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July 15, 2018
  Current Campaigns  
  • This Web page provides the latest updates for the national contract, riders and supplements that cover about 3,500 Teamsters at DHL Express.

  • We Are eXPOsing XPO’s Global Greed

    XPO Logistics is a top ten global logistics and transportation company with annual revenue of $15 billion and 89,000 employees, another 10,000 workers classified as independent contractors, and thousands more working for firms that subcontract with XPO. We are the REAL workers at XPO Logistics worldwide exposing the truth about the company’s global greed, illegal wage theft, unsafe conditions, and abhorrent and vicious anti-worker, anti-union tactics. 

    This greed includes mistreating former Con-way Freight workers in the United States who are being kept in the dark about terminal closures and layoffs, and the company’s illegal refusal to bargain contracts and denying their workers’ federally protected right to organize. It also includes port, rail and last-mile drivers around the country and in Southern California fighting wage theft in excess of $200 million because they are misclassified as independent contractors and denied the right to form their union. This greed has caused numerous lawsuits and strikes.  Greed also means an unsafe workplace and mistreating its warehouse employees.

    XPO’s greed extends to Europe beginning with breaking its promise to not layoff any workers for at least 18 months. French workers and the unions have been fighting back against XPO’s disrespect, lies and attempts to slash jobs. Similar struggles are taking place in Great Britain, Spain, Belgium, the Netherlands, and across Europe.

    Join the worldwide struggle now! Get involved with this campaign by joining the Facebook group “XPO Exposed.”

    Together, we can eXPOse the company’s global greed and win fairness, respect and dignity for tens of thousands of XPO employees around the world!

  • This page provides the latest contract information to the 7,500 Teamsters—drivers, dockworkers and office staff—employed by ABF Freight System, Inc.

  • Workers’ pensions are being endangered by both Congress and those charged with overseeing them. The Teamsters and our members are standing united to say “No!” to cuts and “Yes!” to greater retirement security!

  • The ‘Let’s Get America Working!’ campaign seeks to restore a dynamic and prosperous middle class to drive economic growth by helping to advance policy decisions that create and maintain good middle-income jobs, guarantee retirement security, expand access to the American Dream, and ensure that the benefits of the ongoing economic recovery are felt by the many, not just the few.

  • This webpage provides information on the Teamsters Union’s legislative advocacy at both the federal and state level as well as our field activity to support those policy positions and to get strong labor candidates elected to office.  Among other resources, you will find our federal legislative scorecard, formal statements of policy position and communications to Capitol Hill,  a weekly update on federal legislative happenings, an overview of bills we are tracking at the state level, and quick links to take action on priority issues.

  • This web page provides information on the ongoing effort to renegotiate the North American Free Trade Agreement (NAFTA). Since 1994, NAFTA has devastated working families, putting corporate profits ahead of people.  What’s worse is that NAFTA has become the blueprint for all other trade agreements, from the way that it was negotiated in secret, to the bad provisions that have made their way into every agreement that has been signed since then.  Now, NAFTA is being renegotiated and we demand that it be reframed to work for workers instead of corporate interests.

  • The Teamsters have stood in solidarity with worker struggles in other countries since our founding. With economic globalization, our ability to organize increasingly depends on our ability to build alliances with workers on a global scale.
    More than ever, Teamsters are organizing and bargaining with multi-national companies. A key objective of our Global Strategies Campaign is to build strong alliances with unions around the globe who organize and bargain with common employers. Our focus is on workers in the emerging global supply chains – the infrastructure of globalization.
    Globalization creates new opportunities for international worker solidarity. We seek common cause with workers around the world to build social justice for all workers and the communities in which they live.

  • The contributions of black members to the success of the Teamsters Union are numerous, varied and as old as the union itself. This month, the Teamsters Union spotlights some of those contributions.

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Organize!

Organize Your Shop!

Get the Benefits of A Collective Bargaining Agreement

Members of the Graphics Communications Conference International Brotherhood of Teamsters Local 6-505M enjoy some of the highest wages and some of the best benefits in the industry providing excellent healthcare and retirement benefits.


 

If you are interested or have any questions about organizing your shop please contact Michael A.Congemi at 314.736-4250 or toll-free at 800.650.5428 or email at macongemi@gccibt6505.org.

All conversations are held in strict confidence. We are here to protect you.

Please lets us know when and where to contact you, and how we can help you protect the workers in your shop. You have a legal right to organize. Please contact us if you have any questions about those rights.

THE UNION DIFFERENCE !

Union workers get more benefits and earn higher wages than workers who don’t

have a voice on the job with a union.

Union workers participating in job-provided health insurance 79%

Nonunion workers participating in job-provided health insurance 52%

Union workers are

to have job-provided health care

52 percent more likely than nonunion workers

Union workers without health insurance coverage 2.5%

Nonunion workers without health insurance coverage 15%

Nonunion workers are

five times more likely to lack health insurance coverage

Union workers participating in guaranteed (defined-benefit) pension plans 77%

Nonunion workers participating in guaranteed (defined-benefit) pension plans 20%

Union workers are

nonunion workers to have defined-benefit pensions

285 percent (nearly three times) more likely than

Union workers with paid personal leave 57%

Nonunion workers with paid personal leave 38%

Union workers are

to have paid personal leave

50 percent more likely than nonunion workers

Union workers’ average days of paid vacation 15 days

Nonunion workers’ average days of paid vacation 11.75 days

Union paid vacation advantage

28%

Union workers’ median weekly earnings $886

Nonunion workers’ median weekly earnings $691

Union wage advantage

28%

Union women’s median weekly earnings $809

Nonunion women’s median weekly earnings $615

Union wage advantage for women

32%

African American union workers’ median weekly earnings $720

African American nonunion workers’ median weekly earnings $564

Union wage advantage for African Americans

28%

Latino union workers’ median weekly earnings $733

Latino nonunion workers’ median weekly earnings $512

Union wage advantage for Latinos

43%

Asian American union workers’ median weekly earnings $902

Asian American nonunion workers’ median weekly earnings $852

Union wage advantage for Asian Americans

6% .

What Your Employer Cannot Do

What Foremen and Supervisors Cannot Do!

  1. Attend any union meetings, park across the street from the union hall to see which employees enter the hall or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in the union program.
  2. Tell employees that the Company will fire or punish them if they engage in union activity.
  3. Lay-off or discharge any employee for union activity.
  4. Grant employees wage increases or special concessions in order to keep the union out.
  5. Bar employee union representatives from soliciting employee memberships during non-working hours.
  6. Ask employees about confidential union matters, meetings, etc. (Some employees may, of their own accord, walk up and tell of such matters. It is not an unfair labor practice to listen, but they must not ask questions to obtain additional information.)
  7. Ask employees what they think about the union or a union representation.
  8. Ask employees how they intend to vote.
  9. Threaten employees with economic reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations, or reduce employee’s benefits.
  10. Promise benefits to employees if they reject the union.
  11. Give financial support or other assistance to a union or to employees, regardless of whether or not they are supporting or opposing the union.
  12. Announce that they will not deal with a union.
  13. Tell employees that the Company will fire or punish them if they engage in union activities.
  14. Ask employees whether or not they belong to a union or have signed up for a union.
  15. Ask an employee during the interview when they are hiring him, about his affiliation with a labor organization.
  16. Purposely team up non-union men and keep them apart from those they think may belong to the labor organization.
  17. Transfer workers on the basis of union affiliation or activity.
  18. Choose men to be laid off on the basis of weakening the union’s strength or discouraging membership in it.
  19. Discriminate against union people when disciplining employees.
  20. Discipline union employees for a particular action and permit non-union employees to go unpunished for the same action.
  21. Deviate from Company policy for the purpose of getting rid of a union.
  22. Become involved in arguments that may lead to a physical encounter with an employee over the union question.
  23. Threaten their workers or coerce them in an attempt to influence their vote.
  24. Promise employees a reward or a future benefit if they decide “no union”.
  25. Tell employees overtime work (and premium pay) will be discontinued if plant is organized.
  26. Say unionization will force the company to lay off employees.
  27. Say unionization will take away vacations or other benefits and privileges presently enjoyed.
  28. Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining it.
  29. Start a petition or circular against the union or encourage or take part in its circulation if started by employees.
  30. Visit the homes of employees to urge them to reject the union.

Graphics Communications Conference Local 6-505M represent over 900 members and over      30 companies in the Greater St. Louis Metropolitan Area as well as some parts of Southern Illinois; The companies we protect, represent a variety of sectors in printing: Commercial, Packaging, Flexible Packaging, Corrugated, Billboard, Screen, large and small format printing using web, sheetfed, flexo, screen and digital presses.





Page Last Updated: Jun 12, 2018 (06:32:12)
 
 
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