35,000 Lose $1K in Wages because of Trump
With the balance of power shifted on the NLRB, half of the Disney workforce is feeling the pain
In the Presidential election of 2016, 4.6 Million people in the red, right to work state known as Florida – the Sunshine State - voted for Trump. Even though we don't have the data, we can safely assume that some of the 70,000 people mentioned in the below AP story cast their ballot for Donald Trump, the worst President in American history. One of the first things Trump did was change the political makeup of the National Labor Relations Board (NLRB), changing it from a pro-worker board to a pro-management board. This unleveled the playing field for working people across this great country. While union busting during bargaining, Disney Corporation gave $1,000 to people who were actively against their union. Rewarding one class of workers with compensation while withholding it from another because of union affiliation. This practice has never been legal… until now. What this NLRB is doing is saying its ok to break laws set forth by the National Labor Relations Act of 1935, which states that "It shall be an unfair labor practice for an employer by discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization" . While reading the AP piece below, keep in mind that it only took 2 years for labor law that has been upheld for over 80 years to be broken. Also keep in mind that tens of thousands of people, about 35,000 of them to be exact, now realize that their vote for Trump directly limited their ability to earn and provide for their families. I’m still mad at the union Trump voter, and sadly there are still a few who exist because of their cowardly hatred of women and minorities. Are these Disney workers self-aware? Do they know who is really behind this recent board decision? F*ck Mickey, it was Donald. Make America Great Again. -Kris LaGrange
Read the full story below from the AP.
Walt Disney World didn't violate the law when it withheld $1,000 bonuses to workers in a coalition of unions currently renegotiating wages, even though it paid the bonuses to other Disney workers who are either unorganized or represented by other unions, the National Labor Relations Board ruled last week.
NLRB Regional Director David Cohen dismissed charges brought by the coalition, which says Disney's refusal to pay the bonuses was discriminatory and retaliatory. The coalition, known as the Service Trades Council Union, represents more than half the 70,000 workers at Disney World, which has the largest single-site workforce in the nation.
Disney announced last January it would give one-time bonuses to employees following a tax cut passed by Congress, but the company told the coalition it would withhold the bonuses to its members while talks on pay raises continue.
The NLRB said Disney was well within its rights to use the bonuses as part of its negotiations with the Service Trades Council Union. The company and unions have been renegotiating wages for almost a year for a contract that expires in 2019.
"There is no evidence that the employer is refusing to meet and bargain further about bonuses and wage rates," Cohen wrote. "Accordingly, there is insufficient evidence to establish that the employer has unlawfully failed to bargain in good faith."
Some members of the Service Trades Council are pushing Disney to raise the starting minimum from $10 to $15 an hour. Disney has responded by offering to raise the starting minimum wage to $15 an hour by 2021 in exchange for concessions on overtime pay, holiday pay and changes in how workers are transferred to new positions. But some members of the Service Trades Council say those concessions are too steep a price to pay.
Leaders of the unions and Disney representatives return to the negotiating table on Friday.
In a separate case, the NLRB last week denied Disney's request to halt a decision allowing the unionization of Disney World drivers who are summoned to pick up guests through the Lyft app. The NLRB ruled last month that 74 drivers who pick up Disney World guests using the Lyft app can be represented by the Teamsters local in Orlando. The Lyft drivers are Disney World employees who earn extra money by driving guests around the resort, which is roughly the size of the city of San Francisco.
35 Things Your Employer Can Not Do:
1. Attend any union meeting, park across the street from 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, discharge, or discipline any employee for union activity.
4. Grant employees wage increases, special concessions or benefits in order to keep the union out.
5. Bar employee-union representatives from soliciting employee’s memberships on or off the company property during non-working hours.
6. Ask employees about union matters, meetings, etc. (Some employees may, of their own accord, walk up to and tell of such matters. It is not an unfair labor practice to listen, but to ask questions to obtain additional information is illegal.)
7. Ask employees what they think about the union or a union representative once the employee refuses to discuss it.
8. Ask employees how they intend to vote.
9. Threaten employees with reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations or reduce employees’ benefits.
10. Promise benefits to employees if they reject the union
11. Give financial support or other assistance to a union.
12. Announce that the company will not deal with the union.
13. Threaten to close, in fact close, or move plant in order to avoid dealing with the union.
14. Ask employees whether or not they belong to a union, or have signed up for union representation.
15. Ask an employee, during the hiring interview, about his affiliation with a labor organization or how he feels about unions.
16. Make anti-union statements or act in a way that might show preference for a non-union man.
17. Make a distinction between union and non-union employees when assigning overtime work or desirable work.
18. Purposely team up non-union men and keep them apart from those supporting the union.
19. Transfer workers on the basis of union affiliations or activities.
20. Choose employees to be laid off in order to weaken the union’s strength or discourage membership in the union.
21. Discriminate against union people when disciplining employees.
22. By nature of work assignments, create conditions intended to get rid of an employee because of his union activity.
23. Fail to grant a scheduled benefit of wage increase because of union activity.
24. Deviate from company policy for the purpose of getting rid of a union supporter.
25. Take action that adversely affects employee’s job or pay rate because of union activity.
26. Threaten workers or coerce them in an attempt to influence their vote.
27. Threaten a union member through a third part.
28. Promise employees a reward or a future benefit if they decide “no union”.
29. Tell employees overtime work (and premium pay) will be discontinued if the plant is unionized.
30. Say unionization will force the company to lay off employees.
31. Say unionization will do away with vacation or other benefits and privileges presently in effect.
32. Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union.
33. Start a petition or circular against the union or encourage or take part in its circulation if started by employees.
34. Urge employees to try to induce others to oppose the union or keep out of it.
35. Visit the homes of employees to urge them to reject the union.