Trimet activist "HB"

We are now faced with Doomsday…..well, not quite.  What I mean by that is that we are now faced with rebuilding of “our” union from scratch, to find a sustainable ID, with “our” name and stamp of approval.  For the better part of 2011 and into 2012, some of “us” have been egging “our” so-called leadership into moving against the company, “we” have made “our” voices clear, that “we” cannot take the status quo, as “is”.  “We” had been muted, by so-called leadership.  Now look at what non-action does to a union (in name only).  This “is” the fault of “our” past leadership.  A leadership, that was only in it for the money and prestige, not for actually helping the people that pay the salaries.  First there was NO response to anything the company tried to do to “our” futures, which can be laid at the feet or “our” past leadership.  The company had its best ally in “our” past leadership, a leadership that was only interested in traveling and spending money that “we” did not have, this too can be laid at the feet or “our” past leadership.  The company laughed at any attempt by “our” past leadership, for some of “us” that was an insult that needed a massive response; “we” got none, but a few informationals and squatting in front of an empty house, some of “us” found this to ridiculous at best, this can be laid at the feet or “our” past leadership.  Now “we” have lost “our” arbitration, where “our” so-called past leadership was banking on winning, that gamble did NOT pay off, and now “our” futures are up for grabs because of it, can be laid at the feet or “our” past leadership.  “Our” past leadership signed off on things that effect “our” ability to get “our” point across to the company, such as signing off on mini’s working overtime and RDO, without thinking of the long term ramifications of that move, and other moves that have similar effect on “our” brothers and sisters, this too can be laid at the feet or “our” past leadership. “Our” past leadership had the nerve to try to maintain, the type of institution that brought them acclaim, “we” defeated that.  “We” saw through that ruse, “WE” said enough; “WE” had “our” voices heard, by voting most of the FAT out of “our” union.  “We” got rid of the architect of the compromise and contracts for $50.00 an hour, which “we” did not approve of.  “We” got rid of the write-off king, who was taking 50,000 plus from “us” without “our” permission, hopefully there “is” no more nepotism left that drains “our” future that too can be laid at the feet or “our” past leadership.

Now, is the time to rebuild?  Time to now put a stamp of approval on “our” union.  It’s time to open the flood gates against the company.  It’s time to stand with “our” new leader and follow his lead into the future.  First “We” need to improve “our” communications between “our” leadership and members.  The way to do that is coordinate at sign ups (since “we” all do them), what I mean by that, “we” can get “our” next moves together easier without the guessing games of the past.  One example would be to get a questionnaire together concerning health issues with the dirty buses, this can be done easily, so that “we” have stats together so that “we” can prove why “we” need “our” (now) old benefits back, or similar benefits package of the past or like the article that brother Al posted for Burgerville. (On his blog, it read “Only about 3% of Burgerville's hourly workers were enrolled, said Chief Executive Jeff Harvey. Low enrollment in health plans is common among restaurants, where operators typically don't spend enough on insurance to keep employee premiums affordable, said Victor Fernandez, a senior analyst for People Report. In absorbing more of the costs, Burgerville's annual health-care bill nearly doubled, to $4.1 million from $2.1 million. But company leaders figured the move would boost recruiting and retention.
Under Burgerville's plan, individual hourly workers can enroll in a health-maintenance organization for $15 a month, with no deductible. A worker and spouse pay $30 monthly; family plans cost $90. Salaried employees, whose plans didn't change significantly, pay $84 a month for individual and $240 monthly for family coverage, and have an annual deductible of $500.)

It can be done, “We” just have to move forward in true solidarity, not like to empty promises of the past, remember this “IS OUR” union, lets show the company why!

 

H.B.