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IAM Local Lodge 778 is a united Lodge representing workers in western Missouri and eastern Kansas. We are located in south Kansas City just 1/2 mile west of 71 Highway or 1 mile west of I-435 at 9404 Grandview Road. Meeting on the 2nd Saturday of each month. |
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Mailing address is: Local Lodge 778 9404 Grandview Road Kansas City, MO. 64132 |
Telephone is (816) 363-7070 Directing Business Representative - Claude Harris, ext. #15 Business Representative - Joe Capra, ext. #14 Secretary-Treasurer - Don Long, ext. #10 |
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This Web Page last updated on Monday, November 17, 2008 08:44 PM |
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Meet the Staff | Rod Hoffman from J. Puckett / Inspector, Honeywell FM&T Rod Hoffman
Grand Lodge Representative Rod Hoffman was appointed as a Grand Lodge Representative in 1993, where he served until being transferred to the Midwest Territory in 1995. Hoffman is assigned to St. Louis, MO. In 1989 he was appointed as an IAM Special Representative to the IAM Organizing Department. Hoffman was elected Business Representative of IAM District Lodge 70 in 1988. Prior to that, Rod Hoffman served his Local Lodge as an Officer and Shop Steward. He also was an Executive Board Member for the Wichita Federation of Labor. Hoffman began work at Boeing Aircraft Company as a production worker where he later became a Journeyman for the IAM. He joined IAM Aero Lodge 834, Wichita, Kansas in 1978. 8/26/2008 The Plan from J. Puckett / Inspector, Honeywell FM&T After attending the strike sanction vote today I went home and tried to get my head around the IAM National Pension Fund as presented by the IAM Grand Lodge Representative. Comparing their pension plan to the Honeywell pension plan we currently have is simply a matter of dollars and sense - I think. Please correct me if I'm wrong but this is how I interpreted what we heard today. All contributions are made by the company - none by the employee. You must work 600 hours to receive credit and subsequent benefits for a given year under the IAM plan. For simplification, let's take into consideration an employee that has worked at Honeywell for 30 years and is age 50 - meaning this person has their 80 points. First of all, under the IAM pension, there is no penalty for a person who chooses to retire in this situation as it falls under the IAM plan's "30 years and out" provision. In other words, 30 or more years = no penalties. However, if you have between 20 and 30 years of service (and you are not yet 62 years of age) you would be subject to reductions in your IAM pension at the rate of 4.8% for every full year that you are under the age of 62 on your pension effective date. In keeping with the current Honeywell pension, penalties would still apply under the Honeywell pension plan unless removed through negotiations. Anyway, back to this person with their 30 years of service. He/she would draw their Honeywell pension (presently at $54.00 / yr of service) for their 30 years of service under the Honeywell plan and they would also receive benefits from the IAM pension for every year of service accumulated thereafter under the IAM plan. So, if this person wants to retire with 35 years, 30 years would be paid under the Honeywell plan and 5 years under the IAM plan. Let's assume that we keep our current plan only and manage to negotiate a multiplier of $60.00 / year of service by the 3rd year of this contract. Our example wants to retire in 5 years at the age of 55 with 35 years of service. Ok, if we were to keep the current plan only, the Honeywell pension would amount to $2100.00 for 35 years using the $60.00 multiplier - again, not figuring in penalties, the survivor option, insurance deductions or the supplement. If we were to accept the IAM pension plan to complement the Honeywell plan this person would receive $1800.00 for the 30 years they were in the Honeywell plan ($60.00 x 30 years). [Now, we can't really predict what the IAM pension benefit would be because - and this part is crucial - that would have to be negotiated, but we do have the IAM plan's schedule of company contributions / hour and benefit schedule]. So, let's say the union negotiates a company contribution rate of $1.50 / hour / employee. This $1.50 converts to $66.08 / month / year of service according to the IAM plan guide. This person would then receive $1800.00 for the 30 years of service ($60.00 x 30 years) under the Honeywell plan and an additional $330.40 / month for the five years of service after adopting the IAM plan (5 years x $66.08) for a total of $2130.40 / month ($1800.00 from the Honeywell plan + $330.40 from the IAM plan). This would actually be a slight improvement (at face value) over the Honeywell plan if figured at $60.00 / year of service, i.e., $2100.00 under the Honeywell plan compared to $2130.40 for the combined plans. One angle here, as I understand it, is that the union is hoping to use the fact that the company could save hundreds of thousands of dollars in administrative costs incurred to manage the Honeywell plan because the IAM plan would take over complete administrative control. This is, to me, a very valid argument because at least some (if not all) of those dollars could be contributed to the IAM plan as a portion of our contribution rate. The IAM plan's Contribution to Benefit Chart goes from $.10 / per hour all the way up to $8.00 / per hour (according to the IAM plan 'guide book" - although the IAM plan representative stated today that it actually tops out at $10.00 / per hour). The $8.00 / hour rate is equivalent to a benefit of $247.20 / month so those same 5 years at this rate would amount to $1236.00 / month. This rate added to the example $1800.00 from the Honeywell plan would total $3036.00 / month...I think we deserve it but...ahhh...who am I... So, if our union were able to secure even the $2.00 / hour contribution rate, which is equal to a $85.46 monthly benefit, that monthly benefit to the example employee would be $427.30 / month (5 years x $85.46) for a total of $2227.30 / month (5 years x $85.46 = $427.30 + the $1800.00 from the Honeywell plan). This total would be equal to a nearly $64.00 / yr of service pension multiplier figured at the 35 years of service. If we were to get a contribution rate of $4.00 / per hour - a benefit equal to $150.41 - the monthly benefit to the example employee would be $752.05 for a total of $2552.05 (5 years x $150.41 + the $1800.00 from the Honeywell plan). This would be roughly equivalent to an increase to nearly a $73.00 pension multiplier under our current plan. Of course there appears to be many facets, unknowns and misunderstandings concerning this move so we need concise and accurate information from our representatives before we can make an informed decision. Also, this whole scenario is subject to negotiation. There are still questions to be answered such as what happens if the company terminates participation? How are current retirees affected? Would the supplement still be intact?...etc...etc... Additionally, I would hope that we do not lose sight of the fact that our retiree insurance has been capped and that all future retirees and those who retire(d) after 1996 are currently subject to pay 100% of all future increases in the cost of health insurance. This is devastating to any retiree on a fixed income. Anyway, I don't pretend to think that I have it all figured out, so if someone thinks I'm in error, please correct me! Hope this helps. 1/13/2008 from Michael Franklin, Honeywell To the Brothers and Sisters of LL778 On yesterday the Recording Sectary read several by-law changes not proposed from the floor. I do not know where the proposals originated but it seems the President, Leo Berroteran was at least aware of them because he took the proposals from the floor and then Glen Haagar read several proposals. One of these proposals raises our dues. Last year, we managed to pass two proposals that in effect lowered our dues a little. One stopped the local form increasing our dues every time we got a raise, allowing the dues to be increased only once per year in January. Although it passed, the local is still increasing our dues with every contract or cost of living raise. Potentially our dues can increase 5 times per year. I have no real problem with this as it allows our dues to keep up with inflation. The other by-law had to do with raising our dues in January based on the weighted average that the IAM charges the local for each member. Now around $22 per month. Article 1 Section 8, IAM constitution: The dues shall be adjusted on January 1 each year based on the hourly earnings in effect on August 31 of the preceding year. The article goes on the to say our minimum dues can be as low as twice the weighted average or about $44 per month. Do U pay more than that? Brother Haagar’s proposed dues increase goes directly into the Locals coffers, now well over 1 million dollars. On the plus side, there is talk of budgeting next year sometime. 11/11/2007 Open letter to Leo Berroteran, President of LL 778 from Michael Franklin, Honeywell Committeeperson Brother Berroteran, I feel compelled to point out to you the reasons for having the Union meetings monthly. They are to take care of Union business. Reasonable people can disagree on what union business is and that is your call. I, as well as most members that attend regularly on the 2nd Saturday of each month take our politics seriously. I personally am in concert about 80% of the time with the IAM. In those areas I am not allowing 20-minute political speeches on the floor trying to change my mind makes no since. Please limit the amount of time I or anyone else can expose their personal views. As for as guest politicians think about having them come one hour after the meeting starts it might work better. By then we will have most of our union business taken care of only those interested would be required to stay and hear one more speech. Having a 30-minute info commercial this Saturday I believe was over the top. Your commercial interests are of know interest to me. If I want to buy insurance, legal or any other kind, not to worry I can handle it. Out of respect to your office, the regular attendees of the monthly meeting would never vote down your motion to set aside regular meeting for a guest, please do not abuse your considerable power. 8/8/2007 It's Time! from J. Puckett / Inspector, Honeywell FM&T Are we or are we not considered equal partners within an organization dedicated to preserving our nations sovereignty and ultimately the freedom and security of every single American citizen? This is a question that can only be answered by the Department of Energy and Honeywell Corporation. I believe we are worthy of such recognition - do you? From the moment most of us started working at the KCP there have been numerous and significant geo-political challenges and threats against our nation. We, the union workforce at the KCP, have played a significant role in bolstering the defense of our nation and time after time have risen to the task at hand. Our stellar achievement, in my opinion, was that of providing the skills and dedication that ended the Cold War with the former Soviet Union. However, while the Cold War presented its own unique challenges to our union workforce, we are today faced with even greater challenges. We must continue to be prepared for what the future holds. In October of 2008, we will be faced with a significant decision that will affect our futures and will also be the test of our value to Honeywell and the DOE management. The question is, are we worthy of receiving retirement benefits that will sustain us through the later years of our lives? The answer is...yes!! We are as worthy as anyone else who works at the KCP! If you haven't considered preparing for the October 2008 contract, now is the time to begin. We must be of one mindset on this upcoming contract and we must hold fast to demanding a fair and equitable retirement benefit. No more going backwards (like the last contract), no more status quo. Let's throw out all our selfish voting habits and demand a fair pension. United We Stand. 6/17/2006 We’re all in the same boat now, and it’s getting crowded! from Michael Kennon, Joplin, Mo Since the merger of LL232 into LL778, LL778 has fulfilled their obligations to the merger for the most part, with some understandable exceptions. However, one exception recently has been that the webmaster for our website was “asked” to not post any information or news about the NLRB decision at Lozier. I believe this had a detrimental effect on the membership at Lozier along with the lack of regular monthly “shop” meetings held in the Joplin area. The members directly affected were not being kept informed of the events that were changing their lives. The loss of Union recognition at Lozier has not been an easy event to deal with for our leadership. Everyone shares in the blame for the loss of IAM representation at Lozier. From the lack of support from every member being represented, to the underhanded methods used by Lozier, to the IAM’s unwillingness to engage in an appeal to the NLRB that would have little success if undertaken. Can you and would you throw your own money into a “money-pit” knowing that there is faster way to regain IAM representation? Yes, you would have to overlook the reeking misdeeds of Lozier. Yes, you would have to accept the IAM’s decision to get the most amount of good out of a bad decision by the NLRB. You need to look at the options now available and garner support for what is most likely to succeed. I am not saying to forget Lozier’s actions in all of this, because it does show just how much the union is needed there. But there is little anyone can do at this point about Lozier’s philosophy of “the end justifies the means” tactics shy of getting the former members of the bargaining unit to re-organize and force Lozier to once again recognize their right to collectively bargain with their employer for better wages, working conditions, and on other issues that benefit both the employer and employees. The majority of members have to be involved, they cannot just sit on the side lines watching what a few people are doing to succeed. I am not saying that there were not the few who did put themselves on the line, but more people need to. Until a majority of the workers at Lozier say, “I want union representation” and put their names on the dotted line there is little anyone can do to get them representation. It is now up to our brothers and sisters at Lozier Joplin to come forward to demand their rights to representation. That is the reality of the situation. 6/12/2006 Lozier Appeal from Robert Wells, Chief Shop Steward, Lozier I was the IAM Chief Shop Steward at Lozier Corporation in Joplin, MO. Lozier decided they no longer wanted or would allow their employees to belong to the IAM. In my opinion Lozier started a campaign threatening member’s jobs and collecting illegal signatures on a petition to decertify our Union. GLR Joe Cooper filed many charges against Lozier for their illegal activities with the NLRB, and many of those charges were upheld by the NLRB. However, the NLRB still ruled against the Union; that ruling could have been and should have been appealed but was not. The IAM has failed to represent its members at Lozier to the fullest extent of its capabilities. The IAM Representatives say we could not win an appeal in Washington because of the present leadership, Bush Administration, there. [What a pathetic excuse]. How many Brothers and Sisters have walked picket lines on strikes they could not win? How many Brothers and Sisters have lost their lives battling for labor, giving us the laws we presently have? We defile their sacrifices by not following through on every appeal possible to its finality. If the leadership chooses to fight only battles they think they can win, then we are no more than losers to begin with. It has been said: “the best way to handle the situation is to reorganize”. Would you please tell me how to accomplish this? Lozier violated many laws putting fear in our members; either the Union goes or your jobs go. One Sister has even lost employment rights because of what has happened. How do you reorganize with a Union that only goes half way with you, and furthermore, why should we? Would our slogan be: The IAM is behind you all the way, wayyyyyyyy behind you, you make not see us without binoculars but we are there, trust us. Is the IAM’s membership increasing or decreasing? We both know that membership is off and it is easy to say: Our jobs have been moved overseas, and that is true to a certain extent. However just like the membership at Lozier, many shops have decided to decertify and leave the Union because the Union does not represent them, and the Grand Lodge is completely out of touch with the dues paying members. I have written hundreds of e-mails representing the IAM members of Lozier but this is my final one. I have done everything possible I know to do to give them the best representation I knew how to; has the IAM? I think not. Editor’s Note: from the last three “Speak Out” articles, we all should learn one thing no matter where we work. It is the members that make a Union, not the leadership. Leadership is elected. If the membership elects the same leaders, they get the same representation. Leadership is not a popularity contest. Leadership is representing all members equally, fairly, and honestly. Each member needs to become involved with union affairs, become informed, voice their opinion and most important Vote! Election Confusion from Michael Franklin, Honeywell FM&T Tuesday December 13, 218 members went to the poles and elected myself, Michael Franklin and Jim Bears to be your committeeman for the next 2 years, a good choice I might add. That election was overturned because official announcement did not match time placed on lodges web page and a candidate protested. Myself and some of the other candidates were called to Labor Relations office and told by our BR in no uncertain terms there would be an election 12/20 @ the hall between 6 am and 4 pm this was last Thursday, and I rushed out and shared that information with some of you. By Monday it was canceled. I tell you all of this because I think you have a right to know and I will always be honest with all of the members. "With all their faults, trade unions have done more for humanity than any other organization of men that ever existed. They have done more for decency, for honesty, for education, for the betterment of the race, for the developing of character in men, than any other association of men". Clarence Darrow Honeywell Shop Election Problem from Sam Vandaveer, Honeywell FM&T If everyone hasn't heard we had a problem with the elections for committee. Members of our local were not allowed to vote because two different times were posted. I have been hearing how bad this make us look as a local, to the company and the international. I don't believe it makes the members look bad, it makes us look like we are striving to do things right for the membership, I think that is called being a union. If we are going to make changes there are going to be more times that things may look bad to some individuals, but change is never easy. If we end up with a strong union in the end that supports all of its members then I say it will be worth it. Comment on Comment from J. Puckett / Inspector, Honeywell FM&T I do not wish to turn this forum and this subject into a battleground of words, but I do feel that I need to respond to Mr. Kennon's comments concerning my letter, "Sticks and Carrots." First of all, I don't believe Mr. Kennon works at Honeywell FM&T and probably has very little (if any) idea about the dynamics associated with our work place, our work force, or the mindset of our membership. I appreciate that Mr. Kennon was able to glean some knowledge from my letter in that he indicates he agrees with the "principles" of my letter, however, his statement that..." (I) failed to point out that anytime you get a diverse group of people together you need to have a common cause to keep the cohesiveness of the group" is incorrect. If Mr. Kennon would read my letter again, he would recognize that it clearly stated that we, the IAM members working at Honeywell FM&T, cited the pension as our number one issue for the 2005 negotiations and, in fact, presented this as the primary issue well before the start of negotiations. I'm quite sure there were differing opinions and priorities submitted to our union leadership but the majority of our membership decided on pension. Just as I must accept the contract that was passed by the majority of our members, so too should the membership have accepted that the pension was to be our primary focus during negotiations and at the final vote. We should have been as one on the pension issue and indeed have, as Mr. Kennon put it, the same "vision for the future." Let me reiterate, our union leadership was fully aware that pension was the priority prior to the start of negotiations. I fully understand that members have varied financial obligations and responsibilities - some beyond their control. I also believe that most of us at FM&T have made our financial beds without giving much thought to the fact that we are union and that strikes are always an unfortunate possibility. I'm not ignorant to the fact that some members are going to vote their pocket books and abandon any loyalty and sense of unity they might have to union causes. I too have worn the shoes of living paycheck to paycheck while trying to raise a family, but I was never able to bring myself to vote for a contract that would be detrimental to myself or someone else. Of course everyone must determine his or her priorities and I can't possibly hold anything against anyone for the way they vote. My letter was by no means intended to be "politicking" about the pension multiplier for this contract. It was an issue on my mind and I said what I wanted to say because it needed to be said. I think it's referred to as "getting involved." With the number of positive responses I've received, I'm encouraged that I did the right thing by getting it off my chest. Like Mr. Kennon, I do hope that other members, outside of FM&T will heed the message I was trying to convey and carefully consider how they approach their own contract situations. By the final paragraph of Mr. Kennon's response, I must assume that he thinks I'm "grumbling and griping" after the fact. Call it what you want but the truth is clear and I stand by what I wrote. I'll be the first to admit that I have been negligent in getting involved in our union activities, but again, one needs to understand the dynamics of our membership and workplace to fully understand the lack of involvement at FM&T. I know change starts with each individual and that we all need to become more involved. Regardless of the current level of involvement from our members, leadership means rallying the members to get involved (not lecturing), unceasingly "making the rounds" and talking with the membership, listening to their concerns and acting on them in a timely manner, and molding the membership into a force that will join together around a common cause. In our case, pension should have been that rallying point and our leadership should have, in my opinion, laid the groundwork, made this a strike issue, and then strongly conveyed that message to the company. From here we have three years to think about our priorities and get ready for the next contract. Let's all try a little harder to get involved, making our priorities clearer and preparing for that time when we must stand together as one. Comment on: “Sticks and carrots!” from Michael Kennon, Member from Southern Branch I agree with what J. Puckett / Inspector, Honeywell FM&T had to say in his letter because the principals apply to all of us, but what he failed to point out is that anytime you get a diverse group of people together you need to have a common cause to keep the cohesiveness of the group. Not everyone sees the future with the same vision as J. Puckett so of course their priorities will be different. Some people will only see in the short term, that they live from paycheck to paycheck and cannot bring themselves to see what is beyond that. They do not have the luxury of planning for their retirement years with this mentality – it is not their highest priority. As to how the Union negotiating team handles the priorities, our union is a diverse, democratically run organization at all levels. Their negotiating priorities are set by that process. When enough members express the same priority, then that moves it further up the list. Unfortunately, J. Puckett is a little late to begin politicking the pension multiplier for this contract or a bit early for the next contract at Honeywell FM&T. However, everyone outside of the Honeywell FM&T contract should pay attention and consider the argument for their own contract. There are several contracts for our local under negotiation in the near future. The time to get your priorities known to the negotiating committee is before they have their first meeting with management. Whenever you hear of a Contract Proposal Meeting for your particular contract, make it a point of showing up for it, speak out and let your opinions be heard by all concerned. You must get yourself involved in the process, you cannot sit on the sidelines watching what will happen then grumble and gripe about it afterwards. You have to remember ‘what is a Union?’. It is not some nameless and faceless entity dictating what you or management can do or not do. It is not some group of old power hungry men sitting around in a smoke filled room plotting to take over the world. It is not some secret sinister organization dreaming of ways to mess with your lives.
Get off of the sidelines and become involved, you would be highly surprised on what a difference you can make. Sticks and carrots! from J. Puckett / Inspector, Honeywell FM&T I heard this term used once in describing how the Federal Reserve allegedly manipulates the economy by adjusting interest rates and other economic control devices thus creating, whether by accident or purposely, booms and busts in the American economy. This term could also easily apply to Honeywell and its method of negotiating with our union. In the case of union – management negotiations, I see it as the action of the company offering carrots to some and sticks to others, while offering just enough carrots to insure that the Collective Bargaining Agreement (CBA) is accepted. Prior to the 2005 negotiations, our union leadership asked the membership what issues were most important to them. To the best of my knowledge, the overwhelming response was pension, more specifically, the pension multiplier and a reduction of penalties for early retirement. This was not surprising since the majority of the union membership is quickly approaching retirement age. Over the past 25 years we, as a union, have been focusing on the pension multiplier at each contract and over the same amount of time we have slowly progressed to a point where we were beginning to make significant improvements - significant when compared to the meager increases of the 1970's and early 1980's. When I hired on at the facility the typical multiplier was calculated at $1.00 for each year of the contract and, if I'm not mistaken, I think a few of those multipliers were actually less than $1.00. Over these 25 years, we've finally reached a point where our union has typically negotiated a multiplier of $6.00 over a three-year contract period. So, this year, our representatives return to us a contract with a $4.00 multiplier for the life of the 3-year agreement and, to top it off, absolutely no other improvements in our pension, unless you use the flawed logic that just keeping it is an improvement. Of course, we then accepted the contract. It is true, we have a good paying job, average benefits, cost of living (COLA) increases, and we should all consider ourselves blessed to have what we do - but - if anyone thinks that the company gave us all this because they are thankful and appreciative of what we do, they are sorely mistaken. I'm not saying they aren't thankful and appreciative, I'm just saying that their level of appreciation cannot be interpreted as a reflection of what we realize in wages and benefits. The truth is it took men and women who were willing to put it all on the line to make those gains and it will take men and women who are willing to put it all on the line to keep what we have and to make things better. Gains from strikes are not immediate but the most important aspect of a strike, in my opinion, is that it puts the company on notice that they can't have everything their way and, most importantly; it secures more amicable negotiations and better contracts in the future. Believe me; they don't want a strike anymore than you do. Again, our membership's number one concern in 2005 was pension. So why did we decide to go backwards? Why did our union leadership advise the membership to cast a vote 'FOR' the contract? One fellow I talked to, who happened to vote 'FOR' the contract, said that the only way he would vote to strike was if the company wanted to take away COLA, reduce wages, dramatically reduce benefits, and increase the percentage we contribute to our health insurance - as if the company would do all of this in one great swath. Do all our union members think so strategically? The company is not ignorant enough to try to accomplish all those goals in one contract, they will whittle away at your benefits, wages, and security a little at a time. They'll merge these classifications this time, offer less money to another classification next time, increase the cost of insurance another time, methodically picking away at everything our predecessors gained for us. This is why other unions pick and choose their battles. As we did, other unions also select priorities for contract negotiations. Other unions will strike for those priorities - even though they may perceive that other portions of the contract are acceptable. Other unions go to battle on issues, not on the contract as a whole. It's going to take all of us to make a stand and the first thing we need to start doing is to stop voting our own interests and consider the interests of fellow union members. Maybe you're getting a wage increase (carrot) and some laborer is being offered a pay cut (stick). Don't you think it might be a good time to stand up and fight for the other guy for once, even when your union leadership advises you to vote 'FOR' such an agreement? We are all in the same boat on the pension issue. Pension is the ultimate equalizer among us because whether you're a Wage Grade 4 or a Wage Grade 22, we're all going out with the same multiplier - kinda' funny isn't it? Is there a better reason to finally find our solidarity? I believe we lost on this one, and the ones to come, because we validated the belief that this membership will accept anything. If you want a better pension, you've got to be willing to fight for it. Sadly, for those of us in our forties and younger, the backwards step we took on this CBA may be the beginning of a downward spiral in the quality of our pension. If you couldn't save enough money for the possibility of a strike over pension, I sure hope you're at least saving for your retirement - you're probably going to need every dime you can spare. From Michael Kennon, Recording Secretary, IAM Local Lodge 232 IAM Local Lodge 778 and IAM Local Lodge 232 have now both voted to merge into one Local Lodge to be known as IAM Local Lodge 778 effective July 1, 2005. IAM Grand Lodge has now given their approval. This merger will make all of us a stronger and healthier organization to promote unionism in the work place, attend to the needs of our members, and to deal with the anti-union forces we encounter every day. While some things will be different for our Brothers and Sisters in Southwestern Missouri, many of the positive things about us will remain the same.
As the Recording Secretary for IAM 232, I have been met with great enthusiasm by the IAM 778 leadership in this merger. While I will have a different role to perform in the merged local, I look forward to the challenges that await all of us. I encourage all of the former IAM 232 members to get to know our new local and likewise the members of IAM 778 to get to know the members in Southwestern Missouri "ONLY THE EDUCATED are FREE," Greek philosopher. Do you know what happens July 21-23 in 2005? The AFL-CIO holds it's national convention in Chicago. Form Michael Franklin The President, Mr. John Sweeney has fell out of favor with some of the members unions, lead by the Teamsters President Brother Jim Hoffa. They seems to think that to few control the affairs of the AFL-CIO and it seems he would like to see Brother Sweeney go. On the other side of the conversation UAW's President, Brother Ron Gettelfinger while supporting some reform is happy with the current leadership. As those of you that know me understand, my personal opinion is that we all have giving to much authority to to few. Reform must come, though the ballot box, though greater participation from U, our membership and leadership that understands that unions were formed for the benefit of U, the membership and not to create a few privileged Kingdoms. Our local has had problems with the local leadership of the AFL-CIO and I do not know what the IAM position is in the on going reform debate. These things are complicated but we all should educated ourselves. This convention will have effects on our jobs and country for years to come. The address below will take you the arguments presented by the Teamsters, UAW and a public forum of the AFL-CIO http://www.uaw.org/news/newsarticle.cfm?ArtId=324 http://www.teamster.org/05news/nr_050510_1.htm Do U want a better Union SHOW-UP be counted, speak U're peace. Meeting next Saturday June 11th at 9:30 I will see you there. As always just my opinion and I left room for yours. A Women's Perspective Dear Brothers and Sister, On the week of May 15 thru May 20 2005 I was given the opportunity to attend the IAM Women’s Specialized Training at the Winpisinger Education Center. This class was very educational and very informative, educating SISTERS on Political Issues, Organizing, Sex Discrimination and Stress Awareness. By attending this training I received a whole different perspective on certain issues and gain a lot more Knowledge and respect and for My UNION. We at this Local have a growing Women’s committee; with this education I know we have no choice but to be Stronger. I have come back with some information that I plan to share with my Sisters so that all can know we are Strong and we have a voice. I want to thank my Local 778 for allowing me to attend and grow in my union. Sincerely, Sister Patsy M Barnes From Bob Grassi Local 788 Folger's Coffee, To Whom It. May Concern, I received something in the Mail about Free Blanket Accidental Death and Dismemberment Insurance. This Insurance sanctioned by the Union is offered by American Income Life Insurance Company. I replied to the offer and got a call from an insurance representative. We set up an appointment time and I invited the insurance agent to my home to discuss the offer. The agent was very friendly at first talking about my family and his and some things we have in common. He finally got down to the nitty-gritty and tried to sell my wife and I on a policy for Hospitalization and other coverage. We told him several times we were not interested and he kept on trying to sell us. Finally my wife asked him to leave. He kept insisting we give him a better reason then the fact that we didn't want the coverage. He said he has to go back to the Union and tell them why we didn't want the coverage and wanted a better answer than that. He got very rude and insulted us by saying that we spent our money on frivolous things and should get this policy because it was such a good deal! He even said that we managed our money poorly. I didn't get his name. I think his first name was Cariff or Shariff or something like that. I just wanted you to know the kind of people this Company sends to Members homes. Thank You, Bob Grassi This issue this given to the Directing Business Representative Joe Capra; Bob Received the following reply. Dear Mr. Grassi, Per our conversation last week, I again wanted to apologize for the behavior of our sales representative in your home. I have taken this matter to our boss and he has spoken with the individual. We don't condone such tactics and I am glad you have brought this matter to our attention. We want this to be a good benefit for the Union members and will correct any problem. I have also included your discount booklet and child safe kits. Again, I want to thank you for bringing this to my attention and apologize for any inconvenience you or your wife may have gone through. If I can ever be of any service to you, please feel free to call me. Thank you. Sincerely, Robin Denham Public Relations American Income Life Insurance Company From Respectfully Sam Vandaveer, IAM steward (Honeywell), To all members: I have been hearing on the floor that some people think there are some troublemakers that want to be on negotiations. I do not believe that a person that wants change for the better instead of the same old status quo is actually a trouble maker. There is a time to change things and it is now. We can no longer sit back and let it stay the same. The time of standing up for the people you represent is now and the time for the people to stand up and be heard is now. If you want to make a difference get out and vote. We need to make this union for the needs of the many not just what a few want. To do this you have to voice your opinion and vote. 1/19/2005 From Teresa Triplett, Happy New Year Brothers and Sisters. I hope that 2005 will be a wonderful year for the members of LL 778. The past year will definitely be a year to remember. We experienced the good, the bad and the ugly. I won’t reflect, but, I encourage you to take a few moments to think about all of the things that we went through as a Union last year. This brings me to the reason I am writing you today. When I say Happy New Year, that is exactly what I mean. “HAPPY” NEW YEAR!! In the New Year, realize that we can not choose the adversities that may await us in our future, but we do have a choice in how we respond to them. Optimistically or Pessimistically. I listen to the news, I read the paper and I listen to the conversation of many. It is right in front of us that as a Union we must find a way to have common goals in our favor and carry on. We can only accomplish our Mission if we start with the person in the mirror and say to that person. “What can I personally do to make the future better for Me, My Family, My Union and Company? You see, all of these things must work together in order for success to be a part of the future. I personally had to sit back and regroup after I took that hard, hard look in the mirror. I could choose to be bitter. I could choose to hold grudges. I could choose to hear a rumor and build on it. I could choose to consider myself one single entity that is right all the time. I could choose to be a lot of negative things. NO MORE! I am a dues paying member of L.L. #778 and I choose the path of success within my own personal reach. It is easy to criticize when the finger is pointed in the opposite direction. Before criticizing takes place it would be beneficial to have a solution. I can never tell anyone what to do. I will only suggest a few things that may make life more serene for ourselves and others that are of our company.
There are so many important issues happening to our members that affects them for the rest of their lives. Things that are so much more important than small things like what this person is doing and that person is doing. For example: right off the top of my head 4 of our members lost their child over the Holidays. One of our members lost their life tragically leaving a family behind. I wish that I could embrace each of them and make everything all right. But as their Union Sister I can only do what I can do. By all means I am in no way self righteous. I have to evaluate, check and recheck myself constantly. Hopefully I will learn from life’s experiences. We are the most important part of our life. You are important to me. And that you can take to the bank. Let’s help not hurt, but help ourselves this year. Take the time to think and digest that old phrase “UNITED WE STAND, DIVIDED WE FALL.” Because it’s so true. Especially now. I wish you well. To my Union Sisters I have much luv for ya! 11/16/2004 To Local Lodge 778 Members, From Glenn D. Haagar, Recording Secretary Lodge 778On Saturday November 13, 2004 you made your choice who you wanted as your Officers. The candidates were nominated by the membership not the International. Now that votes have been counted it is time to focus on the job at hand. What is that job? The best representation to every member we have. It is going to be a very interesting 4 years. We have contracts at various employers, changes in the workman compensation law and possibly Right to Work legislation. We all most work together to help the membership. The International does not make decisions for us we do. We are the union, not the leaders, or the International we the members. If there is something you do not like bring it to a meeting. There has been countless rumors and innuendos made against Officers, International Representatives and members. This is not going to help the membership. As we come the Holiday season let us look back and remember what we have. In the New Year ahead it will take each of us doing our part just to keep what we have. We have an opportunity to make a difference and practice what we preach. We are the U in UNION.
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Greg
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