March 30, 2007
March 2007 Blog Postings
Be Aware. Be Very Aware.
Let's see what VZB pulled out of the union-busting bag of tricks today. Why, it's one of our old favorites: the "Union Awareness" website for employees. "Union Awareness," or U.A., is just a euphemism for another U.A. -- Union Avoidance.
Expect that the U.A. site will include the same kind of misinformation included in management's e-mails and mandatory meetings.
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From: Human Resources [mailto:Human-Resources@verizonbusiness.com]
Sent: Wednesday, March 28, 2007 2:26 PM
To: All Employees
Subject: Union Awareness Site Launch
We have received feedback and questions from many employees since my e-mail on March 13th regarding recent union activity. Thank you for your interest in and commitment to our company. As I noted in my last message, it is important that you know the facts. With that in mind, we have launched a new Union Awareness site on About You that will provide you with relevant information about union activities that may impact our business. The site includes information about our philosophy on unions, pending legislation, and a list of informative Frequently Asked Questions. Go to About You>Quick Links>Union Awareness to view the site.
I strongly believe that the interests of our employees, our customers, and our company are best served in an environment of direct communication between employees and management. Your input, commitment and involvement are critical to our success. Continue to check About You and the Union Awareness site for information and updates or important developments.
Bob Toohey [robert.a.toohey@verizonbusiness.com]
SVP, Human Resources |
The Company Piles on the
Goodies to Derail Employee Organizing
VZB Tech Report: Mandatory Meeting in Charlton with Fred Briggs and Bob Toohey
Toohey and Briggs said all kinds of new benefits and better pay are soon on the way. I wonder how that happened? These new benefits include:
- Additional training opportunities.
- Regarding healthcare, Toohey said "we're looking at offering another plan. What we want to offer is a couple choices and give you the option."
- Promotions are coming.
- No layoff plans. "We've cut enough out of the force," Briggs said. "We're going to add employees to the organization - to grow some areas. We're adding 1,500 people this year," he continued.
- Toohey said "we are looking at an ESPP (Employee Stock Purchace Plan) seriously with Treasury and Corporate. It's something under serious consideration."
- Regarding stand-by pay [which management eliminated and then restored], Briggs said "we made a mistake - we realized that based on the feedback we got". [When did they realize their mistake? Two days after union supporters went public.]
They Want a Fair Election Process?
Verizon insists that won't recognize the union despite majority support because it wants "the privacy of a secret ballot." (In union organizing, a fair-sounding "secret ballot" is really a management-controlled election. The majority sign-up process is one fair alternative supported by 241 members of the U.S. House of Representatives -- Democrats and Republicans -- and 69% of the American public. An immediate election, described below, can be another.)
VZB technician David Rogel is ready to call Verizon's bluff:
"Okay, then let's vote! When the signed cards are filed with the NLRB, Verizon will pull every stall tactic in the book to drag everything out for about two years. That means, under the current laws, we wouldn't have an election for about two years!
"If the company really wants to make sure we're not robbed of a fair, private vote, then let's have an election right now. We have a majority already so let's vote! The American Arbitration Association can monitor the voting process to ensure it's fair.
"But Verizon won't want that. They want two years of browbeating meetings."
VZB Worker in a (Different) War
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| VZB Technician John Linder (left) votes "Union Yes!" from Afghanistan. "I'm fighting for freedom here, but all I want is the freedom to join a union at my job at home." Standing with Linder is Tom Montgomery, a Verizon field tech from CWA Local 1108. Read more in Newsday. |
Long Island VZB tech John Linder is currently in Afghanistan in the National Guard. He just sent us the attached picture of him in front of a destroyed Taliban tank, with a written message of support for the union. Newsday just wrote an article about John and his support for the union.
Stationed with John -- and sending his own "[CWA Local] 1108 Is for VZB" message -- is Verizon field tech and CWA member Tom Montgomery.
We wish them both a safe return to the States, where John is eager to help build the union.
We're Not Falling for It
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"Something is working. The company is giving us another across-the-board pay increase today.
This is all unfolding just like we were told [by the union]. Try to discourage us with captive meets one week, and then throw us a bone the following week. Talk about transparent."
- Rich Hall, Verizon Business tech, Charlton, MA |
A crystal ball, or is something else going on?
On October 13th, 2007, (over 5 months ago!), we wrote the following sentence in one of our first In The Loop e-mails. "Don't be surprised if management starts putting on "angel wings" and begins to give raises, or make other improvements. This is a very common strategy that companies use to squelch union activity. If they begin to offer improvements to keep the union out, think of what we can win with a union!"
How did we know 5 months ago that management was gong to raise wages and make improvements? There are only 3 ways we could have known.
- The union has a crystal ball and we can predict the future.
- We have someone doing deep undercover work in Verizon CEO Seidenberg's office
- This ALWAYS happens when workers begin to organize unions!
(Hint: The answer is #3.)
Since we have begun forming a union, management suddenly reversed its give-back on beeper pay, and keeps announcing new significant pay raises. They are even going to increase the 401(k) contributions for some.
Unfortunately, the union has often seen that when workers give up their union campaign, the raises often go away. Not immediately, but over a few months. In fact, VZB tech Dave Rogel from Charlton, Mass, just emailed us this bit of wisdom from his father:
"My dad used to be a consultant for Deloitte and he told me that what usually happens in these situations is the company will iincrease wages and benefits, hold brow-beating meetings, drag out the election process, and once the union activity is defeated, they gradually REDUCE salaries and take away benefits. Why? Because they CAN. I don't know about you, but, based on past experiences with our management chain, I'd like to see my salary and benefits guaranteed in writing. That's what a union contract will do for us. Enough game-playing and cheating with my family's livelihood."
Here They Go Again
A few days ago, Verizon sent another communication to all VZ Business employees, this one called "Union Awareness Frequently Asked Questions." (Asked by whom? Verizon doesn't say.) Predictably, the document is full of distortions and misrepresentations.
Majority Support Increases!
U.S. Representatives Jerry Nadler and Anthony Weiner and New York City Comptroller William Thompson are the latest public officials to certify that a majority of Verizon Business technicians in New England and New York State want a union. Watch the video on YouTube!
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Officials Support Union Effort
by Steven Greenhouse, The New York Times City Comptroller William C. Thompson Jr. and Representatives Jerrold Nadler and Anthony D. Weiner put their weight behind an effort to unionize 362 Verizon telephone workers yesterday, confirming that a majority of the workers had signed cards saying they wanted to join the Communications Workers of America. The three political leaders confirmed that 219 of the 362 workers had signed pro-union cards as union officials called on Verizon to grant union rec-ognition because of this majority showing. But Verizon is invoking its right under federal law to ask for a secret-ballot election overseen by the National Labor Relations Board to determine whether a majority wants a union. The 362 em-ployees, who install telephone equipment for businesses, work for a unit called Verizon Business. They worked for MCI before Verizon acquired MCI last year. The group was not unionized under MCI. |
A Message from Bob Toohey, SVP, Human Resources
Yesterday, all Verizon Business employees received an e-mail message from Bob Toohey, the head of Human Resources. The links and the comments in [brackets] are our additions.
From: Human Resources <Human-Resources@verizonbusiness.com
To: Verizon Business Employees <distribution.list@verizon.com>
Date: 03/13/2007 05:43 PM
Subject: A Message from Bob Toohey, SVP, Human Resources
Please respond to Humanresources@verizonbusiness.com
Yesterday, the CWA and IBEW published an advertisement in the NY Times and Boston Globe, putting some employees of Verizon Business in the middle of an attempt by these unions to advance their political agenda. The CWA and IBEW are aggressively promoting federal legislation that would eliminate the decades-old right of employees to a secret ballot in a union election. [Find out why the "majority support" process is more fair than management-controlled secret ballots.] Ironically, this legislation is called the "Employee Free Choice Act" (EFCA). With union membership in the country at an all-time low, the unions have targeted Verizon Business, among others, in their efforts to get this bill passed and to try to increase their membership.
I want to put the politics aside and make sure you know the facts. [Get the real facts.] We believe that the interests of our employees, our customers, and company are best served in an environment of direct contact between employees and management without the involvement of a third party.
Verizon Business supports the right of our employees to make the personal decision on whether or not to be represented by a union.
This is an individual decision which needs to be made after understanding all of the facts and in the privacy of a secret ballot -- just like the election process used to elect political leaders and union officers. [Watch a cartoon that shows what would happen if Congressional elections were held like union elections.] We agree with U.S. Secretary of Labor Elaine Chao [an extremist in the Bush administration], who issued the following statement concerning the proposed law: "A worker's right to a secret ballot election is an intrinsic right in our democracy that should not be legislated away at the behest of special interest groups." [Elaine Chao is out of touch. 241 members of the U.S. House of Representatives -- Democrats and Republicans -- and 69% of the American public support the Employee Free Choice Act.] |
Verizon, Hear Us Now
A full-page ad [Acrobat 191K] is appearing in today's New York Times and Boston Globe demanding that the company recognize the union based majority support, which has been verified by Sen. John Kerry and other civic and religious leaders. Now it's time for Verizon to do what's right and recognize our right to a union voice and a fair contract.
March 9, 2007
Verizon Supervisor Fired for Dirty Trick
We are gaining more and more momentum. VZB techs from Virginia are now ready to join the union too! We continue to get calls all over the country. Your movement for dignity, respect, and a voice on the job is spreading.
More than a month ago, a supervisor wrote a nasty anti-union email pretending to be a VZB worker. This dirty trick did not work, and the company just fired this supervisor. We believe the political pressure being exerted by dozens of elected officials was simply too much for the company to accept this deceitful behavior. We are glad the company took this action.
We are inspired by the courage and grace of the Verizon Business techs so far. Your unity is remarkable. We can't wait to begin helping you negotiate your first strong union contract. We will all be stronger when that happens.
March 5, 2007
Members of Congress Verify Majority Support
Fantastic news!
Yesterday, three VZB techs from Massachussetts (they were John Elia, Mark Latham, and Diane Riciardi) sat down with Senator John Kerry, U.S. Representatives Stephen Lynch and John Tierney, and several other civic and religious leaders. Sen. Kerry and the others personally counted how many VZB techs signed up on the union forms. Watch it on YouTube! You can see the union authorization form here.
After counting the union forms, Kerry and others signed a statement verifying that a clear majority of Verizon Business Techs from New York State and all of New England want to join the union. After the count, various elected officials addressed a crowd of over 700 IBEW and CWA members to press the company to stop fighting the union, and instead recognize the majority’s wishes and begin negotiations for a strong union contract.
Also there were Massachusetts Lt. Governor Tim Murray, Arlington MA. Selectwoman Diane Mahon, Father Ed Boyle (Archdiocese of Boston), former gubernatorial candidate Grace Ross, Boston City Councilor Sam Yoon, and Jen Doe and Russ Davis of Jobs With Justice.
The company now needs to listen to the majority of its employees, and to the majority of the elected officials in Congress who are on your side. Verizon has agreed to recognize unions based on this "card check" method before. They must do the same now.
It should be obvious to everyone now that you are not alone. The 90,000 Verizon members will begin demanding that the company allow their non-union brothers and sisters into the union. The elected officials will be doing the same. You are joining an organization with POWER. The company will fight, but we will win because we are sticking together.
So far, the company has offered the largest raise perhaps in its history to you all, they restored standby pay, and we are now hearing that they are “relaxing” the ridiculous dress code in some of their test centers. All these improvements are UNION VICTORIES. Most of us are not believing the company’s anti-union campaign that is based mostly on fear.
Congratulations on this first crucial step!
February 25, 2007
February 2007 Blog Postings
The Majority Wants a Union
All over the Northeast, elected officials have written letters of support to Verizon CEO Ivan Seidenberg demanding that the company agree to recognize the union once a majority of of techs sign forms. It is now up to the company to decide if they want to respect your rights or fight your union and possibly the U.S. Congress.
Feb. 15, 2007
Management's Union-Bashing Backfiring?
Management's mandatory meetings seem to be backfiring on them. Too many techs have already educated themselves about what it means to be in a union. This week's email will let you listen to and contact directly real union members so you can cut through the rhetoric to know what it means to be UNION PROUD.
Feb. 13, 2007
A VZB tech's report from New York City:
Just returned from the company's captive audience meeting. WOW... A lot of "Union Yes" lanyards were being worn by at least half of the 'audience.'
The meeting basically consisted of 2 people from HR and about 25 employees. The meeting lasted a good 3 hours.
A lot of questions were thrown at the HR people but NO solid answers were given. Just answers like "well, you won't know what will come out of bargaining for a contract and you won't know what you will be getting once that contract is drawn up." Also, they touched on the fact that it is possible that a contract may NEVER be reached and the two parties will be left in a stalemate, during which time (until a contract agreement is reached) the employees remain at the same pay rate, same positions, with no chance of advancement.
They tried to tell everyone how the "STRUCTURE" of becoming a Union goes and the steps that are involved in doing so. They started this story by saying "A union will talk to employees and try to get them to sign a union card in favor of a union. Once they get 30% (which is all that is required by law) they will petition the NLRB and those names are released to the company." Over and over they used this 30% number.... I felt as if this was scaring people away from signing anything so I interjected and asked "Isn't it VERY VERY rare that a Union would petition the NLRB with only 30% of the names due to the fact that they would probably lose at an election??... I mean wouldn't it be wise for them to wait for over 50%???" To that I got the answer: "Oh YES, they will probably wait to get 65%-75% before petitioning the NLRB" That made people feel better.
Feb. 12, 2007
Verizon Business Intensifies Anti-Union Campaign
Following a script handed down from their anti-union/anti-worker lawyers, the company is trying hard to raise fear about the union. Here is what they are saying in their many captive audience meetings, and here also is the truth you should know.
Verizon is saying....
....."Give us a chance to make things better!" This is a common tactic employed by companies. Just like we predicted, they are starting to make improvements (standyby pay, pay raises, etc.). If the union goes away, these perks often go away, too.
...."If the union comes in, the company will dictate the terms of any contract, and your wages and benefits could go DOWN." This is simply not true. When you win your union, we always negotiate UP. And if the company truly believed a union would result in lower wages/benefits, they would WANT you to join a union!
..."There will be layoffs in the CORE company, and the union wants your jobs." This is an outrageous lie. If the company says this to you, ask them to put this in writing. They won't, because it's not true.
..."New hires at the core don't have pensions." This is simply not true. All union members (after passing probation) get a real pension (plus a 401(k)). Stop any random Verizon CORE tech on the street and simply ask them!
..."The union can FINE you." This is simply a scare tactic. It is true that if you cross an IBEW or CWA picket line, your co-workers can decide to fine you for the days you crossed. This is extremely rare. Ask the company when was the last time the union fined anybody! (it's been years) Ask for proof!
..."A union would make us less flexible." The exact opposite is true! A union is there to solve problems. Nothing in any union contract would discourage open and flexible individual problem-solving. Unions encourage that! And so if your supervisor allows you now to leave early to pick up your kids from school, no union would ever have a problem with that.
Learn more about anti-union tactics to come.
Feb. 4, 2007
Misinformation
Verizon is bringing out another common employer tactic: misinformation
We know that VZB just trained all their managers on what to say to try and bust the union. They will be holding MANY MANY captive audience meetings with you to:
- gauge the level of support for the union;
- spread misinformation;
- try and intimidate you.
Just like we predicted, the company will avoid talking about the real issues (Pay, Health Benefits, Pension, Job Security),and will try and divert your attention to dues, strikes, and fear.
Feb. 3, 2007
About 4 weeks ago, management unilaterally reduced the "standby" beeper pay for all outside techs who have to wear a beeper 7 days/week. Well, just 2 days after techs went public for the union, management announced they are restoring the pay. This is our first UNION VICTORY. This happened because people are wearing RED and acting like a union.
This is another common tactic: "giving" employees some improvement. While the company hopes workers will believe that it's decided to be nice, the truth is that the company made the change only because workers organized.
Warning: Management does NOT want you to see this YouTube video, because it will show all VZB techs what it means to be in a strong union. Click to listen to just one union member's story. (Hint: There are over 3,000 other stories just like this one!)
Captive Audience Meetings Begin
Management is having captive audience meetings all over the place, telling people that the union will force strikes, that they will lose flexibility, and that VZB is a "pay for performance company." (We’re telling people that the our goal is to turn the company into "work with dignity and decent benefits" company.)
They are also trying to scare people, intimidate people....
