City pays exiled teachers to snooze as ‘rubber rooms’ return | New York Post

 

This is an example of Unions run amok.

 

I'm not going to play the game of posting links of our agendas running amok. There is plenty of abuse from both sides. I'm markedly pro-union but I am not going to act like every single union is doing the right thing. Unions protect employees from companies not doing the right thing and for me that is most important.

Come Monday morning right or wrong( I have mixed feelings on this one) this will be law in Kentucky.

I'm officially worried about the future. Moving to the Caribbean is now something I have to make happen in the next 10 years.

Looking forward to all the new industries and jobs this legislation brings to Kentucky. Hopefully they get here sooner rather than later.

I'm officially worried about the future. Moving to the Caribbean is now something I have to make happen in the next 10 years.

 

Need a houskeepeer? Nanny? General dogsbody?

I'm not going to play the game of posting links of our agendas running amok. There is plenty of abuse from both sides. I'm markedly pro-union but I am not going to act like every single union is doing the right thing. Unions protect employees from companies not doing the right thing and for me that is most important.

 

PP92 - this is a valid point, but you also can't "cherry pick" only the good stuff. Steel unions (USWA & others) were famous for protecting the worst workers among them (employees that slept all day in "nap shacks" with magazines, pillows, etc., employees that paid little attention to safety in an environment where doing so can be lethal, employees who showed up late, took longer than negotiated breaks and left early) by grieving any disciplinary action taken against them just to have a negotiating point with Management when collective bargaining time came. You see where the steel mills are now. You can argue whether the result is causation, but it is definitely a contributing factor.

 

In reality, the system should be such that the owners of the Company & the employees should decide if they want a union. If both sides want it, get a collective bargaining agreement in place and go to work. It works famously in Germany (which is a remarkably productive economy) and many other countries. In the US, it has always been Management v. Rank & File Employees because the laws permit a Union to organize a workforce without any input by management AND because once in place, the Unions are provided so many administrative & bureaucratic rules to confuse and make every decision more difficult (e.g., perfectly capable employee cannot turn a wrench OR connect a circuit to finish a job so everyone waits for a machinist or electrician to finish another job and then come over and do that task while the entire line is shut down and no production is happening [but everyone is getting paid] during that time). Oh, BTW, when you are only allowed to have certain people do certain jobs rather than cross-training on multiple jobs, your employee headcount becomes bloated, you become less competitive and you eventually the jobs are moved to another state with RTW or, more likely, another country.

PP92 - this is a valid point, but you also can't "cherry pick" only the good stuff. Steel unions (USWA & others) were famous for protecting the worst workers among them (employees that slept all day in "nap shacks" with magazines, pillows, etc., employees that paid little attention to safety in an environment where doing so can be lethal, employees who showed up late, took longer than negotiated breaks and left early) by grieving any disciplinary action taken against them just to have a negotiating point with Management when collective bargaining time came. You see where the steel mills are now. You can argue whether the result is causation, but it is definitely a contributing factor.

 

In reality, the system should be such that the owners of the Company & the employees should decide if they want a union. If both sides want it, get a collective bargaining agreement in place and go to work. It works famously in Germany (which is a remarkably productive economy) and many other countries. In the US, it has always been Management v. Rank & File Employees because the laws permit a Union to organize a workforce without any input by management AND because once in place, the Unions are provided so many administrative & bureaucratic rules to confuse and make every decision more difficult (e.g., perfectly capable employee cannot turn a wrench OR connect a circuit to finish a job so everyone waits for a machinist or electrician to finish another job and then come over and do that task while the entire line is shut down and no production is happening [but everyone is getting paid] during that time). Oh, BTW, when you are only allowed to have certain people do certain jobs rather than cross-training on multiple jobs, your employee headcount becomes bloated, you become less competitive and you eventually the jobs are moved to another state with RTW or, more likely, another country.

 

Some of this is true and some isn't. Every company is different. Everyone on here is cherry picking good and bad from both sides to fit their agenda. I've done it. You've done it. It's cool. It is what it is.

 

My concern is my company and how my company changes. In my personal and professional experiences my company doesn't care about me, my coworkers or my union and will do everything they can to bust my union up. If Right to Work doesn't affect my future I'll let you know. If it does affect my future I'll let you know. It would be foolish on my part to not be concerned about my future at Corning with Right to Work becoming a reality.

I'm not going to play the game of posting links of our agendas running amok. There is plenty of abuse from both sides. I'm markedly pro-union but I am not going to act like every single union is doing the right thing. Unions protect employees from companies not doing the right thing and for me that is most important.

 

I understand. It would be tough to find contemporary examples of employer abuse of employees. Sweat shops not really an issue anyone is writing about anymore.

I understand. It would be tough to find contemporary examples of employer abuse of employees. Sweat shops not really an issue anyone is writing about anymore.

It's pretty easy to find. It just serves no purpose to keep the discussion going in that direction. You can find stuff on unions that are unflattering and I can find stuff on companies that are unflattering. I have my own personal incidents that I can use against my employer for things done by companies that are unflattering but what purpose does that serve? Gotcha games are meaningless when both sides are correct and can back up their agenda.

Honestly this has been an enjoyable and as infomative thread as we've seen in a while.

 

Everyone has their own personal views and experiences and has given them...WITHOUT getting upset or taking anything personal. We've looked at both sides and respected each others opinions.

 

Maybe this level of discourse will roll over into the other political threads.

Early expectations are that there will be a minimal effect here at our plant. It is expected that 25-35 people will leave the union. The union is required to protect those people if they get in trouble and those people along with new hires will reap the benefits of whatever we negotiate with the company when contract negotiations take place. So basically they'll be just like us but not in the union.

 

The biggest thing in this bill is that there won't be prevailing wage anymore and that won't affect us like it will affect independent contracting companies and their employers. Prevailing wage and the end of a pay scale could end up hurting the economy of state in different ways. It will be interesting to see what kind of effect prevailing wage has in the future.

That's my number one beef with RTW. Why should unions have to protect non union employees who aren't paying dues? If they choose to go non union then they willingly choose to not be represented.

That's my number one beef with RTW. Why should unions have to protect non union employees who aren't paying dues? If they choose to go non union then they willingly choose to not be represented.

 

Free Loaders.

 

Not just the protection but the money the healthcare the pension the vacation plans. They should have to negotiate their own stuff.

I'm officially worried about the future. Moving to the Caribbean is now something I have to make happen in the next 10 years.

 

Stay away from St. Maarten! I can't be running into people I know when I'm on the nude beach!

Stay away from St. Maarten! I can't be running into people I know when I'm on the nude beach!

 

:lol2: :lol2:

 

St. Bart's is one we have looked at along with St. Maarten. We won't be at the nude beach though. You're all good. :lol2: