Latest / United We Scan / Mid-Week Bonus #7

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Mid-Week Bonus #7 · United We Scan

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Welcome to the United We Scan Podcast, the podcast by rural
0:18
carriers for rural carriers. The views expressed in this
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not represent the views, opinions, or strategies of the
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0:48
Thank you. Now here are the hosts of the
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United We Scan podcast. We've got a special midweek
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episode. Wanted to bring it to you guys
0:57
because our president put out a brand new message to us.
1:02
But before we get to that, I just want to say a quick prayer
1:07
for everybody in the path of Hurricane Helene.
1:09
Right now, it's looking like it's going to be a huge storm.
1:13
Probably by the time it's posted, it will have made
1:15
landfall. So I figured if you're in the
1:18
path of this and management is forcing you to come in, do not
1:23
do anything unsafe. If you feel it's unsafe to go
1:27
out and deliver the mail, don't do it.
1:30
Don't let them force you to do it.
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I said this earlier in the in the live chat before we started
1:36
recording, that I would rather deal with the grievance
1:42
arbitration procedure and be with my family during that time
1:49
then be out there and die because management was forcing
1:53
me to work. What do you say at the end of
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every episode, Bill? What's the most important
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delivery of the day? You are you're the most
2:00
important delivery get home to your loved ones and if
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management persists on any any type of intimidation with this
2:08
storm, you tell them that your your safety is in your eyes.
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It's your decision to make, not theirs.
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They want to go out and see if it's bad, let them.
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But you're the one that makes the final determination as far
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as your well-being. So don't let them bully you into
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saying oh it's not that bad. They're talking 20 foot from the
2:32
ground level, 20 foot deep storm surge.
2:36
Yes, they're trying to push. Yeah, they're trying to push you
2:39
out into that kind of weather. Contact OSHA because
2:45
management's trying to send you into the ocean.
2:51
From the ocean, yeah, yeah. I, I heard that one earlier
2:55
before we started from just Josh.
2:58
So I just wanted to put that out there for you guys, 'cause I
3:01
thought it was funny. I I witnessed a storm surge in
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Alabama one year. And you know when, when people
3:09
say, you know, a 10 or 12 foot storm surge, you know that's one
3:13
thing. 20 foot, yeah, you're talking about two-story high
3:18
storm surge and it's just going to wipe everything out.
3:22
The force of water so great. Nothing's going to stand up
3:27
short of a concrete reinforced building.
3:30
And even then, you know, you're going to have substantial
3:32
damage. But if you're anywhere in that,
3:35
in that zone, no, don't risk it. You know, it's, it's not worth
3:41
it. Don't even try going in.
3:43
If it's going to be at at at that point where you're going to
3:46
get out in the road and that the brunt of the storm's hitting,
3:49
don't do it. Yeah, exactly.
3:53
And even those people that are in Georgia, in Alabama, even
3:59
North Carolina and Tennessee, as well as the possibility of major
4:07
flooding in southern Indiana and Ohio, it's a possibility.
4:13
Keep an eye on the weather and keep yourself safe because you
4:18
control your safety. So let's get to the meat and.
4:26
Potatoes. Yes, some.
4:28
Potatoes of this. SO as it stands overall, our
4:36
President came on three weeks after National Convention
4:41
approximately to talk about updates that are going on.
4:48
He starts out, we had a very successful convention attended
4:51
by over 1100 delegates and 1700 guests.
4:57
Yeah, it was packed in there, but business was ran really well
5:04
overall in the grand scheme of things.
5:08
Then he goes on to talk about the rally we held on Monday
5:13
night, which replaced our legislative session, which is
5:19
great. We got to be active protest the
5:23
for the change, which really set the stone stage for what we were
5:28
going to do as a union when we do our convention now.
5:35
He talked about Postmaster General Louis de Joy and what he
5:40
talked about. And he wants to ensure that the
5:44
Postal Service will be around for another 250 years.
5:49
On top of that, the 228 thousand new vehicles are coming out with
5:53
this year which have already been arriving at the SNDC.
5:57
So all the SNDC employees should be the first ones to receive the
6:02
next generation delivery vehicle because they're the ones with
6:05
the infrastructure being installed.
6:07
Bill knows about that being installed in his office right
6:10
now. How do you feel about that,
6:12
Bill? The 28,000 vehicles in your
6:14
office is one of them that's going to start getting them.
6:18
I'm expecting a lot of damage to the vehicles.
6:24
Everybody is so used to the seven foot one or seven foot 4
6:27
inch height of the LL VS and the FFVS and today I I passed under
6:34
a branch and I can pass under with either vehicle.
6:39
I will not be able to do that when I make that turn on to
6:43
Sunnybrook because of the fact that it's a nine plus foot tall
6:48
vehicle. Basketball rims that are in your
6:53
driveways that they're going to be a hazard.
6:56
Overhangs, you know, for garages going to be problem.
7:00
Backing up is going to be a problem because of the fact that
7:04
we're so set in, in our driving skills and familiar with the
7:11
other vehicles that it's going to take quite an adjustment
7:15
period. I mean, just just looking from,
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you know, the height standpoint when you're coming into and, and
7:21
I'll guarantee you everybody's got it on the route, you know,
7:23
low hanging trees or overhanging shrubs.
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The, the, the driver's front corner is going to take a
7:30
beating. And I, I expect the windshields
7:33
be the first casualties. Would I, would I like to drive
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one of these vehicles? I'd like to drive it once and,
7:42
and that's it. I, I would prefer to go with the
7:45
canoe that we've seen with the bubble front on there.
7:49
I think that's AI think that's a much more reasonable vehicle for
7:55
us to use because of the fact that it does give you the
7:58
storage storage capacity. Yes, you have to get out and get
8:01
the packages and all that, but it's not going to be any easier
8:04
getting up out of your seat and going through the back, get
8:08
parcels, opening a door, closing a door.
8:11
It's it's the same routine. It's just a different function
8:14
in regards to how you do it. So you know, that's my personal
8:19
point of view. I, I think, like I said, I don't
8:23
believe that they have field tested these vehicles enough in
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diverse environments, whether it be heat or cold gravel roads.
8:34
No, I don't think so. You know, the highways and
8:37
everything in between, I don't think they have enough history
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in regards to, you know, driving these.
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And we're going to find out real quick where the problems are.
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There's one thing I know, I know, one thing I know about
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rule carriers. They're going to let you know
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when there's a problem. And I anticipate plenty.
8:59
Yeah. I mean I saw the Canadian post
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ones, the brand new ones they have, they look close to the LOV
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in styling. Yes, exactly.
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Pretty cool looking too. And I mean, the LOV is the
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iconic postal truck. And now we're going to get the
9:15
duck bill as the iconic postal truck.
9:17
And I just hope that with that giant windshield, the giant
9:23
solar array that's going to heat the interior of that truck up
9:27
every time it's off, that the air conditioner that's inside of
9:30
it can actually keep up. Because I've heard reports,
9:34
especially with electric vehicles that when it's super
9:37
hot, the air conditioner can't keep up in the battery powered
9:41
vehicle because not only is it cooling the interior of the
9:43
truck, it's also cooling the battery.
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So we'll have to see on that. I hope that they actually work
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out really well and and they're a good investment for the
9:54
company personally because we all know we definitely need good
9:59
vehicles to deliver with. We talked about the commitment
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to the public service mission by ensuring 6 day a week mail
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delivery and seven day a week package delivery as well as an
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empowered workforce. You know how you have an
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empowered workforce? They stand up and enforce the
10:24
contract, they file grievances when needed and they take care
10:28
of the craft. That is an empowered workforce
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standing up and doing what is right.
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Do you agree, Bill? You?
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Know when, when he says things like that, I, I just sit back
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and chuckle because you don't want an empowered workforce.
10:44
You want a subservient, you know, and ignorant workforce.
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The, the, the, the Dumber we are, the better advantage it is
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that they can take advantage of us.
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The fact of the matter that he gets up there and he spews this
10:57
salad of, you know, oh, we're, you know, committed.
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We're involved, you know, no, the company does best when when
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the people at the bottom are doing were better and you you
11:13
have nothing in place right now that encourages us.
11:18
I mean, look at the postal pulse that they was sent out.
11:23
How do you like the fact that you got less than the 23%
11:26
return? Does that tell you it's not the
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same? Exactly.
11:31
Yeah, but the fact of the matter is that people don't believe
11:37
that anything they contribute has any measure or any bearing
11:41
on what the post office receives them as being, you know, short
11:45
of being, you know, a subservient workforce that has
11:49
to count out that are in every women fancy.
11:54
I, I, I, I hate the fact that, you know, we even invite the joy
11:57
there. I guess it's political
12:00
politeness. I don't know.
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But to me, I I would never invite that guy back.
12:07
I will say he he said he was personally committed to talk up
12:10
the legislation of the Protect Our Letter Carriers Act on
12:13
Capitol Hill. So I will if if he is doing
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that, I will give him kudos for that because we definitely need
12:20
that act passed, that's for sure.
12:23
But we did it. But.
12:24
Let let let me interject there, OK?
12:27
Have you seen any of the of the policies they're trying to enact
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in regards to protecting the letter carriers?
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Have you seen any information? No, there is none.
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So why are you passing legislation on things that you
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have not even? Suggested.
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Well, I'm I'm remember. When we had the quality of life,
12:50
you know, people and and for years, oh, they made all these
12:55
suggestions and get the post office acted on none of it.
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I don't see we're getting any, any greater response with this
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then you know, if you just you have to watch out for yourself,
13:05
ladies and gentlemen. Yeah, you have to take care of
13:09
yourself first. You know, we always preach that
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take care of yourself first, take care of your brothers and
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sisters of the crafts 2nd and take care of the other crafts
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third. Yourself and your family is 1st
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every time. Yeah, but what Postmaster
13:28
General Louis de Joy doesn't realize is the versions that
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they're voting on in Congress will also be used to protect us
13:38
from violent management because it doesn't delineate, it just
13:44
says the person who commits. So that supervisor that beat the
13:50
crap out of a carrier in his office would be punished under
13:55
this new legislation. So we have to think about that
14:00
as well as why we should pass this.
14:03
Continuing on, we also had NALC President Brian Renfro there not
14:09
only for the rally, but he also spoke Tuesday and spoke to the
14:17
convention floor on Tuesday. And he spoke about the need for
14:24
solidarity at the bargaining table and in the halls of
14:27
Congress. President Renfro indicated they
14:31
were very close to a negotiated agreement that would be
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beneficial to all carriers. That would be two weeks, I
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think. Is that the going, going rate at
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this point? 2 weeks, 2 days, two hours?
14:44
I'm not sure. What do you think?
14:45
Months. Two months, well, we're already
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we're already at a month right now since he made that statement
14:55
and we're coming up on two years for the NLAC to get a contract.
14:59
So I don't know. He he said that he's been close
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for what five times this year? How much closer can you get?
15:09
That's right, 99%. Oh yeah.
15:14
Well, we'll get to that. We'll get to that.
15:16
Talks about working on the convention.
15:19
And then apparently in the evenings we were having seminars
15:23
every evening. But I was going through and when
15:30
we started the working session on Wednesday, Wednesday evening
15:34
we had the banquet night. Thursday evening we had the
15:38
caucus. That was a long day.
15:41
And then Friday, there was no evening seminars.
15:49
So when were the seminars? Just it was actually I believe
15:55
Monday night, Sunday and then Monday evening they supposed to
16:02
be legal and OWCP, but they cancelled those for the rally.
16:09
And then Tuesday. Yeah, I'm just looking at the
16:15
looking at the schedule right now right in front of me
16:18
Tuesday. They did have seminars Tuesday
16:24
evening, though. That was the retirement Academy
16:33
facilitator seminar and insurance program seminar.
16:38
So I guess Tuesday night is what he's talking about.
16:45
It was a busy and exhausting week for all in attendance, but
16:48
it's the cornerstone of how we govern our union.
16:52
And then he talks about Friday. We had changes in the director's
16:57
positions and have two brand new executive committee men as we
17:01
talked about in the podcast after convention.
17:05
We were excited for this change. John Adams.
17:11
Nikki Phillips. Bethany Smalls and Mike Marola,
17:17
those four new individuals are breathing new life into the
17:22
leadership position. They are breathing new ideas.
17:28
They are talking new ways and trying to, well, right now
17:34
they're trying to find their footing in their position.
17:37
But I'm sure once they get their way through that and figure out
17:40
what they have to do, they'll get to work.
17:43
They'll knock it down, buckle down and do it right though.
17:47
I I. Think with the switching of
17:49
these four positions that that just the fact that they've won
17:53
those positions as as they did instills a new optimism that
17:58
maybe, maybe we can get this craft the union back on track.
18:05
And I think the four out four out of the the 8 positions that
18:10
the change, I think that's a major swing.
18:13
Half of the board was changed and I'm excited to see what it
18:16
brings for the future. Me too.
18:19
I I. I, I think our, I think our two
18:21
new directors are going to hold the President and Vice
18:24
President's feet to the, to the fire in regards to these
18:28
negotiations, hopefully because of the fact that they, they have
18:32
the enthusiasm to do it. And with the extra executive
18:37
committee men too, I believe that we have enough people on
18:42
that board that want to make this union strong, able to speak
18:48
up and majority vote and remember.
18:53
You still have two executive committee people with experience
18:58
that can help guide these four new enrollees of the national
19:02
board. Exactly.
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Those two experienced executive committee men can help the new
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executive committee men. Your vice president and
19:12
president should be able to help the new directors.
19:16
So I am hoping for a positive opening change through the next
19:23
magazine. I'm hoping that we start seeing
19:26
the change in dialogue as we go along.
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That is the most important thing.
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We need to have openings and transparency to see what our
19:37
dues are paying for and like. I can only hope that that's what
19:41
we get next, he said. My thanks to the outgoing
19:49
officers for moving so professionally and expeditiously
19:52
to facilitate the many changes involving offices and housing
19:55
with no issues. So we thank them as well, making
19:59
it easy and smooth for everybody to get through as they
20:03
experienced a change in location because they have to return back
20:10
to their offices from national headquarters.
20:16
And I know that's not an easy process for anybody, let alone
20:20
people that have been in office for several years.
20:23
So I will give them, I will give them credit for that.
20:29
Next, see now we get into the crux of the video.
20:37
Your national officers has spent weeks since the convention at
20:40
headquarters getting the entire board back up to speed on the
20:43
status of the contract negotiations.
20:47
So the two people that are new to the board are the 2 executive
20:54
committee men. Those two are the ones that
20:57
needed to be brought up to speed on the negotiations other than
21:00
the updates from when the national officer left for
21:04
National Convention. Unless it's been longer than
21:08
that that they've not been sitting down and negotiating
21:10
right though. They, you know, everybody's
21:14
involved. So the only two new people are
21:18
what was her? Thanks, Stephanie.
21:20
And Maroa. Small.
21:23
Small and Maroa. So, you know, and admittedly
21:30
they're going to be spectators. OK, yeah, they do have to be
21:33
brought up to speed. But yeah, when when you're
21:36
introduced into a position like that in the middle of
21:38
negotiations, you're you're going to be more of a spectator.
21:42
It doesn't stop them from contributing, but we on the
21:45
sidelines more than they will will be on the field.
21:50
Yep, exactly, and hopefully they're.
21:52
Not shy though, you know about speaking up.
21:56
From what I've heard, they're not, so I hope they I hope they
22:01
use their voice loud and proud, he says.
22:05
It is my intent to press hard to get a negotiated agreement, but
22:09
we also need to recognize that since our contract expired a
22:13
full year after the city carriers agreement, it is
22:16
unlikely for us to reach an agreement before the city
22:19
carriers conclude negotiations or start arbitration.
22:25
I'll let you start with that, Bill.
22:29
Can I can I just, you know, put it out there and say bullshit?
22:34
I mean, yeah, you, you can sit there and say we, you have to
22:38
work hand in hand with our brothers and sisters in the APW,
22:42
the NLAC, You know, I that that's fine.
22:45
And Danny, on certain issues when it comes to the contract,
22:49
your responsibility is to the craft, nobody else.
22:54
Now having been through contract negotiations with vendors,
22:58
suppliers and everything else, there's certain aspects in, in
23:03
regards to a new approach to contract agreements when you're
23:06
dealing with multiple entities, US versus the NALC, sure they've
23:13
been in contract negotiations longer than us.
23:16
But when you specifically say that we're 99% of the way with
23:21
contract and why are you sitting back on that 1%?
23:26
And if it's only 1%, then it can't be anything major like
23:30
Table 2 and Table 4. So what you're telling me is
23:34
that basically those items been put to bed and there's just
23:38
little dot in the IS and cross and the T's that have to be
23:42
formalized. So why aren't we signing a
23:46
contract? Why do we not now the other
23:50
tentative agreement? Yes.
23:54
Why don't we have updates of hey, we've settled this, this is
23:58
what's going into the into our tentative agreement until you
24:02
guys ratify it. Why are we not talking about it?
24:06
Why aren't? Why aren't you showing us this
24:07
99% Because and and. That's, that's the big question
24:13
is that 99% is done, then that 1% is so minuscule.
24:18
It can't be a major issue to me. They're kind of hiding behind
24:25
the, the NLIC because they want to have the opportunity to, to,
24:29
to come out and say, oh, we got the same thing as they did.
24:32
Or, you know, maybe we got better.
24:34
I don't think that we'll ever get better because we never do.
24:38
The fact of the matter is that if if you're 99% done, you don't
24:43
want to show your hand to us right now.
24:45
That and then that scares me. Yeah, you're almost to the
24:49
finish line with that 1%. Why don't you push past that?
24:55
Why don't you sit down and get us a historic contract because
25:00
you have everything you need with all the other labor unions
25:04
that have happened over the past year, past two years.
25:10
Think about what that would mean to your craft when you stand up
25:15
and say we have a tentative agreement.
25:18
This is a great agreement. It's a lot of stuff that we can
25:22
negotiate and we can talk about and give us a contract because
25:26
us sitting on on a contract is causing people like RCA regulars
25:33
to quit because they can't afford to live anymore.
25:37
They're going out and getting food stamps.
25:39
WIC, like I talked about on on Sunday's episode, it's
25:44
disastrous to continue to hold your people hostage in these
25:48
contract negotiations because you think that the city carriers
25:52
may get a better deal than you get.
25:54
And guess what? Whoever gets the first deal,
25:58
everyone else is going to get less, whether it is through the
26:03
tentative agreement process or through arbitration.
26:07
The first person through is it sets the stage for everybody
26:10
else. Now, I don't know what what Mr.
26:14
Renfro has told you about their contract negotiations, nor do I
26:18
know what the APW use president is negotiating there, but you
26:25
should be stepping up and showing this craft.
26:28
These are what we're fighting for.
26:31
This is what we want and allow us to pressure and do a rally
26:37
like we did at Reno in front of postal headquarters.
26:44
Doesn't that make you suspicious?
26:46
Because as, as one of our, you know, chatters here said, you
26:51
know it what 99% has done. Where's the information on that
26:56
99%? You damn well know Table 2 and
27:00
Table 4 are a major, major item. So it can't be 1% based on
27:09
those. So unfortunately, I'm fearful
27:12
for the fact that the Table 2 and Table 4 is going to
27:14
continue. And like the message I just got
27:17
that Calgary just lost her sub because they're getting a job
27:20
that pays $6.00 an hour more, they don't have to use their
27:23
vehicle, and they get 40 hours a week.
27:27
You attract good employees with pay, you retain them with good
27:32
management, good support, good work conditions, a good work
27:36
atmosphere. That's how you retain them.
27:40
But it starts with pay. The first thing I'd ask for when
27:42
I go to an interview, what's the job pay?
27:45
OK. Second thing I asked for, when
27:49
can I take my first day off? No, you know, but the thing of
27:53
it is you want to know the benefits, you want to know the
27:56
the work situation. I want to know why this
27:59
position's open. Because, yeah, we keep going
28:02
through RCA as well. You can't be telling people
28:05
that, yeah, well, we have a high turnover rate.
28:08
Why? Because we have just poor
28:09
management. Fact of the matter is you
28:13
attract them with pay, you retain them with training, work
28:17
support, work condition, the atmosphere in the office and a
28:20
safe work environment of things that we don't offer.
28:26
I will. Finish this up with the most
28:30
confusing line that he put into this.
28:36
I assure you that your national board and I will be prepared to
28:40
move quickly at the appropriate time.
28:44
What's the appropriate time now? Apparently not right now.
28:52
Apparently. Not According to him.
28:54
It's not the appropriate time yet, but he'll move quickly when
28:57
it is. I want to know what his opinion,
29:01
his idea of the appropriate time is, because when the.
29:08
NLACNALLC, you know, settled their contract.
29:14
I'm sure the post office has more than one negotiating team
29:17
dealing with, you know, the two different unions because of the
29:20
fact that our jobs are different in, you know, a lot of respects.
29:25
So I, I can't imagine that they're sitting there, you know,
29:28
switching back and forth with the same negotiating team.
29:33
And since Don said that we start negotiating our new contract as
29:37
soon as we signed the last contract and you have 99% done,
29:44
what's holding you back? Yeah.
29:47
Are we going to go 500 days like the city carriers without a
29:50
contract? Oh God, I mean.
29:55
By that point, I think most of the carriers would have quit by
29:57
by then because they can't afford to live anymore.
30:02
You know it. It's crazy to think that we can
30:08
sit there and sit on our back heels and say we'll move when
30:14
it's appropriate. Are we playing red light, green
30:17
light? And who controls the trigger for
30:20
that management? They may.
30:26
They, they may, I'm you know, management may be the, the, the
30:30
10 red herring in this whole equation that you, you can't
30:38
calculate. And in regards to what their
30:40
intent is. I would, I would have to say
30:44
that in, in light of the expenses that the post office is
30:48
running into DSD and CS with a conversion to electric vehicles
30:53
with the infrastructure of supporting that vehicles.
30:57
I, I don't see where they're going to have a lot of spare
31:02
change for these contracts. That scares me because we have
31:07
multiple examples across, you know, the independent industry,
31:11
airline trucking, UPS, the Amazon drivers that's affiliated
31:16
with the Teamsters airline, you know, attendants, you know,
31:21
flight attendants, they're all getting 20 plus percent because
31:27
of the economy, because of the cost of living, because of the
31:30
profit. The bottom line, the USPS does
31:33
not have a bottom line like that.
31:36
And we are still swimming in debt from years of
31:40
mismanagement. So I do not expect big gains in
31:46
this contract. I do not expect table two and
31:48
four to disappear. And I'm fearful that, you know,
31:52
if that happens, there is going to be a mass exodus and, and not
31:58
not from just the union, but from the post office itself, you
32:02
know, of eight city carriers that I've talked to in the last
32:06
month that are all looking at retiring.
32:10
They're waiting until a new contract is signed because the
32:14
fact that they, you know, said, well, we want to get our money
32:17
well, to inform you people. But once the contract is signed,
32:21
whether you're there or not, you will get that money retroactive
32:25
to the end of the last contract. Yeah, if you're holding out for
32:30
the money, it's not that big a deal.
32:32
Get out while you still have your mental health.
32:36
Yeah, your mental health is most important.
32:40
We, we had our district manager walking around today and, and he
32:43
had a shit fit because there's this one rat at the end of the
32:46
case line had four parcels and, and some, you know, flats
32:50
sitting there. Well, the carrier's on an 8 hour
32:52
restriction and you know, the, the supervisors hadn't addressed
32:58
the parcels in the flat yet. He came up and saw another,
33:01
another route which was backed up from Saturday.
33:05
And nobody in management has forced the carrier to clean the
33:08
route up in three days. So he was having a shit fit
33:12
about that. And he, he's talking about
33:16
rearranging the cases again. Well, since we've been at this
33:20
SDNC, these guys have moved the case, you know, twice already.
33:24
It's like, are you this is not a home shopping at work, you know,
33:28
where you get to redecorate every two weeks or so.
33:31
I mean, he picked on the most inane items instead of
33:37
addressing the true situation. You're short of carriers and
33:41
you're you're short of vehicles and you have a management team.
33:45
Like on Monday, they thought they were so smart, they brought
33:49
in six city PTFS to take out excess mail from the weekend,
33:55
but they don't have six extra vehicles to do that.
33:59
So where where was your thinking?
34:02
Now you had six PTFS sitting around on our hands getting paid
34:06
because there's no vehicles. Did you check with the Voma man?
34:09
No, they didn't. And he just said, well, it was
34:13
your decision. You made it, you live with it.
34:16
And you know, and rightfully so, this poor management, you know,
34:20
starts at the bottom, works its way all the way up the top.
34:24
And this guy here EE is a piece of work.
34:30
And it's not going to stop. Management's not going to stop.
34:35
And so it is time for every one of us that listens to this
34:39
podcast is involved in our union.
34:43
Maybe you're currently not a days paying member, but maybe
34:46
it's time to step up and help be that voice that stands up for
34:51
Texas Craft. Because we need people who are
34:56
fighters, we need people who care about their brothers and
35:00
sisters of the craft and we need to make sure we are taking care
35:06
of this craft because if we don't, the 250 years he said
35:13
earlier isn't going to happen. People will not stick around
35:20
with bad management. You can tell an office has good
35:26
or bad management just by how many relief carriers they have
35:31
in most instances. Some of them I understand.
35:34
No PO VS have my POV brothers and sisters.
35:39
I feel ya. But in offices that have
35:43
government vehicles, when there's low count of of relief
35:46
carriers, it's most often management or pay.
35:50
And like I, I said to you earlier, James, about the PO VS,
35:54
you know, how about this for an idea, how about finance the PO
35:59
VS for new carriers? Take it right out of their
36:02
paycheck. You want to be a carrier?
36:05
Well, we'll finance the vehicle, get those canoe vans and put
36:09
them out there. Or, you know, we'll get the what
36:13
are the Wranglers, the extended Wranglers, whatever.
36:16
I mean, you know, you can make your decision in regards to what
36:20
type of vehicle, but you know, you'll, you'll the down payment
36:24
and we'll take the payment right out of your paycheck.
36:26
We'll assist you with that. We'll finance it for you, You
36:30
know, 0% for four years. Wouldn't that go a long way to
36:35
have, you know, retaining RC as instead of having people, you
36:39
know, cross drive or put the conversions in people working
36:45
out of their pickup trucks? I mean Jesus.
36:48
Or a hearse or. Or a hearse.
36:51
Yeah, I like the hearse one. That that one.
36:52
I love the first one. Yeah.
36:56
Yeah. But the fact of the matter is
36:59
that that if you're going to attract people, there's, there's
37:02
got to be, you know, something there.
37:03
There's got to be a carrot for them to be attracted to.
37:08
Yes. And you know, helping people is
37:11
the first way you attract them. Protecting them is the second.
37:18
Now, protecting should always be the first.
37:22
Well, you start by helping them, and then you teach.
37:25
You teach them by protecting them, and then they learn to
37:27
protect themselves. Oh, you have to protect them
37:31
until they learn how to protect themselves.
37:34
Yes, that too. And the first lastly.
37:43
He says I remain committed to keeping you informed about any
37:47
developments in bargaining, contract administration and our
37:51
legislative priorities on the NRLCA website and our social
37:54
media platforms. In solidarity.
37:58
That was the end. Now I'm trying to figure out how
38:03
many developments on bargaining we've gotten.
38:08
It's. Between 1 and none.
38:13
I think, I think the updates we've gotten is we're still
38:15
negotiating. We're still negotiating, we're
38:18
still negotiating. We.
38:20
Have an invite over here. Speak, you know.
38:27
It's one of those weirdest things that, you know, oh, we're
38:31
we're still negotiating. We're still talking.
38:34
I mean, I even asked that at my state convention.
38:36
Can you give us any updates on contract negotiations?
38:39
We're negotiating. Literally was the only line I
38:42
got. But overall, there is a lot of
38:48
work that needs to be done over the next few months, and I think
38:54
we have a national board that is more poised to do that work than
39:00
ever before. All right, I'll say this again.
39:04
We, we have an invite to speak. We have an invite to speak there
39:08
from Sherry. You want to bring her up?
39:10
If she wants to speak, she can come up, but what are your final
39:17
thoughts on this bill? Well, me.
39:23
It was a lot of googly gook glossing over, you know, a
39:28
convention, you know, introduction of new officers,
39:32
yada yada yada. There was no substance to it.
39:39
We want to know where our contract negotiations are.
39:41
Well, we're 99%. Well, what like I said, what's
39:45
the 1% holding this up? I, I don't understand that.
39:49
But the, the fact of the matter is that if you're at 99%, then
39:54
you ought to be closing the deal right now.
39:57
I always believe the first to the table, it's the bigger piece
40:00
of the pie. Fortunately, I feel that our
40:06
current national leadership. Is afraid to pull the trigger on
40:09
that because if we don't get rid of Table 2 and table four and
40:17
the NLANLAC does, that's going to be the end of him.
40:25
If we did get rid of it, then, you know, guess what, everybody
40:29
jump back on board because that would be a major milestone.
40:37
There's the other aspect of the contract that we're that's
40:40
really got me worried is incorporation of the MOU,
40:43
assisting on other routes, becoming a mandatory function.
40:48
That scares the hell out of me. And I believe because it's
40:53
easier to do that than to get rid of the toxic management and
40:57
the toxic culture in the post office, that might be the the
41:01
path we're going down. And it scares the shit out of
41:06
me. I agree with you on that, except
41:09
I believe that we are actually poised in the best position
41:12
right now to start working on that toxic management.
41:18
We have a director of Labor relations who has been a beast
41:24
in grievance procedures. We have a director of Stewart
41:29
Operations that has been a beast for carriers.
41:34
We have 2 executive committee men that I have heard are beasts
41:39
for carriers. We have a vice president that
41:43
cares about this craft and wants to fight for it.
41:48
We have other executive commitment who want to fight for
41:52
this craft and any of those people that are on that board
41:57
that don't want to fight for this craft, learn from them,
42:03
learn how to fight from them because it's time for the NRLCA
42:08
to fight for this craft the way it's supposed to be.
42:14
And I know that a lot of people are reserved when it comes to
42:22
our current Nashville board, but I remain hopeful that they will
42:31
do the right thing. We get enough lying from
42:36
management because as Corey Walton says, management would
42:41
rather climb a tree to lie than stand on the ground to tell the
42:44
truth. Will the people that need to be
42:47
telling the truth to the craft is the union itself.
42:53
Let's do the right thing. Let's step up for this craft.
42:58
Let's be united because only together can we make the change
43:06
that needs to happen to protect this craft.
43:11
Bill. Anything else?
43:13
Well, the follow up on that, now that we have 4 new positions on
43:18
the national Board, that does not preclude you, the individual
43:23
carrier from stepping up and in your office, whether it's being
43:26
a steward or helping another individual in regards to
43:30
management, harassment or anything else.
43:32
We're holding your area, your ADR or your Dr. you know, liable
43:37
for representing you and addressing these situations.
43:42
It starts with you. It did you know we have 4 new
43:44
positions, but they can't do anything until we act on it.
43:49
So if you have harassment in the office, file on it, report it,
43:53
you know, keep keep, you know running tab on it.
43:56
Don't stop expecting them to do everything for you.
43:59
It all starts with you. So they say step up, speak up
44:06
because that's the only way we get these topics addressed in
44:10
these situations handled is if we bring them to light.
44:15
And through fear and intimidation, management has
44:18
keeping it in the dark for such a long time.
44:22
Everybody thinks, well, you know, it's not that bad.
44:24
It's not that bad. It's bad enough where people
44:29
have committed suicide. It's bad enough where people
44:32
have, you know, turned a drug and alcohol addiction.
44:34
And it's bad enough where people have walked off the jobs, no
44:38
prospect in insight, but they just couldn't take it anymore.
44:43
But. Unfortunately, you know, this is
44:46
the type of situation where it starts with you, the individual
44:50
on the floor if you don't step up and if you don't speak up and
44:56
it'll never be resolved. And they'll just, they'll just
45:00
go on their merry way doing it, you know, whichever way they
45:03
want because of the fact that nobody challenges them.
45:06
Remember, an educated carrier is the most dangerous carrier in
45:11
the office. Learn your six O 3 learn your
45:14
Elm learn the arcam learn the X program learn the M38.
45:23
You know, EE OS National Labor Relations Board study, take 10
45:28
minutes out of your day every day.
45:31
And, you know, just educate yourself.
45:34
Couple articles out of the contract, a couple articles out
45:38
of the M38. Just, you know, make it, make it
45:41
light reading, put it in the bathroom.
45:42
I mean, that's where the ship belongs anyway.
45:44
But the fact of the matter is, you know, an educated carrier is
45:49
the most dangerous person to management because once you
45:53
know, once you have that knowledge, you won't let them
45:57
step on you anymore. And you'll be able to speak up
46:00
for others too. And like James says, we're all
46:03
in this together. Do you like the person or not?
46:07
You need to step up and address situations on the floor because
46:10
of the fact that if it if they do it to that person, they're
46:14
going to do it to the next person and the next person until
46:17
they have the whole office. Coward.
46:20
Don't become sheep and up for yourselves and up for others.
46:27
Thank you, Bill. I know it's weird to have a
46:31
midweek update once in awhile, but it's good to get these
46:35
conversations out there talking about the things that are going
46:39
on because we are one craft. We are one group of people in a
46:47
giant organization almost 130,000 people strong.
46:55
And those 130,000 people can make a difference with their
47:01
voices, with their votes, with their education of their job.
47:09
Because you are the one that holds management accountable at
47:15
the ground level, along with your designated union
47:19
representative, you can affect change.
47:24
It's not easy. Management will go after anybody
47:29
who bucks their system, even if it is wrong.
47:36
They will abuse everybody they can just to make whatever
47:41
numbers their district manager sends down to them.
47:45
But as I always say, when we stand up together, we show
47:51
management we're all in this together and I mean it.
47:56
So thank you guys for tuning in for this.
47:59
We appreciate each and everyone of you.
48:01
Bill, do your sign off. Everybody have a very safe end
48:10
of the week. Be.
48:12
Proficient, be professional, safe, make sure you get your ass
48:18
home because, and I mean it, you are the most important delivery
48:21
of day. I don't ever want to see anybody
48:24
injured or killed for just a moment of hesitation looking at
48:30
a phone or anything. Do the job the way you're
48:33
supposed to and you know, keep your eyes moving, keep your
48:36
hands moving, get home to your loved ones because you are the
48:41
most important delivery of the day.
48:55
That's why we've been saying from the beginning it's
48:57
important for us to bring people together.