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Wednesday, December 13, 2006

Marty Goodman 12/11/06

Below is a press release concerning the fast moving situation that
followed an assault by a pro-company goon on Jose Serrano, the
recently elected reform depot chair for Amalgamated Transit Union
(ATU) Local 1181 at United Bus in the Bronx. The assault took place
last Friday.

Serrano had challenged intolerable conditions at the bus company,
which is under contract with New York City, Westchester County and
New Jersey to transport children to school. The workforce is heavily
Latino, African American and Haitian. There are a large number of
women drivers.

But, just before our press conference this morning, Serrano was
informed that he had been fired. The frame-up of Serrano includes
outlandish charges of assault, drunk and disorderly conduct,
extorting money from the boss, entrapment, attempts to solicit bribe,
attempted entrapment, insubordination, etc. Serrano was fired by the
proprietor Laraine Lia Costellano.

These outrageous attacks on Serrano are attacks on the right to
organize. The labor movement must defend this courageous union activist!

A hearing is scheduled for Wednesday. The location is not yet
available but a picket may be called. Call me at 212-781-5157 for
updates. An arbitration hearing may follow.

*****************************************************************************************

PRESS RELEASE!

BUS UNION OFFICER ASSAULTED IN BRONX!


PRESS CONFERENCE

WHEN: 6 AM, MONDAY, DECEMBER 11TH

WHERE: 98 ALEXANDER AVENUE, BRONX
(IN FRONT OF UNITED BUS COMPANIES)

CONTACT: JOSE SERRANO 347-513-7297 (ATU Local 1181 Depot Chair)
MARTY GOODMAN 646-898-7328 (member, TWU Local 100 Exec. Board)
JOHN MOONEY 917-770-4082 (Vice-President TWU Local 100)

December 9, 2006

Jose Serrano, a recently elected union reformer, was punched in the
face last Friday on the property of United Bus Companies in the
Bronx, a school bus company under federal scrutiny for possible mob
ties. Serrano was assaulted in front of some 20 employees and United
Bus co-owner Frank Brucha. The attack is part of a pattern of
escalating retaliation against Serrano for his aggressive defense of
employee rights.

Serrano charged Angel Gutierez, a mechanic known to be
pro-management, with assault and harassment. Serrano's glasses were
broken but he did not strike Gutierez back. Instead, Serrano called
the police. Serrano was seen later by the North Central Bronx
hospital and released Friday evening. Doctors said Serrano had
sprained his foot during the incident. A test for alcohol proved
negative.

After striking Serrano, Guiterez struck a mechanic in the nose.

Serrano was elected in October as Bus Depot Chair For Local 1181 of
the Amalgamated Transportation Union (ATU). Serrano claims the attack
was retaliation for challenging illegal company practices. Serrano
says members are routinely denied overtime pay and forced to drive
grade-school students in unsafe buses. In addition, 428 employees
have only one toilet at a company garage.

Serrano believes the violence Friday stemmed from an attempt by Angel
Guiterez to set Serrano up to be fired. Guiterez urged Serrano to
drink an alcoholic beverage on company property, grounds for
dismissal. An employee loyal to the company was conveniently on hand
with a camera to photograph Serrano drinking, but Serrano did not
drink the liquor. Guiterez hit Serrano in frustration.

United Bus is under contract with the public school systems of New
York City, Westchester County and parts of New Jersey. Serrano has
contacted several government officials about corruption and the gross
mistreatment of employees at United Bus. There has been no response.
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Wednesday, November 22, 2006

Microwave & Radio Frequency Radiation

Since World War II, many significant technological advancements have occurred within the telecommunications and other industries. One of these is the increased use of radio frequency, i.e., microwave and radio wave radiation equipment. Such equipment is widely used in the broadcasting and communications fields in the form of cellular telephones and towers; in the health care industry for medical treatment; in the food industry for the processing and cooking of food; in the wood, textile, and glass fiber industries for drying materials; and in the automotive, electrical, rubber, and plastic products industries for fusing and sealing operations.

The National Institute for Occupational Safety and Health (NIOSH) estimates that millions of American workers work with and are exposed to radio frequency radiation equipment. CWA members who are exposed to radio frequency radiation include telecommunications microwave and radio wave service technicians and outside plant technicians, operators of computers, employees who use microwave ovens at work, radio frequency radiation equipment operators, manufacturing workers, and workers who come in contact with or who operate medical diathermy equipment.

http://www.cwa-union.org/issues/osh/articles/page.jsp?itemID=27339127


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Tuesday, November 21, 2006

Let's get this straight, our jobs on the railroad have increased in productivity by 42%/28%
yet our pay has risen only 19.1%(Cost of living has risen proportionally in that time) CEO "productivity", which is measured on how well stocks do (risen 57.5% since 2000) and thier pay has risen 161.5%. Perhaps if our pay were based on the same value system that is placed on CEO's we might do better on contracts. They seem to forget. They may run the Railroads, we run the trains...... Never forget that, perhaps out Internationals will remember this as well. 
 
 
Class I Railroads Income and Productivity
10/25/06

      The Big Four Class I Railroads (Union Pacific, Burlington Northern Santa Fe, CSX, and Norfolk Southern) made over $1 billion each in net income in 2005. (IBT Report Class I RR Financial and operating update: 2005) Source: company annual report.
      Combined, the Big Four Class I Railroads (Union Pacific,Burlington Northern Santa Fe, CSX, and Norfolk Southern) made over $5 billion in net income in 2005. (IBT Report Class I RR Financial and operating update: 2005) Source: company annual report.
     Total revenues for the Big Four carriers reached more that $43 billion in 2005. (IBT Report Class I RR Financial and operating update: 2005)  Source: company annual report
During the period of the current collective bargaining  agreement beginning January 1, 2000 to present, the Big Four Carriers amassed $20.729 billion dollars in net profits.  Source: company annual report
     During the period of the current collective bargaining agreement beginning January 1, 2000 to present, revenue for the Big Four Carriers exceeded $245,292 billion.  Source: company annual report
     During the period of the current collective bargaining agreement beginning January 1, 2000 to present, Big Four stock prices have increased an average of 157.05%.  Source: http://bigcharts.marketwatch.com/historical/ (1/3/00 â€" 6/30/06)
     The US Department of Transportation (DOT) has projected that overall demand for freight rail service will increase 55% (1.3 billion tons) by 2020 from 1998 levels. Source: AAR Testimony
      Average railroad CEO income has risen 161.5 % since January
2000. Source:  Forbes.com, which used latest available proxy statements (1/1/00 â€" 12/31/05).  Calculated by using the average CEO incomes of the Big Four companies. 
      Average railroad employee income has risen 19.1% since January 2000. Source: Bureau of Labor Statistics (1/1/00 â€" 12/31/05).Calculated by using the average of 5 Transportation and Material Moving Occupations under NAICS 482100 Rail Transportation. 
      Railroad worker productivity (Class I Railroads) increased 42% per hour worked between 1997 and 2003.  (BLS)  Source: Bureau of Labor Statistics Industry of Productivity Indexes at ftp://ftp.bls.gov/pub/special.requests/opt/dipts/ipr.aiin.txt
      Railroad worker productivity (Class I Railroads) increased 28% per employee between 1997 and 2003.  (BLS) Source: Bureau of LaborStatistics Industry of Productivity Indexes at ftp://ftp.bls.gov/pub/special.requests/opt/dipts/ipr.aiin.txt
 


--
www.rocutoday.org
PO Box 1053
Salem IL 62881
312-924-1437
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Dear Brothers and Sisters:
 
Each local should be concluding elections for delegate in the next couple of weeks.  I am asking for your assistance in obtaining contact information, especially an e-mail address, for any delegate that may have been elected in your local already.
 
If you have not visited my campaign web site lately, I ask that you take the time to do so in the near future. 
 
Fraternally
 
 
Roger Griffeth, UTU, GS&T,1995-1999
Campaign Web Site: www.rogergriffeth.info
E-mail:  rogergriffeth@tds.net
Mailing Address: 800 County Road 907, Cedar Bluff, AL 35959
Phone - 678.986.5987

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Thursday, June 09, 2005

USA: Changes to MSHA Diesel Rules Threaten Miners' Health. LabourStart headline [Health and Safety NewsWire from Hazards and LabourStart]

"Yes, this is a bad deal for miners. Now, if the diesel exhaust doesn't make them sick, the respirator might do them in."


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Sunday, June 05, 2005


There is an AFL-CIO Tansportation Trades Department (TTD
) grass-roots fight on to save AMTRAK from the Cheap-Labor Conservatives' train killing budgetary axe. You can participate at their webpage Fight to Save Amtrak.
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Saturday, June 04, 2005

Those pesky Canadians are at it again. National healthcare. Cheap prescription drugs. Now they want to redefine workplace stress as an injury, not a disease. The Canadian Labour Congress, national voice of the labor movement in Canada and representing 3 million workers, has issued a press release announcing an effort to treat the causes of workplace stress and not just its symptoms.

Recognizing the workplace as a stressor is long overdue," says Clarke Walker. "Once workplace stress is seen as an injury, its causes can be removed the same way we already deal with other hazzards like harassment, dangerous equipment, toxic materials and unsafe working conditions.

Guess when you reframe the question, sometimes the answers pop out at you.


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Friday, June 03, 2005

Many of us laboring for the nation's railroads are truly concerned about the safety of ourselves and our experienced and inexperienced co-workers. Because of our experience and unique position to observe how risk and safety play out in the field, we can perhaps be considered the real safety experts. Our bosses also claim to be concerned about safety although their committment at times seems to be less than ours. When they are under the gun to get the trains moving or when there is not enough money in the budget to provide a totally safe work environment, then you will find them compromising on safety. These compromises can be viewed as the result of a realistic assessment of business realities if you are a manager, or as a form of hypocrisy if you are on the receiving end of a risky situation.

As an example, consider the following real but surreal Sup. Bulletin issued somewhere in UP Land:

Superintendent Bulletin #102

"To enhance safety on the service unit, newer employees will be identified with distinctive hats   

while in the field."

Employees with less than one year, fluorescent Orange hat.

Employees with less than three years fluorescent Green hat.

Having colluded with a labor organization (our beloved UTU, sigh) to implement a cheap but inadequate training program for newhires, the mighty UP is looking for a cheap fix. Between an expensive training program that really prepares newhires for independent service or buying a few cheap fluorescent hats, you know what they are going to go with. We agree with the anonymous brother who penned the following, and ask our union to do the cheap and painless thing. Simply oppose a cheap measure that doesn't address the real safety issue:

Discussion:

Why is there a need to identify employees by using different colored hats? The employee already knows he is new, other crewmembers know he is new, so to whom are they identifying themselves to?

 

The new employee already has enough to worry about, he does not need to wear a scarlet letter to be identified.

 

How does this "safety hat" promote safety, if in fact the issue is SAFETY?

 

I think that this is unfair treatment of the new hires and newer employees. Setting these employees apart from others is profiling and identifies employees to management only. Is this putting a target on the forehead of the employee? What will be next, if your on the discipline system will you now have to wear a black hat? Where does it end, what other identifiers will be put on UP employees?

 

I think if the Union lets this happen, we will be opening up pandora's box. This hat issue undermines the true essence of safety and does nothing for my safety or yours.

 

Recommendation:

The Union opposes these safety hats and. This is a bad idea, it does nothing to improve safety and degrades our members.


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