VOC
Homepage
Congratulations on your recent victory --- Let us know if we can help in any way
All about the UAW
What is the VOC?
Union Authorization Cards
Truths and Myths about the UAW
Picture Gallery
A Letter from David Livengood
Response to the TMMIC
Article from IG Metall Newsletter
Humor
Little Known Facts about the TMIC
Tactics of the TMIC
What our UAW Drive has brought us
ZF Employees vote to join the UAW by more than a 2 to 1 margin!!! After more than a year of intimidation, firings, and harassment from management, employees voted overwhelmingly to join the UAW and form their on local union. We here at MBUSI congratulate them and wish them the best in this new transition period. We must continue to get the TRUTH out to our fellow TM's here so they will realize, as ZF has, how much better our future will be as a partner with the UAW.
It seems our billboard out on I-59/20 finally paid off. Management has finally agreed after 5 years of our begging to provide us with a childcare facility. After working those of us with small children 10 hrs. plus a day and on rotating shifts, it seems they would have done this "Because They Care" instead of having to be pressured into it.
Keep the faith and continue the good work! We may not have our union yet, but our efforts are causing management to give us a lot of things that we would have never gotten without our organizing drive!
Viewing of the TMMIC website can be hazardous to your health and well being as well as that of your family! It is full of lies & mis-information designed to lead even the most honest & well meaning person to do the wrong thing.
Read the "Little Known Facts about the TMIC" page and see why!
UAW members at DaimlerChrysler and other auto companies have used their collective voice in a variety of ways. Fair compensation is an important issue to many working families.
The average UAW-DaimlerChrysler worker, for example, earns a higher hourly wage than a Mercedes worker, takes home a larger annual bonus, and has no co-pay requirements on insurance premiums for his or her family. These three items alone can be worth thousands of dollars each year for a working family.
In tens of thousands of U.S. workplaces, workers have discovered that the best way to cope with management favoritism is to negotiate a union contract. A contract sets down policies and procedures that everyone has to live by.
The backbone of the union contract is the grievance procedure. The grievance procedure prevents problems in the workplace: Fair, effective grievance procedures provide unions and companies with a way to address employee needs, violations of the contract and prevents small disputes from escalating into large ones.
The process works because it allows union members to participate as equal partners with management and guarantees fair and equal treatment for everyone.
You have a voice in the grievance procedure: In workplaces where a grievance procedure has been negotiated, each department has a union steward. The people working in each department elect their steward - so when you have a problem at work, you are represented by someone you know and trust. The union also negotiates for full-time union representatives - Mercedes workers - to deal with problems on the job.
How it works: If a problem arises in your workplace, you have a right to call your steward, who will meet with your supervisor to try to resolve it. If that does'nt work, union representatives can take the issue up with company officials. If the problem still isn't resolved, a neutral, impartial arbitrator will settle the case. The company doesn't have final say, and neither does the union. The decisions of the arbitrator are final and binding on both the company and the union.