There is going to be a lot of debate very soon concerning the Employee Free Choice Act. 
We need to be ready to argue. We will not win Card Check without a fight.
Are you ready to fight?
This video is part 1 of a 3 part debate. It will help you understand the argument.
I will publish parts 2 and 3 soon.
Thom Hartmann can be heard evenings on AM 760.

It’s important that we grow the company because it makes our jobs and our pensions more secure. But it’s equally important to grow the Union. Many people don’t know how to grow the Union. They think it takes a big organizing campaign to bring in new workers under the Teamster umbrella. But there are many things you can do everyday to grow the Teamsters Union. Here are a few of them.

        First, take your full lunch everyday. We are requiered to take an hour for lunch each day. Every minute you don’t take and choose to work for instead is work that should have been dispatched to another car. Our building dispatches about 300 routes a day and if just 16 of those drivers skip half of their hour  lunch, they have ran an entire route that should have been dispatched and run by anotherTeamster. Don’t let the company reduce our ranks and undermine our power by skipping part of your lunch. Every Teamster on the payroll is another person making our union stronger. 
        Use your 8-hour requests. Each driver in Denver gets three 8-hour requests per month. Our center has 45 drivers. If each one reduced their dispatch by one hour (from 9 to 8 hours), 3 times a month, that’s 135 hours a month or the equivalent of over 3 weeks of work that we could generate just by taking what’s is rightfully ours to enjoy. We could add a driver in our center if everyone used all of their 8-hour requests.
        Refuse to work excessive overtime. We have strong 9.5 language in our contract. Use it. Keep your hours under control and the company will need more drivers to cover the routes that we are running ourselves right now by working 10 to 11 hours a day. Just 8 drivers working an extra hour per day are absorbing a route that another Teamster should be running. Excessive overtime weakens our union and hurts our families.
        Don’t work off the clock. Every time you work off the clock you are giving the company a false impression of how long and how many people it takes to get the job done. Don’t give away precious minutes that someone should be paid for. UPS made $3 billion profit last year, you don’t have to work for free to keep them afloat.
        Stop supervisors from doing our work. Go to your steward every time you see a supervisor working and have him investigate the reason for this violation. Sometimes the reasons are legitimate, sometimes not. If not, then file a grievance. Time slip grievances encourage the company to put on more people. See the next blog entry here for the steps to follow when you see a supervisor doing our work.
        And finally, grow the business. The company consistently refuses to hire more people because the growth is flat. They say it would be bad management to add people when the business isn’t growing. So, grow the business and grow the Union. 

        None of these simple ways to grow the Union require a degree in organizing or long weekends spent talking to unorganized workers. These are things we can do everyday at work to grow our Union. Do your part, grow the union.

        Supervisor working grievances are filed under two articles of our contract; Article 3, section 7 of the National Master Agreement and Article 1, section 2 of the Central States Supplement. Both state that the job of the supervisor is to supervise, not to do the work of the person he supervises. The person who files the grievance gets paid for the hours worked by the supervisor. It’s easy to win a supervisor working grievance.
        You need 5 things. Who, what, when, where and why. Be ready to take notes when you see a supervisor working. 
        First, find out Who. When you see a supervisor working, you have the right to walk up to them and ask them who they are. They should be wearing a name tag. You do not have the right to inhibit the flow of packages in any part of the operation at any time. Be careful not to interfere, but go ahead and get their name. Tell them that they need to stop doing the work of the hourly employees.
        Make note what the supervisor is doing. Is he advancing the progress of the packages? They have the right to pull packages out of the system and audit them at any time, but should return the packages to the same location they pulled them from. They have broad powers when it comes to training and can help an employee being trained in an effort to keep the trainee on schedule. Examples of the work they should not be doing includes driving tugs with packages on them, sending home hourly workers and wrapping up themselves, delivering stops to ‘help’ a driver and shuttling out packages to drivers.
        Put down in your notes when the violation occurred. Note the day and time. Record how long you observed the work being done.
        Be specific on where the supervisor was working. Was he pulling from a box? Which box and which boxline? What center was he in when you observed him driving a tug and dropping off packages? All of this information will be important to your winning the grievance.
        Why? This is often the most important step. Most grievances are won or lost on the question of why. This is where you get your steward involved. Your steward will take the who, what, when and where and go find out the why. The company feels it has a responsibility to its customers to make service at any cost and uses this to justify supervisors working. When the Teamsters don’t show up for work and that shift is understaffed because of it, supervisors will be working and that’s a hard grievance to win. Let your steward find out why the supervisors were working. He can request staffing records and time cards. The investigation into why is the job of the steward.

        It’s not hard to win a supervisor working grievance if you keep good notes. Often, supervisors don’t want to be working and (while they may be afraid to say it) will welcome a grievance to hi-lite their own concerns. Feel free to accommodate them. Contract enforcement is everyone’s responsibility.