1 Billion =
A Staggering Number
A billion is
a difficult number to comprehend, but one advertising agency did a good
job of putting that figure into some perspective in one of its
a. A billion seconds ago it was 1959.
b. A billion minutes ago Jesus was alive.
c. A billion hours ago our ancestors were living in the Stone Age.
d. A billion days ago no one walked on the earth on two feet.
Most of us
were pleased to hear that we were going to be granted a 2% raise as
opposed to a one-time bonus of 600 dollars, or possibly no raise at all. I
can see that…. but….
If we ran
1,000,000,000 sq. feet of paper, and we made only 3 cents a foot, that
still comes to 30,000,000 dollars. Great year for only one location,
wouldn’t you say?
If you were
on social security you would have received a 3.3% this year. The
government adjusts this increase based on inflation.
Here we are
in a situation where we have to work six and seven days a week and still
fall short getting orders out on time. Those who attend church regularly
are just out of luck. Paper comes first! Customers come first! We have to
cover for other shifts as well, sometimes putting in as much as sixty plus
hours a week. They butchered our vacation policy to their liking. If your
5 minutes late for work you are charged half an occurrence.
afford to change these policies I bet if they had to make a choice
between shutting down the plant and losing customers or changing these
policies, what do you think they would do? Which is more cost effective?
to strike. I don’t want to shoot anyone either, but I do own several guns.
If someone were to break in my house and I aimed the gun on them, chances
are they would stop.
It’s time to
take aim, as you are being robbed. Instead of a gun though, take aim with
the power to negotiate your future with union representation. This is the
only alternative, and one that will be offered to you in 2007.
We wish you
all a happy new year, with the hope that you resolve to take control of
your future in the year ahead.
WHO'S IN CHARGE
OF THIS MESS?
Well, here we go again. Mike tells us if we give
him a little more footage we can get out of working the weekend. How many
times have we heard this one? Is there anyone who hasn't heard the age old
story of "The boy who cried wolf?"
We gave him the numbers he originally told
us would get us out of weekend work! That is a forgotten promise
as he asks for more. Why does he keep asking for more? Is it because
Don constantly puts us in a position of no hope? I
believe it has a lot to do with it.
You see, Don takes any and all orders he can get
his hands on. Big orders, small orders, orders that cost us money as well
as those we make money on. He continues to try and dictate production,
telling supervisors what to run and when to run them. We are hopelessly
over booked. He doesn't tell our customers this though. At the last minute
he pushes orders out. Yes we are constantly late with orders. Just this
weekend, we see orders coming down the line for Monday, when we haven't
met the demand for orders due out for Saturday. If you look at the large
production board posted outside the break room, you see that shipping gets
out around 95% of these orders on time. This is bogus. If we ship just
part of an order to a customer, then the company doesn't consider that
order missed. What a joke huh?
Much like our scrap rate that is well penciled
in. Fact is that we send out at least a truckload of bad paper a week to a
recycling company, which goes unrecorded on the scrap rate. Just look at
all the returns we have received, which we supposedly will eventually
sort. More than likely it will end up as loose scrap on a trailer.
Little maintenance can be done on machines due
to the fact we never stop running them long enough. This means the
machines will eventually break down and we get even further behind. Make
I think Don is Mike Soelke's boss. Yes,
Mr.Soelke is supposed to be over our entire region. He is supposed to
visit this week in fact. I am told he will bark a little bit then be on
his way. Nothing will change. Don will ignore him as always. He will
leave, and Don and Donna will go have a smoke and a laugh.
After all, wasn't Don supposed to be given an
office outside the plant? It just didn't happen though now did it? Now
look at the mess we're in. We work seven days a week with broken down
machinery, and a work schedule that's impossible at best.
The thing that stings the most is that Mike and
Don can receive 30 to 60% of their base pay in bonuses for your efforts
while you are on track to receive a $600 bonus at the end of the year
instead of a salary increase. If you do get an increase in salary you can
bet it will be nowhere near the national average. It never is with IP, now
is it? You can also bet your insurance will increase again. So who gains
the most from these astronomic production numbers? Those with the bonuses
of course. The same ones who don't have to work six and seven days a
Remember though, management says you don't need
a Union. Trust them to be fair and honest. They know what's best for this
company and your future. Just look around you!
I ask you, who runs this mess. I think it goes
something like this. Here is the chain of command...
#2- Donna (Don's favorite)
#3- Mike Soelke
#4- Mike Delaney
and last and least in the minds of these leaders
would be Denny.
See why we're in such a mess? The answer is # 1
and # 2 you may guess.
I think the answer is that we work
without a Union Contract to protect us from all the above!
the hopes of enlightening our management team on the seriousness of smoke
detectors in the workplace and using proper equipment and procedures when
warranted, I offer these headlines...
Tissue Maker Faces $166K in
OSHA is proposing a total of $166,700
in fines against Cellu Tissue Corporation after inspecting the company's
Gouverneur, New York, paper mill following a September 2005 fire.
The agency cited the tissue maker for
a total of 20 alleged willful, serious, and repeat violations of workplace
safety standards. The company is contesting the citations before the
independent Occupational Safety and Health Review Commission.
OSHA says that the company expected employees to combat fires, but it
had not established an in-house fire brigade and failed to provide
workers with required training, personal protective equipment,
self-contained breathing apparatus, and medical evaluations. OSHA
issued a willful citation and fined the company $70,000.
"If you're going to have your employees fight fires, then you must
provide them with the training and equipment to do it correctly and
safely," says Chris Adams, OSHA's Syracuse area director.
NIST WILL LEAD STUDY ON DANGERS OF FIRE SMOKE
National Institute of Standards and Technology and the Fire Protection
Research Foundation announced a research initiative to study how smoke and
heat impede escape and survival in fires.
The research is designed to aid policy makers in determining whether,
when and how to incorporate the sublethal effects of hot fire smoke in
their safety decisions. Sublethal effects are those that do not result in
instantaneous or nearly instantaneous death.
The announcement was made by Jack Snell, acting director of the
NIST Building and Fire Research Laboratory, and Rick Mulhaupt,
president of the Fire Protection Research Foundation.
Fire smoke consists of fine particles and hundreds of gases—some
toxic, some harmless. Data analyses from the National Fire Protection
Association have shown that most fire-related deaths are due to smoke
inhalation, rather than the burns from the flames. Much already is
known about how the inhalation of smoke leads directly to the deaths of
building occupants and fire fighters. However, very little solid
information exists about the more subtle effects of sub lethal exposures to
smoke. These effects include mental disorientation, eye irritation and
coughing, which make it more difficult or impossible for someone to escape
a building fire.
What amazes me is that our management team
disabled the smoke detectors in our facility, sounded no fire alarms, and
didn't evacuate the building to protect workers from the smoke produced by
the fire. The fire dept. was not called.
How can they justify their position as leaders
of our work force? How do you justify Management Incentive Plan bonuses
and salary increases to a management team that can't even follow common
sense procedures in a situation like this? How did they get the vote of
confidence of a slight majority in our last election?
I think they could use some help with their lack
of ability to make common sense decisions... How about you?
WHAT HAS GOTTEN BETTER ?
With 2006 arriving it is now time to take a look
at the past year under our new management team. Mr. Delaney asked us to
give him a chance to improve things and I feel we have done just that. I
ask you... What has changed for the better?
Well let's take a look... We have seen one peer
review case management lost only to deny Wes a chance at the next peer
review submission, thus turning that policy into a farce.
Next we see ourselves working almost every
Saturday of 2005. Also note that management refused to allow several
employee's who had vacations already approved, to honor their own
definition of this policy according to the handbook they wrote! Yes they
told them that they couldn't take their already approved vacations. Sorry
about your luck guys. Thanks for your vote of confidence in the last
election! They had the policy rewritten in 2006 though. Now it states
they can cancel a vacation at any time whether approved or not. So much
for making plans with your family. Of course you're aware of the fact they
changed the amount of single days you can take as well as how you can
schedule weekly time off. All to make life easier for Management.
We did get a raise this year as opposed to last
year. They gave us 2 %. The CEO received a 14% pay increase last year when
we got nothing. Take a look at the chart below to see how this increase
will work out for you this year.
Now let's reflect on our new 2006 change in our
attendance policy. Keep in mind we already had one of the more strict
attendance policies in the corporation according to Tom Curran.
Now, every day you miss is one occurrence. You
can pay $30 and get a note from your doctor to make 3 consecutive absences
only one occurrence. What if your child, mother, father etc, falls ill?
What if some other tragedy occurs other than illness that demands you to
take time off? What this amounts to is a way for management to create an
inflated turn over rate. They don't want you to make a career of this job.
They want to keep costs down by not having to invest in 5 weeks of
vacation for employees, holding down the costs of pensions, Health care
I ask you one more thing... How does Delaney
manage this facility when he is seldom here? The answer I received from
various sources is that he seldom does. Don makes the bulk of decisions
that take place here. The same old ball and chain we have always had.
The reason management doesn't respect the fact
the majority of people gave them a victory in the last election is they
know that most people did so out of fear. They convinced people to fear
the Union. To fear Management. Remember... The school yard bully
will never respect the kids who keep handing over their lunch money
without a fight. They will never respect us until we stand up to them
and show NO FEAR.
Right now management has fears of their
own. We have several customers on the bubble as they put it. Yes quality
issues and poor management concepts have us in trouble with some big
accounts. They fear a Union in this facility could strike and cost them a
fortune, though nobody wants a strike, I know. I don't want to shoot
anybody, but I own several guns!
They know an employee with such power is a
threat to lackluster management capabilities. If we were Union,
management would have to roll up their sleeves and address the customer's
issues, and the employee issues. They couldn’t change policies at will.
They couldn’t just put all the blame on the workers when customers
complain. They would have to schedule C-6 more effectively rather than
constantly be late with orders and work everyone to death with overtime to
solve late issues.
I will wrap this up by saying to you one thing,
as I said last year. THEY ARE NOT DONE!
More negative changes are in store for us.
Continue without a contract and you will lose more and more. The choice is
yours. Remember….. The school yard bully will never respect the kids
who keep handing over their lunch money without a fight. They will
never respect us until we stand up to them and show NO FEAR.
The choice is yours to make... Just as it was last year.
DON STAYS! MANAGEMENT CAN LIE DURING A
What was it our union buster friend told you? I
can’t lie to you during this campaign?
Well, didn’t Tom Curran say that Don would no longer be in charge of
production? Didn’t he also say that Don would be getting an office off
company property? Oh, I’m sure he will twist those words of
his once again to his liking and try to convince you he didn’t
actually say that. You know
better though now don’t you?
Tom was not alone in making this promise; his boss and Stephanie were
all in on the joke. Anything to win, especially
when it looks like you’re about to lose and lose big. There is
little doubt that the Union would have been victorious had they not
pulled that trump card, which was to announce Don would no longer be in
charge, that he would no longer even have an office on plant grounds.
only is Don not leaving the building, he still gets to keep his office!
The new GM gets a small office that our former safety manager resided
from much of our salaried workers as well as supervisors and Team
leaders is that nothing has changed. Don is still in control. He still
directs what runs when, who does what, and how it is to be done. I
notice he is in the plant every Saturday. If Don
is only over sales, why is he here on Saturday? Sales doesn’t
come in on Saturday. Except Donna on occasion…
How often have you seen Greg in here on Saturday?
I am also amazed
at the amount of time he spends in Lexington. Far more time than he
spends in Mason. What really amazes me is how he can spend so much time
smoking cigarettes and drinking coffee with Donna in the parking lot and
get anything done relating to work.
How much improvement have you seen since the last election? Here we
are working virtually every Saturday, Don continues scheduling us way
over capacity, as we work six to seven days a week for less money than
we did a year ago.
when Don told us that a $600 one-time bonus was the best the company
could do? Then two months later our CEO received a big fat 14% pay
raise. Don’t forget that our President of IP also knocked down a fat
12% raise! You honestly think Corporate deserves your trust? Surely by
now, the writing is clear for all to see…They will say anything to
keep the union out and hold you back. 2006 will be here soon. Just not soon
Delaney asked us to give him a chance to make a difference during his
reign as the new GM. We told him we would give him that opportunity. We never agreed to extend Don that
opportunity. We have had all the Don we can stomach, and all the
lies we care to hear from Corporate.
Union 43 / IP 46
I want to thank all those who supported this
campaign. Voters and committee alike. We gave our all and have
nothing to regret other than the loss itself. In spite of the loss, it
is my sincere hope that management will take a serious look at the
numbers of this vote and the response of those who stayed for the count.
It was total silence. Those who supported the company didn’t cheer for
the company’s victory. It was silent. This alone speaks volumes.
We all know there are problems here at this
facility that must be addressed. Our new GM, Mike Delaney has promised
to do his best to turn things around. I hope IP corporate will take a
similar path with this facility and the good people who work here. Time
Once again, Thanks and God bless all at
TRUTH or LIES?
a Union Buster. He makes a lot of Money to convince you that a Union
will only make matters worse for you.
corporate, Tom and Don haven’t shown much concern for you and your
family until now though have they? IP has continuously raised your
insurance, as well as your co pay, given you no raise this year and
allowed Don complete control over you and this facility. Don seldom
follows the handbook before making decisions and as you have seen in his
recent posting even makes lite of your raise, or should I say, lack of a
raise. Tom even gives Don his full support. He thinks Don is doing a
fantastic job we were told!
have seen Don and Tom manipulate the Peer review process. We have seen
Don bend and break the rules in the handbook to suit his whims as well.
Tom told one employee ( According to the employee himself) who was fired
that he couldn’t file peer review because he no longer worked here. That’s
not how he said the process worked now is it? A union Grievance
procedure doesn’t work that way! Many employees have gotten their jobs
back through this process when the company stepped out of the contracts
told us during the last campaign that Don would change his ways as well.
Tom told us how we would have round table meetings
with Don to address employee concerns and issues. We did for a while….
Did it change anything? They are now all but forgotten…. The
attendance committee formed recently had all their suggestions shot down
by Don. He said he would post those suggestions for us to see during 1st
shifts last meeting. I don’t see them posted…do you? Don does what
he wants though, he probably changed his mind at Tom’s suggestion.
know that IP doesn’t have our best interest at heart by their past
actions. We know there has to be a reason Tom and IP don’t want a
union…. Is it our interest he is looking out for or that of the
we have said before, give the union a chance to make a change for the
better. YOU CAN VOTE THEM OUT BY LAW if it doesn’t work out. Pay no
UNION DUES until you accept the contract. Don’t take Tom’s word on
Unions. Try it and see for yourself. To vote for the company sends a
message to corporate that all is well and that you give them your
blessing to continue along the course we are on. Is this wise?
Where will Tom be after the vote? He won’t be concerned with us,
that’s for sure!
have only one choice to make a stand and have a voice in our future.
That is by standing together and vote Yes for Union representation. Or
vote No and allow Don and Company to decide our fate. Don’t
believe the lies and half-truths from those who have deceived you all
along. Give change a chance!
SHOWS TRUE GREED
Well we weren’t all that surprised to learn
that we would receive a 0% increase in our hourly wages during our
recent meeting with the Don. A six hundred dollar one time check before
taxes followed by merit pay being taken away from those who had it
didn’t come as much of a surprise either to our union committee.
What’s next? Probably our salary continuance pay.
our last union campaign, Tom Curran assured you that the company had
your best interest at heart. He said Don would change his ways as well.
He said that Peer review would be a fair process, and that the rules in
the hand book would be followed by management. He asked for your trust.
I filed peer review because Don had once again not followed the hand
book. I filed this because he refused to follow the guidelines in this
book that stated “ when overtime can be achieved with only two shifts
it would be done by rotation of the shifts.” The only problem was he
wouldn’t recognize first shift in rotation.
a peer review form is to be denied it is supposed to be denied at step
one, according to the way the process was drawn up. Mine was denied at
step 3. The only peer review ever to be dropped at this step. He lied to
us again. Just one of many examples of his lack of honesty and ethics.
Don can receive up to 60% of his base pay in bonuses. He enjoys a
153,000 dollar base pay. That averages out to 91,000+ dollars in bonuses
in one year. More than all of our 600$ checks combined. Our sweat and
overtime equals his reward.
we can’t forget the story we posted earlier this year, where corporate
settled a lawsuit for ripping off their own customers. A massive 23
million dollars. They want us to trust them? Our customers can’t why
there was reported to us a certain female who came to the plant one day
. Several people witnessed this . She was seen beating on the Dons
window outside. She was screaming , “ I know your in there!” This
was about four weeks ago. Don was gone to Louisville that day with Greg.
She must not trust him either. I wonder who she was?……and why she
couldn’t trust him? Well, I think I can imagine really, how about you?
Maybe his clique knows why? Ya think? You know, the gruesome two some.
HR watches out for Dons back! So does the office manager. That’s for
on Dons actions and those of IP corporate as we enter this campaign. All
we want is a legal binding contract with these people who can’t be
trusted. Forming a union is the only way to achieve this. Vote Yes!
IGNORES HANDBOOK POLICIES
Don is at it again. Ignoring the
handbook which Tom Curran swore was so much better than any union
contract. Yes Tom (Union Buster)
Curran swore that our handbook was better than any union contract.
He told us that management would comply to these rules Management
wrote the rules and Don signed off on them. He was supposed to
read them before signing off of course.
Don doesn’t even reflect on this
book before making decisions. He has show us proof recently when
he denied first shift rotation concerning the overtime policy. This
policy states that when
weekend overtime is needed and production goals can be achieved with
only two shifts, it would be done by rotation allowing each shift to
have a weekend off. Don refuses
to allow first shift to be included in this rotation. When
confronted with this policy, he had the audacity to suggest (though
the policy is clearly stated where any small child could understand it)
that was not the intent of the policy.
This past Saturday, an
employee who agreed to cover a co- worker's overtime, had finished all
the work in his assigned department. He decided he would go home, Don
tried to force reassignment on this employee to another Dept. The
handbook clearly states that this employee has the option to go
home. Don denied the
policies existence at first! After reading it for himself,
Don decided it was true just as the employee had stated. Even after
reading it Don insisted on referring to his notes before standing behind
the policy. Then he wanted to call Monica to make sure….WOW!!….This
is our leader….scary huh?
admitted his mistake and released the employee to go home. But
before the employee left, Don was sure to inform him that the policy
would need to be changed to better suit The Don He again
initially stated that was not the intent of the policy. Once again, Don
proved he cannot be trusted. The hand book (according to The Don) should
only consist of one line. What Don says goes…..Is this better than
a Union Contract? Can anyone trust this Don? Don’t you have
to question his integrity and honesty? Give me the contract!
A Union Contract is legal
and binding and offers you recourse when management refuses you one of
Two Don (Duh!)
instances in three days. Union is a better way. Union is the only way to
deal with a company and a man you can’t trust.
yes…..After this incident with the employee who wished to go home, Don
went to N- 15 to apologize to an employee that had to work without a
partner. Don, you had several
other employee’s working on machines alone. Why didn’t you apologize
to them? You constantly work machine operators without partners. Are you
aware of anything outside of your clique of three?
go again. Don infuriating the work force. He has a great knack for
upsetting us doesn’t he? Here is a man preaching something he
doesn’t practice himself. He’s only threatening people because he
wants the truth?
can tell you what you may or may not have seen. How many times have you
looked right at something or somebody, but your mind was a hundred miles
away? NOBODY can honestly accuse you of seeing something. That is
preposterous to suggest. Only you know what you have and haven’t seen.
Don could never honestly make that call about anyone now could he? Or
will he? He wouldn’t dare try that in a Union Plant!
Don himself has a hard time with the truth
as we all have seen. As stated in the recent posting on the Pace Setter
link to our page, he fabricated the truth when it came to his safety
violation in the investigation that followed.
He also refused to take his drug test when
his name came up in the random drawing in the last election. Well, he
finally went ten days later. He was busy…Though I found it strange he
and Donna were taking about 6 breaks a day together during that time in
our smoking break room.
Don didn’t give the results of the
gallop survey I noticed in that last meeting, though we were told they
would be sharing that information with us. I guess by past results we
know He failed it again. And he will again, and again.
Don told Marcus during a meeting not long
ago that he would check on how much money our plant had made and let us
know in the following meeting. Several meetings later, Don changed
his mind and refused to share that information with us.
Don, let me help you there. We
were projected to earn a net 1.5 million this year. We surpassed
that…. We are at 2.7 million net for the year so far and are on track
to close the year at almost 3 million net. It’s public information
Don. IP has to disclose their profit margin by law…. Maybe he just
feels guilty about the Insurance increase and pathetic raises with no
bonuses he lays on us year after year. Maybe he feels guilty raking in
his huge bonus check and leaving us hanging out to dry.
I will wrap this up by answering a
question posed to me by a friend and co-worker, who asked, “ Why was
Donna in our meeting? She didn’t speak and her staff didn’t attend.
Well, I guess she was being awarded another lengthy break. She attended
1st and 2nd shift meetings, but I noticed she
didn’t attend 3rd shifts. Perhaps she needed her beauty
date, no one that is enrolled at the gym has been reimbursed a single
dime! So the whole $20 dollars has become the responsibility of the
Banner Year for profits!
According to our sources,
we had a great month in June! C-6 ran an all time record of 81 million
sq. feet for the month! We raked in 315, 000 dollars in profit, after
expenses were met for the month of June. We are on track to exceed last
year, which was our best year so far. We have made IP a busting
$1,500,000 in profit for the year so far.
reward your efforts Don took away two of your 20 dollar safety
incentives (Wal-Mart gift Certificates) which that money was supposed to
go toward a reduction in the cost of a Gold’s Gym membership for us.
Gold’s offered us a $20 a month cost. Our management team suggested
picking up $10 of that to the DON. He initially agreed to the $10 but
(after some people had already signed up.) he backed out and only put
out $5. All the people that signed up learned that they are now
paying $15 a month instead of the $10 Don agreed to. When mgmt.
was asked why they had no answer. So often we have to question
this mans integrity and honesty. Why doesn’t corporate? What did Don
do with this money?
Corporate rewards Don with an incentive for
the work we do. Yes, 30%
to 50 % of this man's base pay in bonuses. Look at the
amount of time he spent in the Break room with Donna over the years. He
wines and Dines customers and delegates to others who actually do the
work. We lost one major customer because he was selling a weaker test
paper to this customer than they had paid for. He gets the bacon we get
the shaft. As did this customer.
you will get an opportunity for change. We hope that you will reflect on
Don’s lack of leadership in the up coming months and sign the petition
for Union representation as it circulates. Our last signing was at 50%. That
isn’t enough! Unity is all for one and one for all. Let’s bring
it home this time! Sign the petition and make a statement that we
deserve better and won’t accept less!
I was off work for a while I received numerous phone calls
about Dons lack of leadership at the plant. I understand that while you
have made the company quite pleased in getting closer to their wish of
30% increase in production in 3 years, people are very discontent with
the fact that Don decided to lavish the office with new furniture while
you once again receive nothing for your efforts. Though to be
honest, I hear the majority
of the office staff received nothing special. Management got the good
stuff. Only Dons favorites.
I have heard from other plants, that is even non-union plants,
they receive incentives that we do not. This is Dons call. Don has
always felt like we should just be grateful to have a job. That's
members of management have told us that they constantly try to push Don
to give us these incentives but that he refuses. He often gets angry and
will lash out at them like a small child would if you were to try to
take its candy away.
Perhaps he learned this from his days of playing basketball at Indiana.
Well, we all know what Indiana did to resolve their problem with that
coach. Unfortunately a lot of damage was done before they wised up.
won't wise up. Corporate is blind to the needs and wishes of the hourly
workers in Lexington. They will let Don continue to demoralize this work
force until we do something about it. That’s right, until WE
DO SOMETHING. The choice is ours. It's time we stand together and
negotiate the changes we deserve!
Don gets the bacon and we get the shaft. It is our call.
Keep in mind, IP just purchased Box USA . One of the largest Corrugated
facilities in the country. It was a cash option. IP is shifting its
business back to corrugated because that's where the money is now.
This plant makes a boatload of money! Especially compared to other
plants in our region. We have more on this coming soon.
again Don decides to write the rules as he goes.
many of you know, I was involved in an accident at C-6 , which involved
what was supposed to be an empty caustic tank at the machine. I
was instructed to pick up 2 containers marked empty and transport
them to shipping in which a driver was waiting to take them away. What
they didn’t tell me is that the one stacked on top of the full tank
was still connected though marked empty. An investigation
followed, and I was told by mgmt. that I was not at fault,
because mgmt. had no procedure in place. I was told I was
in no trouble for the incident. I was not written up
for the incident.
Then Don must have decided during one of his many smoke and
coffee breaks, with no other than Donna (always Donna, constantly
Donna), that I was to be drug tested. This coming from the same man
who during our last election waited ten days to take his test
after his name came up in the random testing process we were told (A
true leader, don’t ya think?).
I will take my medicine like a man. The strange thing is that if I’m
not at fault, why test me? What about the person responsible for
unhooking the tank and seeing that it is was ready for shipment? Oh
yeah, that was a supervisor’s responsibility. They look out for their
own now don’t they? We don’t need a Union, we can trust Don to make
professional judgment calls right? WRONG.
refuses to hold Don accountable for anything it seems. Here is a man who
has been known to curse employees, or demean them at will. I won’t
mention names, I don’t need too.
people talk about how much time he and Donna spend in the break room,
doing nothing more than smoking and chatting away from their desks, he
continues to conduct himself as if he were at a social club rather than
work, he continues in spite of the rumor mill. Here are a few other
things worth mentioning.
was responsible for purchasing the Emba. A Costly blunder indeed.
was sent home for a major safety violation, as was several of his
Mgmt. team. He denied his incident initially.
doesn’t follow the rules in the handbook. Many Peer review
cases have been overturned because he doesn’t follow
tells customers he can meet their ship dates, though he knows we
sometimes can’t possibly meet it. We constantly receive
complaints from customers due to his actions.
the last job cuts, he dismissed many seasoned supervisors while
keeping, Donna, who we were told that her position doesn’t even
exist in other plants. Go figure.
he had an hourly worker tested, several days after an incident. Who
drove this employee to the test site? Another hourly worker.
Bad call Don.
continues to pick and choose who will be written up for mistakes
concerning production. You have seen for yourself, how one person is
held accountable while another is not.
is famous for passing the buck. Never his fault! No, No!
many times have you seen an order coming down the line dated out 2
weeks or more while we wait for an order that is late for
shipment? Talk to any hourly employee in shipping. They can
Supervisors have told Corporate and employee’s that Don
is our biggest problem. Which in my opinion is why we can’t count
on corporate either.
Oh well, we get what the majority votes for. Thanks to all for
letting me vent. No wonder IP just got
kicked from the DOW 30.
Once again, it appears that
management has fallen victim to it's own harsh safety disciplines.
Now our production manager and General manager have both
violated safety procedures and supposedly , after serving 2 weeks in the
street , are serving a 3 year probation sentence on behalf of our
managements discipline structure.
Bill didn't see his mishap as a safety violation I was told.
Go figure... Actually neither did Don at the time. Don denied his mishap
from the very start, though it was more than obvious he was in
violation. Hourly workers had to point it out to the Safety
committee for them. They decide
to Punish Marcus by drug testing him the minute he turned Don in.
Don still has it out for Marcus as he recently banned him from the Break room
and shipping office. The first employee in our plants history to receive
such a Ban.
The management team has had more serious violations
than hourly workers it seems. 2 Supervisors as well as Don and
Bill have been in violation since this whole VPP deal started.
All along we have
stated that these policies are to harsh. So harsh that even those
who came up with these policies are falling victim to it. To error is
human, to forgive divine.
We who support
unionization of this plant see these policies as a way to weed people
out over time, to save the company from investing capital in its
workforce. Employee's of seniority cost the company more in retirement
costs and vacation pay as well as add to the cost of health insurance
etc.... It's the big picture they are concerned with. Keeping
costs down by creating an environment that has a high turn over rate.
The fact that management can't comply to this strict policy regimen only
proves our point.
We need to work safe,
no doubt. We also must protect our families by negotiating
a change in these policies to ensure you have a job, when you make a
human error. We know there is only one way to do this now don't we? We
have to negotiate change, and we must be union to have any prayer of
accomplishing this. As often as we are exposed to these safety
policies, can you honestly say that you will have a job next year? Can
Don or Bill?
any member of our committee made you any promises? Is there a
petition going around at the moment? Has anyone asked you to sign
anything? Could management find their way out of a paper bag if one
end was left open? Tom Rauch wants you to
get the facts from management? Sounds
like they are way short on facts now doesn’t it?
challenged you to come to them with your questions! Here are a few
did they recently settle a lawsuit to the tune of 25,000,000
dollars for burning our own customers?
*Why do they write people up
for quality issues they approved to sell to begin with?
have they asked people to run machines in violation of Matrix diagrams and
/or written policies concerning safety? Block fire extinguishers, and not
following up on violations when management is accused of a violation. This
we have seen since the last election, now haven’t we?
did they promise to form committees to help with policy changes, when once
formed, NONE of the attendance committees ideas were approved in their
last session. The committee refused to sign the document after learning
do they offer other NON UNION facilities bonuses for reaching various
performance achievements, but allow Don not to offer it to us? Keep in mind these are plants we have out performed for
years. Oh, and yes…. This is Don’s call.
is our attendance policy more harsh than any other plant we have
researched within IP?
turn over rate at this facility is astronomical
compared to our sister Union plants. Another reason for concern.
What good is a 401K and pension plan if the average employee is gone in 5
Ask them why they have
failed their own gallop survey every year since they took over this
plant. Tom, let me enlighten you where Don has failed to. It’s because
we find management deceitful and totally unprofessional as well as
unethical. Which I guess is why corporate embraces them so…
As long as we make The Corporation money, there can be no wrong by this
toss out the rulebook and management's whims for a legal binding contract.
Get involved in this campaign
and together we can secure a brighter future for our families.
I have been
employed at our facility for almost twenty years. I was here when we were Weston
Paper. During this time with Weston the lowest raise we received was 3.2
percent. IP has yet to match even our lowest raise under Weston.
turn over rate of employee’s under IP is hideous. Over 10,000 jobs have been
eliminated corporate wide since IP took over this facility. People here are
written up or worse for simple human error. If a Superintendent decides to
violate the Matrix by asking employee’s to run an order violating safety
procedures he doesn’t get in trouble. YOU DO
If you run it!
you should run part of an order wrong, you get written up. If the GM decides to
send 3 truckloads of a certain order to a customer that is a weaker test
strength than that customer orders and they send it all back, that’s o.k. with
corporate I suppose.
newly appointed Superintendent is rude, or doesn’t know how to run a machine,
or troubleshoot a problem with a run, that’s o.k. too. They will look out for
his best interest. NOT YOURS! Keep in mind this gentleman was promoted
though he violated labor laws in the last election. He is noted for violent
anger at times before his promotion, to the point he has threatened employees in
the past. Ask those who have been here a few years. Don gave his blessing to
Insurance rates have continued to increase, as well as our deductibles. Our
S&A benefits are much weaker considering the first 40 hours are no longer
paid as they used to be under Weston. Now it may be 30 days or longer before you
see a dime of your S&A benefits. Management told us during the IP takeover
of Weston that our salary continuance pay would probably end as well in the near
management decided they wanted to search an employee’s car though they had no
evidence at all of criminal activity. NO EVIDENCE AT ALL. After a
discussion with police they reconsidered. Thus proving they have little respect
for individual’s constitutional rights. Not to mention their lack of respect
for your rights under the existing labor laws, which they were found in
violation in our last election.
Curran (Union Buster) spoke of the cost of Union dues, which with PACE
UNION is 2 hours wages a month. We have lost MUCH more
financially trusting this man than we would have paid in dues. Just do the math.
Tom is in on the MIP bonus plan for Management by his own admission. He
lives very well indeed on others misery.
one employee who was terminated. This employee wished to appeal to peer review.
Tom Curran told this employee that he/she couldn’t file a Peer review because
he/she no longer worked here. That’s not how he said it worked now is it? From
his lips to our ears, remember?
some employees have to cover over time while others don’t? Though they work in
the same department? Is this safe? Is it fair?
could go on and on.
it’s our call. We can continue down this road and never regain the success we
as employee’s received under Weston. Or we can make a positive change by
negotiating the terms of our employment. Crying wolf won’t work any longer.
I urge you to band together for a greater cause, your security and that of your
family. Keep an open mind to change. In this case, I don’t see where we have a
choice any longer.
e-mail to Tony