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Skip to Content. Leadership Voices Podcasts. Events About Newsletters. Featured eBooks. Tammy Flanagan October 14, Begin to consider your allotment for your flexible spending account. Remember that you must be employed to use FSA dollars. Entire industries benefit as VPP sites evolve into models of excellence and influence practices industry-wide. OSHA gains a corps of ambassadors enthusiastically spreading the message of safety and health system management. These partners also provide OSHA with valuable input and augment its limited resources.
Who are they kidding? Who in their right mind would do such a thing? I would say going above and beyond would be about something I have control of. Not give them to the company so we can be on time. Freedom to Join Together in Unions Millions of workers have been able to achieve the American Dream over the last 70 years thanks to unions. Today, unions are at the forefront of securing livable wages for all workers.
The more workers unite together in unions, the better off everyone is. But when unions are under attack, as they are today, workers face stagnant wages and declining health and retirement benefits.
To restore the American Dream we need to turn the low-paying, no-benefit jobs of today into the union wage, middle-class jobs of tomorrow. But, too often in America when workers try to form a union their employers go to war. They undertake ruthless anti-union campaigns, hire high-priced consultants that specialize in opposing workers trying to better their lives, and even engage in illegal tactics to deny workers the fundamental right to have a voice on the job.
When workers form a union, they gain a voice in decisions that affect their jobs, their future and their families.
Knowing what to expect from management will help you stay focused on your real goal—winning a voice on the job and a say in your future. And every contract will be reviewed and approved by a majority of the employees where you work. And no strike will happen unless a majority of workers vote to call one. All of you will get an opportunity to review your proposed contract before you vote to approve it.
Teamster pilot groups are the exception; in , pilots requested that their dues begin the month after voting to become Teamsters. Every serious organization—churches, clubs, sporting leagues, and similar organizations—has to have some kind of funding, and unions are no different.
Dues pay for the costs of having an organization—contract negotiations, grievances and arbitrations, training for members, legal fees, and other things so no one has to go it alone. Direct relationships with immediate supervisors continue and you can negotiate to retain any good policy and procedures already in place.
It shows that when you join together, your voices are heard. You'll also have peace of mind with a union—since the improvements you agree on will be guaranteed in your union contract. But the tension is temporary. After you vote to form a union, management gets used to the idea of you having a voice on the job.
No matter what management says, stay focused on your shared goals—to make your workplace the best possible place to work. And Learn From Them, Too! Secret Agent? And as promised, there is a major FedEx connection. The "tale of the second child" is about company founder Fred Smith's oldest son, Richard Wallace Smith, who because of his violent conduct has been run off a college campus by an outraged student body and faculty.
The following information presented to you is NOT for the purpose of ridicule, or to have a laugh at the expense of the second child.
In fact, I hope that young Richard can successfully turn his life around and make something worthwhile of himself. Most of his life lies ahead of him. No, the reasons for sharing this info are very serious indeed.
Richard's case calls to mind numerous questions. What responsibility should parents maintain in imparting personal values, moral guidance, and positive role models to their children? Are the rich "different" than the rest of us working stiffs, with values and scruples and goals and methods fundamentally unlike ours?
Perhaps that's why they ARE super-wealthy? What does it say about society's economic structures when a violent and angry rich kid can potentially end up as Chief Executive Officer of a huge multinational conglomerate such as FDX? Stranger things have happened. After all, Fred's wealth has to go somewhere when he dies; there's certainly not enough room in his casket or urn. Who knows what inheritance plans Fred has made? And with wealth comes power.
This consideration thrusts Richard into the spotlight, and subjects him to careful scrutiny by all FedEx employees concerned for their future. It's only natural for a young man to want to look up to his father. And it's to be expected that kids mimic the behavior and values of their parents. Richard Wallace Smith, through no choice of his own, was born to a millionaire father. That father is now a billionaire. And despite a kind of "cult hero mythology" that has been carefully constructed around Fred Smith, he has actually led a very checkered past.
Everybody has a few skeletons in their closet; but most of us ordinary folks have no choice but to pay the piper and learn the hard way from our negative behavior. Yet when rich fatcats do something wrong, repugnant, or illegal, time and again they seem to wield enough money, power, and influence to escape the consequences that the rest of us are forced to endure when we engage in similar conduct or behavior. For instance, back in , Fred Smith was sued by his two half-sisters in regards to his methods of funneling and depleting the family trust fund into FedEx.
He eventually reached a settlement with them. Smith was also criminally indicted upon indications of forgery and bank fraud. He purposely and knowingly invented and falsified business documents detailing meetings that never took place, signed other people's names without their knowledge, and did not disclose these facts to banks making million dollar loans. Smith admitted in court to much of the evidence presented, yet he somehow was acquitted in a jury trial!
Meanwhile, many a FedEx manager has knowingly engaged in "falsification" practices of their own. They have doctored statistical reports, altered time cards regarding overtime distribution, and looked the other way when employees break official policies [like working through break] that boost productivity and make management look good.
By contrast, when management "tires" of somebody, hourly workers are often fired for "falsifying" some minor time card detail or company document. Isn't this what is known as a "double standard"? FedEx couriers and tractor trailer drivers will also be interested in Fred Smith's hit-and-run auto accident, when he fatally injured a pedestrian who crossed against a traffic light into the car's path.
Smith sped away from the scene, and could only produce an expired driver's license when chased down and pulled over by an off-duty police witness. Smith spent that night in jail, but things got "better" for him after that. After a series of six court delays, all charges were eventually dropped by the prosecutor. And nobody at FedEx wrote-up or disciplined Fred; in fact, his corporate control and personal wealth only increased.
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