Grievances -- inaccurate time tracking, inadequate space to perform work activities, continued degradation of benefits, facilities improperly maintained, antagonistic leadership.
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Not allowed.
Yes, I remember someone named Bob Wordier in NJ was starting to organize that
some of these positions used to be union jobs!
example is the group that pays out bonuses and and does accounting used to be union when it was Cingular wireless, then the company made that position "managers" so now they don't have to bargain with union for them! This group is in our building bunch of reps that are now "managers" but have no one reporting to them!
so If they wanted to should be able to get together and get back in union but they would no longer be "managers" so I am sure the company would just layoff then deal with it!
Now you want to be union. LOL
Do you want a portion of your pay to go to union dues every month, and then when you have a grievance the union doesn’t do anything to help you and you still get written up / fired?
would try to prove that you have some management role
They can't. They call office workers "supervisors" / "managers" because lying to your employees isn't illegal. The NLRA definition of a supervisor is very clear and is not open for interpretation.
Yes and yes
You can unionize. It would be a big fight because the company, depending on the title, would try to prove that you have some management role that would exclude you from unionizing. Worth talking to a union about it. IHX was able to unionize in some locations, so not impossible.
"Personally, I like merit raises and not having my bonus dispersed among lower performers"
My raise, regardless of performance (which has always been excellent) has always been between 3% and 4%, all 20 years. The bonus is the same for everyone in your organization, slacker or high performer. As you near the top of your pay band, performance doesn't matter because your raise goes to near 0 to keep you in your pay band.
You lose nothing on raises or bonus going to a union.
However, I'm not really sure we would gain much going to a union, either. A union won't stop using more contractors, hiring more people in India, layoffs, or loss of benefits.
Ask Boeing employees how much the union (both IAM and SPEEA) protected the machinists and engineers while Boeing management ran it into the ground.
Sometimes I think having a union would be a good thing, but most of the time, I just don't think it would really solve anything, unfortunately.
An example of union represented supervisors:
https://yankeeinstitute.org/2020/08/13/department-of-labor-directors-to-unionize-following-arbitration-decision/
"The NRLA would prohibit any manager who has direct reports from being in a union."
Guess again. Supervisory white collar management unions absolutely exist. The supervisor is simply in a different union than the direct report.
I’d vote yes.
I’m done being pushed around.
Just knowing that it would make them upset is good enough reason for me at this point.
This is against the COBC. Arbitration is the available option.
Protected concerted activity is not "against the COBC" - restricting it would be a violation of the law.
Management isn't craft. So, no. Take a craft job if you want on the union.
Not how it works.
Management isn't craft. So, no. Take a craft job if you want on the union.
Actually, I'm pretty sure HCE does not include employer paid benefits. So...
- Highly compensated rules have changed, most aren’t making over $150k.*
Compensation includes all the benefits and bonus, too, not just your salary. Benefits alone add 25K+
If you do not directly manage any personnel and are an EXEMPT employee, (non-union) then absolutely you should unionize! Back in my day when I was first out of college, I was an EXEMPT employee and we finally unionized, had much better benefits and much better job protection! Remember though, you have to pay monthly for those additional union benefits and sometimes, the union, well actually, most time the union is worthless!
Sit back down in your hub shared office space, Norma Rae.
"This is against the COBC. Arbitration is the available option."
There is a right to unionize. There is a process that is required but arbitration does not replace rights.
Yes 100%. If they are going to treat us like hourly workers then we should make it formal. Next iPhone launch you want your offers, website, marketing programs etc turned around in less than 2 days you can pay us overtime, not dangle some crumbs in the form of connection awards. Otherwise it’s 8 and skate to make the report happy and if things aren’t ready for preorder well too bad. I’m sure Verizon will happily sell you that 17.
This is against the COBC. Arbitration is the available option.
Yes. 100%.
90+% have no direct reports and are just office workers. We don’t make any personnel decisions. Highly compensated rules have changed, most aren’t making over $150k.
Just about everyone is misclassified as exempt.
Personally, I like merit raises and not having my bonus dispersed among lower performers
90%+ have no direct reports
They also are exempt bc they are considered HCEs (Highly Compensated Employees), so regardless of not meeting other requirements, this overrides and makes them exempt employees. I don't know where AT&T's line is for "top-paid group" if they use that calculation.
The NRLA would prohibit any manager who has direct reports from being in a union.
Good luck with that!
If things are that bad, leave - like so many of us have!
Stink is a POS - the pay check is not worth the Stink's T O R T U R E.