corrupting our society of enlightenment.

Yes, the Spirit of Joe Hill has been busy. And he does not fade over time. Find or recover the Spirit of Joe Hill in you today. Support your rights - demand that LTD bargain in Good Faith. Right now this concept seems so much more important than a "family fun day and a day of put-put golf". It is time for all good men and women to come to the aid of their union and support their own interests.

It is after all, a time honored and important principle tradition that will live on beyond this time and place. We are part of the "social contract and part of the mankinds greatest experiement in creating an egalitarian society. Happy Birthday Joe!

In Solidarity and honored to borrow your good name,
Joe Hill
JH 67

JH 66 War of Guests and Good Faith

Lane Transit District

As reported by Carol Allred

From the Northwest Labor Press

Unfortunately, my starting point for this article is in exactly the same place that it was for last month's article.

Your wage committee met again with the District on August 25^th. I had high hopes that the District's negotiating committee would have told the LTD Board of Directors that we would accept a one or two year extension of our current contract.

You see, as most of you know, I believe that people want to do the right thing if presented with the opportunity to do so. I believe that people will rise up to what is expected of them, whether it be management, bargaining unit members, the Board of Directors or our passengers. And from this day forward I refuse to call our passengers "guests" as the general manager would have us do. It is demeaning to the folks who count on us for a ride from point A to point B. They know they are passengers or customers and not guests!

Our passengers understand that all the while the general manager has forced this guest mentality down our throats. He has endorsed service cuts. Is that how you treat guests in your home? Do you buy a new house, new furniture, new vehicles, and invite the same guests you provided caviar five years ago and tell them it is potluck now, and instead of being your friend they have risen to the status of guest?

We discussed health insurance at the last negotiation session. The District presented a vague plan filled with a lot of maybe's and expected us to agree so we could get a pay raise for you all. We emphatically said, "NO"! We will not bargain against ourselves.

The District (Jackie Damm) accused your wage committee of not bargaining in "good faith." What a joke! They have proposed noting but takeaways from the first meeting. Bargaining means that we, the Union, attempt to make things better for our members. We ask for the moon they tell us they can only give us the earth. We must meet somewhere in the middle. If we are not "bargaining of good faith" it is because your wage committee refuses to balance the budget of Lane Transit District on your backs! We are bargaining in good faith. It is the District who has forgotten what good faith means.

And why is the District claiming to be broke? If it is having financial difficulties, is it possibly because we now have guests rather that revenue producing passengers. Is it because we now have designer buses with designer routes that go nowhere and serve no one. Is it because we have studies, retreats, logo and color changes that are never ending. Most importantly of all, it is because someone at LTD is not spending your tax dollars wisely.

This has gone on long enough. We need to put on our armor of battle and go to war!

Printed October 1, 2004

In Solidarity,

Joe Hill

JH 66

War...Carol Allred

War!

The Return of Hammbert

The Return of Hammbert

JH 65 Fairness Poll

Tell us what you think.
Is LTD being Fair?
Is LTD being fair to the union employees in this negotiation?

Prepared W Solidarności by,

Slava Lubamudrov - "Pole" Worker

for The Joe Hill LTD Project

Free Web poll for your Web site - freepolls.com

_______________________________________________
"The truth is incontrovertible, malice may attack it, ignorance may deride it, but in the end...there it is!"

Joe Hill 64 - Fairness At Play, Part 2

Joe Hill LTD Project

Wow - fairness is becoming a buzz word at LTD

Joe Hill got the following email from one of our drivers. It is not the same driver that got the letter from Congressman DeFazio. Interestingly, fairness is a focus of this communication.

joe,
this seems an odd site to find management philosophy. i bumped into it by accident. there are numerous articles in the "management journal" section. i had all but forgotten that some companies actually subscribe to the principle of treating their folks in a meaningful, fair and positive manner.

http://gmj.gallup.com/content/Default.asp?ci=12913

Here is the Article:

Are Your Employees Scaring Off Customers?

Disengaged and poorly managed workers chase business out the door

by Tom Rath and Donald O. Clifton
Excerpted from How Full Is Your Bucket? (Gallup Press, 2004)

Not surprisingly, workgroups drained by excessive [negativity] aren't only less productive and less profitable, they also have higher turnover, more accidents on the job, and lower customer satisfaction, innovation, and quality scores.

And negative employees scare off customers. Think about the last time you called a customer service line and were treated poorly. After this experience, you might have said to yourself, "I am never doing business with that company again." If you were really angry, you might have told others about your experience and recommended that they stop doing business with the company as well. This is the damage one negative employee can inflict on any business.

Recently, we investigated the impact that a single employee can have on customers by studying 4,583 call center representatives from a major telecommunications company. We discovered three service representatives who scared off every single customer they spoke with in a given day -- and those customers did not return. . . . The company would have been better off paying those three representatives to stay home.

Fortunately, this study also identified seven service reps who retained and engaged every single customer with whom they spoke. Maybe you've been lucky enough to talk with a rep like this -- one who listened to your problem, made sure you understood that you were heard, took care of your issues promptly, and left you feeling like he or she really cared about you as a person. Did you want to tell others about this first-class service? And are you still a customer to this day?

The recognition gap

Managers, take note: Praise is rare in most workplaces. One poll found that an astounding 65% of Americans reported receiving no recognition for good work in the past year. And we have yet to find anyone who reports suffering from over-recognition. No wonder so many employees are disengaged. Although we need and want recognition and praise, the fact is, we don't get enough -- and organizations suffer because of it.

Most of the time, organizations begin formal recognition programs because someone in upper management has decided that monthly or quarterly awards ceremonies will help raise employee morale. Sounds good, right? What happens is the old reliable "Employee of the Month" program.

For the first few months, the program might actually work. There are usually at least a couple of people who have been top performers for a long time and deserve more recognition. These stars are appropriately showered with public praise.

But after a while, management struggles with the inevitable question: Who should be the next Employee of the Month? Once the executives reach a compromise, a lucky manager must stand in front of the room and say a bunch of nice -- and often insincere -- things about the recipient. The whole exercise ends up feeling like a sham to both the "winner" and the presenter.

Eventually, everyone -- regardless of merit -- gets named Employee of the Month. All their smiling photographs appear on a board in the reception area.

But the whole thing is gratuitous, and everyone knows it. The one who feels the worst, of course, is the employee who receives this recognition last. Why wouldn't he? Management waited months, or maybe more than a year, to praise his "great work," which probably feels about as good as being picked last for a team in gym class.

(Welcome to LTD's method of employee recognition. There is of course the recognition of being treated like a child by supervisors or receiving negative feedback because some "guest" had a bad day.)

Of course, some organizations do provide meaningful, deserved, and individualized recognition.

Sincere and meaningful [recognition] increases the morale of any organization. Managers and employees who actively spread positive emotions, even in small doses, will see the difference immediately. And creating that difference can be inexpensive -- or even free. All it takes is a little initiative.

END OF ARTICLE

Anyone have an idea that authors of this article had to be talking about LTD? Does it also seem that the authors are talking about fairness and respect for employees? LTD needs to learn this lesson. Their ability to demean employees is amazing. LTD flaunts the pay and benefit differences between union and non union, another lack of recognition and absolute unfairness. It is time to start to keep score, fellow workers. The stakes are big for everyone.

In Solidarity,

Joe Hill

JH 64

Joe Hill 63 - Fairness At Play, Part 1

Joe Hill LTD Project

LTD Employee gets Response from Congressman DeFazio

Congressman DeFazio remains the friend of the working person. Joe Hill has urged the writing to Governor Kulongoski and Peter DeFazio, and the results are that the Governor is not responding to employees (so far). Governor, even a polite response to workers who have supported your election would be appropriate. Peter has responded to one of our union members. It is as follows:

Thank you for your message regarding Lane
Transit District and its Bus Rapid Transit project. I appreciate hearing from
you and regret the delay in my reply.

I am sorry to hear you are displeased with LTD's treatment of its employees. I understand that LTD is in the process of negotiating contracts with employees and flat revenue in recent months have made these negotiations particularly difficult.

As you probably know, Phase 1 of the Bus Rapid Transit project has already been paid for with a mix of federal and local funds. Future funding for the project will depend on its success and support within the community. I have supported federal funding for LTD and the BRT project in the past, and am likely to continue my support as long as LTD and BRT are a priority for the residents of Eugene and Springfield. However, I expect LTD and other publicly funded entities to treat their employees fairly, and I will be sure to keep your comments in mind when LTD requests federal funding in the future.

Thanks again for your message. Please
keep in touch.

Rep. Peter DeFazio
Fourth District, OREGON

So LTD Management and officials, are you paying attention? "However, I expect LTD and other publicly funded entities to treat their employees fairly, and I will be sure to keep your comments in mind when LTD requests federal funding in the future." This message could not be any clearer. The voice of the workers will be heard in matters regarding the future of the wasteful BRT Project. And the support of our Congressman, and ultimately Congress, may depend upon whether or not LTD managers can be regarded as fair by the employees. As you can see, it is our duty to inform Congressman DeFazio of our feelings as to whether we are being treated fairly.

We must also be ready to show the Congressman the wasteful actions of LTD with these federal funds, such as with the Breeze fiasco and what must be viewed as an overstatement of the revenue picture for LTD, and its real ability to BE FAIR in negotiations. Obviously, from this response, Peter's staff has contacted LTD and said "what gives?." Otherwise he would not have mentioned the LTD big exaggeration of flat revenue. I am sure that they did not talk about blowing more than 2 million on bad management decisions. Congressman, we will be in touch.

Coincidentally, Joe Hill received an email today on the subject of fairness by one of our drivers. It will be the subject of Part 2 of this series.

In Solidarity,

Joe Hill

JH 63

From John Perry our Number 1

Friends, I think it's time for a reality check here. We have a lot of emotions, thoughts, and considerations at this point in time at LTD, and it can all get a bit out of hand quite easily.

I would personally like to thank the LTD Joe Hill Project for the contribution it's made to all of us union members. The Joe Hill Project has not only voiced our own concerns and gotten them out into the open, but it's got us all talking about the real issues here, without all the rumors and bullshit that usually accompany contract negotiation time. Whomever is involved in this project is doing a great service to all of us, whether or not we as individuals agree with everything said here.

At this point I would ask for a bit of calming here. To Joe Hill, as well as those of us who write to him. If we reduce this discussion down to personal arguments, to virtual nitpicking, we'll lose sight of what's important here. What's important here is that we get a good contract, with the minimum of screwing, to be blunt.

As a "blind" member of the Joe Hill Project, I'd like to also thank all of you who have contributed a note, a thought, or a letter to this website, and I would encourage those of you who have not as yet contributed, to do so as you see fit.

The Joe Hill Project has given us this opportunity to share our feelings about what's going on at our workplace. This is, indeed, an extraordinary thing we have here. A website of our own, where we can share our knowledge and feelings of what's REALLY going on, as opposed to what we're fed from the management types. Let's remind ourselves of that opportunity every chance we get, and not blow this whole thing on petty crap. "Joe Hill" is not perfect. But it's one good thing that we've got at this time of little information.

And finally, never forget the vision we all share. That we can actually make LTD what it's been advertised as being: A team. I have doubts that that concept will ever be realized with the current LTD leadership, regardless of the PR spin we hear every day. But TOGETHER we can bring that back.

Be strong. Be brave. Be intelligent. But most of all, stay together. Don't get involved in petty arguments amongst ourselves. We are family.

Calm down.


Fraternally,

John Perry