Flyer from captive audience meeting

E-mail from management

I really haven't commented on the flyer that was handed out a couple months ago. A half-hearted attempt to bash UFCW Local 911. As I said before, they represent Kroger employees across the nation. They are also one of our clients. They also represent Campbell's Soup workers. Mmmm Mmmm, Good. Put these two things together. Opps...recipe for disaster.

My first comment is about "professional union salespeople". Our organizer, Denny Dierker, is far from a salesman. I have spoke with him many times and he'll admit this is false. He just gives you the facts. Besides, who is the real "salesman". Point the finger back at yourselves HHT. If the executive VP, HR director, or any other member of senior management was to speak out in favor of the union, that would be the end of their jobs. They have no choice but to say no to the union. HHT has nothing to gain by saying yes, they are the people that have the most to lose. The employee gain more with a union than begging for scraps. Why settle for the bone, when you can have the whole steak?

I think this will sum up the comments on guarantees and promises. Economics close businesses, not employees. The money could stop flowing into HHT or Healthways could shut off the faucet. Even so, HHT is projecting growth. I am sure this growth will not go away. You never know. I could get hit by a truck on my way to work and die. With that being said, would you rather have a contract that spells our when you recieve your raises and how much they will be, what your working conditions are, grieving process with just cause for discipline/termination, provisions for seniority and promotions, holidays, etc.? Or would you rather have NOTHING and rules that keep changing? Get it in writing. How many of our parents told us this? If not, this is how it goes: Flip a coin. 50% chance you get a raise if it lands on heads. Do you like those odds? *flip* It landed on tails. No raise for you. Or better yet...it landed on heads...you still don't get a raise. Contracts are negotiated for a specific period of time. On average, 3 years. Then the union and management go back to the table. The game is the union wants better for the employees and management will nickel and dime their employees to death. Remember, this would be HHT saying how much they care for us and the job we do. Then turning around and squeezing us for every drop of sweat. Why isn't there a shift differential with monetary compensation for our time on nights and weekends? This is a negotiating point that would be on the table during a contract.

A little comment on union dues. Simple. Roughly 1.5% of your gross monthy income. Before you say, wait!...what do I get in return? Hmm, let's see...how about...THE UNION ADVANTAGE! Better wages, benefits, working conditions, training, productivity, seniority, etc. This brings me to my next point...

Do you want to know about much UFCW Local 911 is making on trying to organize us at this point? Guess any number. Ok...now multiply it by zero. That's right. Nothing. UFCW Local 911 is not getting paid to organize us. Denny Dierker is not getting anything extra to call our advisors on the phone to inform you of the union advantage. UFCW is not making a profit on sending letters to your homes. He's not getting free coffee or extra gas money to sit down and talk with you or the organizing committee. It will take 5 years to get the "money" expended on organizing HHT, if and when a contract is negotiated. But consider this, when you get screwed over at HHT (and many of us have), who is going to stand up and act as an advocate for you?

Many of you have said what is a union steward and what are they talking about when they say shop steward? Personally, I would like to know that one of my fellow health advisors that was elected by my co-workers was looking out for my best interest. Simply put, a union steward would keep HHT in check and make sure they were adhering to the contract. My father has this responsibility as a college professor. He's been doing it for 20 years. Making sure other professors are not getting screwed and keeping administration from doing some underhandedness. For you that are interested, the faculty is represented by the American Federation of Teachers (AFT). This is one of the many unions that represents teachers/professors from organizations like WEA Trust.

Unions are not interested in changing management style. As McGregor would say: HHT operates with a Theory X management theory. Look around. Close supervision and controlling every aspect of employees. This is the same management style of let's say...McDonald's. Maybe our supervisor went to McCollege. For you that would like to know more:

McGregor's Theory of Management

Management can act as McStupid as they want. Without a union contract, they can continue to push us around. Healthways is powerless to do anything. They can't watch over us 24/7, not that I really think they care about us that much. The same jackasses are still in charge of day-to-day operations. They will continue to walk all over us. With a union contract, they can attempt to be McStupid. But McStupidness will get them in trouble. Think about why non-union Dana employees here in Toledo are getting their benefits messed with and are not touching union benefits? Why are some supervisors saying: I wish I was in that union now?

UFCW doesn't want to get rid of any managers. HHT has the power to hire and fire it's employees. Right now, they can do this whenever they feel. Got an itchy trigger finger there Haus? They could walk up to you right now and say: "I really don't like your name" Get the hell out of here. Or they could say nothing and just hand you a pink slip. Since this is a "employment at will" state, it's perfectly legal. With a union contract, this doesn't happen. There is a procedure in place for discipline and termination. There needs to be just cause. Just not someone saying with Donald Trump enthusiasm: "You're fired!". Also, you don't report to the union for vacations or being late. The chain of command is still there. You can talk to your direct supervisior. HHT says it's opposed to third parties. Why? They don't want to stop screwing you over. It's very profitable.

My last point is this: You have been empowered with freewill. You can make the decision to allow this union to represent you or not. It just like your ability to put your socks on in the morning. Except this is a very important decision that affects your employment. But don't do this without the facts. Don't be lead by someone giving you a story about how unions are bad. Don't be someone who thinks that you will get ahead in the company if you are anti-union. Your lead workers have been told to support HHT. If they value their jobs, they will do as they are told. Make your choice based on being informed. HHT is not going to let UFCW Local 911 speak in a meeting in the training room about being pro-union. They already have signs in the parking lot about solicitation. They have already said they will have any organizer arrested. They don't want you to make a decision based on truth. They want you to make a decision based on their biased view.

We have all joined professional organizations. Some of us have belonged to fraternities or sororities in college. Others are part of church organizations or social clubs. Some of use have signed petitions for some reason or another. You need to ask yourself: Why did I make the choice to join these groups? Solidarity. Brotherhood/Sisterhood. Having an advocate. To better myself. If these are values you believe in, then sign a card to be represented by UFCW Local 911. Don't do it because you're mad at someone or because someone else wants you to. Do it because you know it's the right thing . As the card says "It doesn't cost-it pays to belong". If you need some questions answered, contact UFCW Local 911 at 419-865-1341 or 1-800-232-8279. Please return Denny Dierker's messages. Reach out to the people you know that are on the organizing committees. Your right to unionize is protected under Federal law.