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I'm a Brink's employee. I somehow got invited to a conference call whose stated purpose is to formulate a strategy to avoid Union formation within the company at present and into the future.

Somehow this feels wrong to me. These are all upper level management personnel discussion how to prevent unions from forming, and honestly, I don't know what legalities there are involved in this discussion.

There has already been comments about refocusing some business practices due to EFCA and "the current administration being what it is."

Anyone want to share their thoughts?

Originally posted to djdissent on Thu Jun 11, 2009 at 11:10 AM PDT.


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Comment Preferences

  •  It's perfectly legal. (1+ / 0-)
    Recommended by:

    It's not like they are bound by open records laws.

    Al que no le guste el caldo, le dan dos tazas.

    by Rich in PA on Thu Jun 11, 2009 at 11:13:03 AM PDT

  •  i never (3+ / 0-)
    Recommended by:
    bustacap, chrome327, Meggie

    I never understood why someone would risk their life for 12 bucks and hour protecting others people's money.

    I am sure there are many other divisions of brink, but when I see what the delivery drivers are paid, I just laugh.

    (regarding the bank mess) They want to cure the patient but not deal with the disease.

    by dark daze on Thu Jun 11, 2009 at 11:14:09 AM PDT

  •  My only thought (4+ / 0-)
    Recommended by:
    bustacap, DWG, chrome327, Meggie

    is "can you record it?"

    Nothing like broadcasting the fat cat's own words...

    My second thought..can you transcribe some of it? What exactly are they saying? I'm sure numerous attorneys on this site could tell you how within the bounds of the law this is if you give some more info...

    "...and will to the best of my Ability, preserve, protect and defend the Constitution of the United States." --Barack Obama, January 20, 2009

    by jiordan on Thu Jun 11, 2009 at 11:14:26 AM PDT

  •  Not surprising (3+ / 0-)
    Recommended by:
    bustacap, dark daze, chrome327

    Here is clue. The biggest recipient of donations from the Brinks Political Action Campaign is Eric Cantor.

    Conservative dyslexia: underserved = undeserved

    by DWG on Thu Jun 11, 2009 at 11:16:58 AM PDT

  •  perfect example (2+ / 0-)
    Recommended by:
    bustacap, chrome327

    this is a perfect example of the american business mindset.  They see their employees as liabilities and nuisances instead of as an asset.

    (regarding the bank mess) They want to cure the patient but not deal with the disease.

    by dark daze on Thu Jun 11, 2009 at 11:18:52 AM PDT

  •  The National Labor Relations Act (1+ / 0-)
    Recommended by:

    is the law that governs workers' rights to form unions in the private sector in the US.  There are a set of things that companies cannot do, under the law, to workers who are trying to excercise their rights under the law. But the penalties are weak enough that companies often find that its in their interest to do them anyway. That includes firing workers who are identified as union activists.

    My own thought is that posting this diary could get you in trouble, especially if you are doing it from work.  

  •  What they are doing (1+ / 0-)
    Recommended by:

    Is completely legal, and it's one of the reasons why our current labor law system is completely broken.

    I hope you took notes and can pass them on to the organizers - I'm guessing Teamsters? Since they're driving trucks.

  •  Thanks for posting this - (2+ / 0-)
    Recommended by:
    Pinko Elephant, happy camper

    Really standup thing to do. Could outline some of the tactics/talking points being proposed?

    They tortured people to get false confessions to fraudulently justify invading Iraq.

    by chrome327 on Thu Jun 11, 2009 at 11:49:13 AM PDT

    •  they seem to keep rehashing the same things (2+ / 0-)
      Recommended by:
      Pinko Elephant, chrome327

      the call is a big mess, everyone trying speak at once, etc.. Larry Rodo failing miserably at trying to keep things focused.

      The primary focus has been that each region has ID'd 5 "high risk" branches. metrics used for identifying those branches include, but not limited to:
      staff compensation and variance among compensation to staff at the same levels
      absence/tardiness/time off
      the availability of "union or democrat paraphernelia" # and occurrence of injuries/worker comp claims/truck accidents/weapons incidents

      the focus of their avoidance strategy is effective branch management training in "union avoidance"
      in process is a "new training program for branch managers with an updated module on union avoidance and engaging employees and effective conflict resolution to remove the incentive for employee unionization."

      the management @ the 5 high risk branches per region receive training first and hardest. the actions taken at those branches deemed to be highest risk are reported monthly and the metrics are run again.

      they haven't really gotten into the nuts and bolts yet, but a phrase keeps repeating the "rome is burning" and the point that the coin & currency employees will make or break a union vote, so they'll be focused on more than other lines of business.

      "I don't care about turnover as a metric. We can use turnover to get rid of the disruptive employees we don't want in there and replace them with people happy to have a job."


      •  Excellent & thanks again (0+ / 0-)

        Lots of good info here. Sounds like they're gearing up hard. Interesting - wonder who's running those union avoidance training sessions.

        Yeah, that last paragraph - gee, such a mystery why their employees might feel the need for a union.

        They tortured people to get false confessions to fraudulently justify invading Iraq.

        by chrome327 on Thu Jun 11, 2009 at 07:52:59 PM PDT

        [ Parent ]

  •  Don't post comments using company's pc (2+ / 0-)
    Recommended by:
    happy camper, chrome327

    Please don't use the company's pc or internet connection to post comments.  They could use this to fire you.  Also, a couple years ago I was a contractor at Brink's, Inc. for about 11 months and  I was stunned how backwards their HR policies were.  They are 20 years behind.  The only way I can describe the atmosphere in the office is that it felt musty. I feel for you.

  •  If a litigator got a hold of such documents (0+ / 0-)

    an argument could be developed around a developed policy to discriminate against certain employees.
    It could be used in a specific case where an employee was fired for union activities and you could make these discussions part of the chain of causation.
    A jury (not the NLRB - useless lackeys for management) would be very interested in such discrimination.

  •  You have only confirmed what you already knew (1+ / 0-)
    Recommended by:

    Part of my job is organizing. This what I would suggest.

    Simply pass along any data that would be useful to organizers as someone suggested in a previous comment. Continue to monitor as opportunities present themselves and keep a low profile about it. Not only does this reduce risk, but it also may keep the source open. You might even be able to help generate some faulty metrics for them if you and other know what they looking at and strategizing around. Knowledge is power. Knowing that they are anti-union is not particularly new or useful, specifics about how they plan to do fight, could be quite useful.

    If we don't change, we don't grow. If we don't grow, we aren't really living. - Gail Sheehy

    by itisuptous on Thu Jun 11, 2009 at 01:41:43 PM PDT

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