AFGE 2113 RESPONSE TO ANONYMOUS EMAIL
Half truths, pure fiction, and misleading pronouncements -- they do nothing to
advance substantive employee debate about issues as important as whether we vote
Union Yes! or decide not to have a Union at NAWCTSD. A series of anonymous
e-mails sent to employees last week are part of a misleading campaign of blatant
distortions, not the truth. Why anonymous e-mail? Are the real perpetrators afraid
to reveal themselves and engage in an honest debate of the truth? We think so.
In contrast, the Union held a Union Fair
last week and will hold one again this
week for employees to meet their Union
representatives, to ask questions, and to
get honest answers and real
information. We think employees want
a Union. To encourage all eligible
voters to send in their votes, the Union
is raffling a DVD player for displaying
a sealed ballot ready to mail.
These anonymous writers either don't
know the truth, chose to ignore the
truth, don't care about the truth, or
grossly misunderstand the laws
governing labor management processes,
take your pick.
The writers either don't know the truth
about the terms "professional" vs. "non-
professional" or they deliberately
misrepresent our LMA's use of these
terms. If the writers wanted the truth, a
Union official would explain the
definition of professional and non-
professional are terms used by the
Department of Labor to describe
whether or not a degree is required to
hold a position covered by the
bargaining unit. Was the writers' intent
to deliberately mislead employees into
believing something different? Most
Union members know the difference,
ask them.
The writers ignore the truth and claim
that entitlements in the LMA were not
initiated by the Union but are required
by law. If that is so, then why did the
Union have to use legal procedures in
1993, to force Management to keep at
least two RDOs at this facility when
Management wanted only one RDO
and concurrent shut-down day?
Without a Union, you're not entitled to
any choice. The law allows flexible,
compressed, and fixed work schedules;
it does not mandate a choice. Without
a Union, Management would decide not
you, Management could even decide
that a fixed schedule from 0700-1530
with a half hour lunch, is best for
employees. Our Union-negotiated
benefits allow fixed, flexible and
compressed work schedules with an
employee's choice contractually
binding on the Agency. The right to
employees' choice of either Friday as
RDO is a contractual right, not
statutory. NAWCAD and NAVAIR
have one RDO with no employee
choice. Your choice -- Union Yes!
with two RDOs, or Management's
choice? What choice does anonymous
give you?
The writers claim only union members
can vote for union officers. Well, Duh!
The Department of Labor mandates
strict guidelines for election of union
officers, and requires that only Union
members be allowed to vote. Potential
members can and do attend Union
meetings. Employees who want to
disrupt Union meetings can and will be
asked to leave. We had three non-
members attend the last meeting.
The writers claim that only union
members have had grievances go to
arbitration. While that part is true,
Union membership is not a criterion for
deciding whether a case warrants
arbitration. Out of five cases brought
before the Union, three cases were
approved for arbitration, and two cases
were disapproved. Of the two
disapproved cases, both were Union
member grievances and both were
disapproved based on the merits of the
case. Arbitration costs are upwards of
$6000.00, and all cases are carefully
evaluated for and decided based upon
effect on the bargaining unit, individual
effect, and merit. The Union has also
represented both non-members and
members grievances successfully to
resolution without the need for
arbitration. The Union's goal is to
settle grievances at the lowest level by
having both sides fully explain their
position. Management has more times
then not, reconsidered and reversed
their decisions once all the facts were
known.
The anonymous writer claims the
Union requested financial records for
some employees and the Command
sought third party decision to refuse.
This claim is a complete fabrication.
We can't explain more because we have
never asked for employee financial
data. We receive copies of awards data
as part of the Awards Oversight Panel.
Maybe Management's labor relations
specialist whom we believe is providing
data to the writers can elucidate.
The anonymous writer asks, "Why
aren't there more dues paying
members?" Many employees will use
the services of the Union but don't join
because they aren't required to be a
member to enjoy our benefits. Since
the Union represents all employees
equally, the tradeoff is that the law
allows us to negotiate official time in
exchange for not requiring employees
to join.
Our members pay dues because they
believe our Union is the only voice they
can rely on to protect employee
interests. Our members pay because
employees want dignity and respect on
the job, not to be treated like second
class citizens. Our members pay
because they want the Union to stand
up for employee rights, to negotiate
favorable working conditions, to
provide the check and balance for
fairness and equity in the workplace.
Why pay if you can ride for free?
Obviously, the anti-union writers have
been riding for free. In my book, they
are freeloaders who complain about
getting something for free, but are
unwilling to help the Union make
things better. They don't want a Union,
and they don't want you to have one
either.
The writers claim you are better off
without the Union because you can
represent yourself or you can chose
someone else to represent you. Do you
want to represent yourself? Have you
ever been the subject of an
investigation? If you were, who would
you call if the Union is not here? Can
you afford a lawyer? Can you find a
lawyer familiar with federal law?
Union member dues help pay for Union
representatives to attend specialized
training, and union dues help pay for
access to Union lawyers and national
representatives schooled in federal labor
law. What does that cost the employee?
Nothing! Every employee benefits
from our knowledge and our members'
willingness to pay Union dues.
In a perfect world, Management knows
the rules and abides by the law, and
everyone gets along. No one is perfect,
and mistakes are made. Do you see
favoritism in work assignments or
promotions, do you feel safe or
knowledgeable in asserting your right to
grieve or appeal Management
decisions? We have a Union so the
employee has an advocate and can ask
for help without fear of retribution.
The real source of the anonymous e-
mails and the associated web site has
been traced back to a Jonathon Kolb. Is
this the son of Mike Kolb? If so, why
is Mike hiding behind his son? Who
are these anti-union employees and
what will they gain by not having a
Union?
We believe, the political distortion
offered by the anonymous writers does
nothing to advance real debate about
the value of a Union. Visit us at the
Union Fair, or visit our web site at:
www.mindspring.com/~afge2113.