Tag Archives: unions

2021-06-30 VOLVO SOLIDARITY n RETIREES

Workin 4 A Livin

 

To Listen To Radio Show Click The White Triangle,
Or The Pink Link Below the Word “Jobs”

GUEST CALL IN NUMBER (929) 477-3439

 

June 30, 2021: VOLVO Solidarity; Little Known Contract Changes For Retirees and There Are NO DO-OVERS!!! Please join Co-Host Jeff Brown, Moderator Leroy McKnight And Wisdom From Tom tonight at 7:00pm est, and by podcast any time thereafter; where these “Reformers Seeking A Change For The Better; Offer Opinions That Matter”.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website: Workin4ALivin.com.

Season 6 Episode 1

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

JOIN THE TEAM

Other Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

 

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Season 6 Episode 1

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

2021-06-20 Happy Father’s Day

Happy Fathers Day

Workin 4 A Livin

HAPPY FATHER’S DAY

TEAM Workin 4 A livin – Caucus; Extends Everyone a Happy Father’s Day!

As we now all know, Father’s Day, as the 3rd Sunday in June, is an annual celebration honoring fathers and fatherhood, but it took some doing, and it did not come as easy as one might expect.

History:

Since the middle ages; Catholic’s have celebrated Father’s Day on March 19 (St. Joseph’s Day).

During the Colonial Times; The Spanish and Portuguese brought Father’s Day as celebrated on March 19th to Latin America, where March 19 is often still used for it.

Prior to the 20th Century Father’s Day was not celebrated in the United States.

In 1911 A proposal by Jane Addams to have a citywide celebration of Father’s Day in Chicago was turned down.

1n 1911 The Portland Oregonian newspaper suggested that a Father’s Day celebration be observed.

In 1912 A Methodist pastor – J.J. Berringer from the Irvington Methodist Church near Vancouver, Washington mistakenly believed that they were the first to celebrate such a day, however, they were preceded by the celebration caused by the 1911 suggestion by the Portland Oregonian.

In 1915, a member of the International Lion Club, Harry C. Meek, claimed that he had the first idea of a Father’s Day Celebration. He chose June 19th because it was HIS birthday. Meek made many failed attempts to promote “his Father’s Day”. However later on, the Lions Club recognized him as the “Originator of June 19th Father’s Day”.

The True Establishment of Father’s Day:

On June 19, 1910, a Father’s Day celebration was held at the YMCA in Spokane Washington. As it seems a young woman named Sonora Smart Dodd whose father – William Jackson Smart was a Civil War Veteran who raised six children on his own; wanted to honor all fathers, and especially her own father.

Though a member of the “Old Century Presbyterian Church” (now Knox Presbyterian Church); after hearing a Mother’s Day sermon at the Central Methodist Episcopal Church, Sonora told her pastor that fathers should also have such a celebration. And… Promoted the suggestion of June 5th as Father’s Day. Her pastor’s objected saying they could not properly prepare a sermon, and several other local Pastor’s accepted her idea and agreed to a June 19th celebration at the YMCA in Spokane, Washington.

Sonora Smart Dodd continued to promote the idea nationwide.

In 1913 a bill was introduced in Congress to make June 19th a Father’s Day Holiday.

In 1916, Sonora convinced President Woodrow Wilson to come and speak at the Spokane Father’s Day Celebration.

In 1920, Sonora began studying at the Art Institute of Chicago, and the celebration faded during her absence.

In 1924, President Calvin Coolidge recommended that June 19th be celebrated nationwide.

In the 1930s, Sonora returned to the Spokane area, and again began promoting Father’s Day. Only THIS time she had the help of Trade Groups. Yes Trade groups like the manufacturers of ties, tobacco pipes and any such present that a Father may be given. These groups would benefit from the retail of such products gifted for a Father’s Day.

In 1938, Sonora was assisted by the “Father’s Day Council” founded by the “New York Associated Men’s Wear Retailers”.

In 1957, Senator Margaret Chase Smith of Maine wrote a scathing bill accusing Congress of ignoring Fathers for 40 years.

In 1966, President Lyndon B. Johnson issued the first presidential proclamation to honor fathers, and designated the third Sunday in June as Father’s Day.

In 1972 President Richard Nixon signed a bill into law that officially and permanently finally made Father’s Day the third Sunday of June.

Beside Father’s Day; Other Holidays Celebrated For Men:

Many other countries celebrate November 19th as “International Men’s Day”, a holiday to honor men who are not father’s.

 

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

JOIN THE TEAM

Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

2021-06-13 UPDATE – TO INCLUDE VOLVO MEMBERS

VOLVO ISSUES

Workin 4 A Livin

 

To Listen To Radio Show Click The White Triangle,
Or The Pink Link Below the Word “Jobs”

 

June 13, 2021:  UPDATE: VOLVO Issues; FORD CoVid Questionnaire; Union Boss Says Drop Drug Testing. Please join Co-Host Jeff Brown, Moderator Leroy McKnight And Wisdom From Tom tonight at 7:00pm est, and by podcast any time thereafter; where these “Reformers Seeking A Change For The Better; Offer Opinions That Matter”.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website: Workin4ALivin.com.

Season 6 Episode 1

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

JOIN THE TEAM

Other Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

 

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Season 6 Episode 1

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

2021-05-22 oppose No Confidence of LU 2069

Opposes No Confidence

Workin 4 A Livin

OPPOSES “VOTE OF NO CONFIDENCE” OF UAW LOCAL 2069

Anytime a contract negotiation, or presentation is made, there are people who like or hate it. In this instance, for many reasons, the members spoke with a 91% no. Then the anger and frustration rises and people want a better contract. Sometimes those that prey upon member’s anger offer solutions that are not at all what they might seem to be. To that end, and in keeping with Title 29 USC section 157 “protected rights for the benefit of the membership”:

Let it be known that Workin 4 A Livin does not endorse, support or promote the “Vote of No Confidence” petition at UAW Local 2069 representing workers at Volvo Truck.

UAW member(s) that are not in any way associated with Workin 4 A Livin, but clearly some other caucus or organization, are circulating a petition. Their stated goal for this petition is to attain at least 50% plus one signatures.

There are NO provisions what so ever in the UAW Constitution, nor UAW Local Union 2069 By-Laws for any such “Vote of No Confidence”.

In most “lay persons” reading of this it represents a threat to the very NLRB certification of UAW Local Union 2069. Again, this is NOT Titled “Recall”, but rather “Vote of No Confidence”. Such language is found mostly on UNION BUSTING sites.

Further, let it be known that in the absence of any efforts by any other groups, caucuses, the UAW local union or UAW international union itself attempting to prevent such risk of Decertification the following is offered by Workin 4 A Livin.

Below is the petition that is being circulated:

 

No description available.

At the bottom it does mention recall, but the again the document is TITLED “Vote of No Confidence”. Very well cloaked language of Union Busters.

—————————-

Here are the local union By-Laws on the matter of Recall – that does require 50% membership signatures. However, this “petition” is not titled “Recall” but rather “Vote of No Confidence.”

No description available.

The words “No Confidence” do not appear anywhere in the By-Laws:

======================

As proof of the risk of decertification; below is from the “Just Facts” website:

————————————–

Regarding Decertification

*Once private-sector unions are established at workplaces, federal law requires that they remain indefinitely unless employees vote to remove the union, or an employer proves that the majority of employees no longer support the union.[176] [177] [178] [179]

To prove this comment – citations are below. (Again Workin 4 A Livin does NOT Endorse any such action.)

Again, any lay person’s reading of the above is that should the employer Volvo be aware of such a “Vote of No Confidence” petition – clearly this would prove that the majority of the employees of the union no longer support the union, and likely ask the NLRB to decertify UAW Local Union 2069.

=======================

If you do not desire to risk Decertification:

Then, here are Actions Recommended to Prevent risk of Decertification:

  1. DO NOT SIGN THIS PETITION!
  2. If you did sign the petition and don’t desire your LU 2069 to risk being decertified: RESCIND your signature by Making two identical statements saying:

===========================

“I hearby rescind my signature on the petition document entitled “This is vote of no confidence in our UAW 2069 local president Matt Blondino, and bargaining chair Greg Shanks. 05/20/2021.”

Signed:______________________, Date:_______________

Received By:__________________,  Date:_______________

===========================

You would then sign and date both copies, and give one signed copy to the circulator of the petition, and have that person sign your copy and keep that in your records.

 

 

References:

[176] Book: Labour Law in the USA (3rd edition). By Alvin L. Goldman and Roberto L. Corrada. Kluwer Law International, 2011.

Pages 441–442: “A basic principle affecting the rules concerning withdrawal of recognition is the doctrine that once recognized as a bargaining agent, a labor organization is presumed to have continued support from the majority of bargaining unit employees regardless of whether there has been a change in the bargaining unit personnel.”

[177] Webpage: “Decertification Election.” National Labor Relations Board. Accessed June 25, 2014 at <www.nlrb.gov>

“Under certain circumstances, you can vote out or ‘decertify’ your union, or replace it with a different union. At least 30% of your coworkers must sign cards or a petition asking the NLRB [National Labor Relations Board] to conduct an election. Unless a majority of the votes cast in the election are in favor of union representation, the union will be decertified.”

[178] Decision: Levitz Furniture Co. of the Pacific. National Labor Relations Board, March 29, 2001. Decided 4–0. Majority: Truesdale, Liebman, Walsh. Concurring: Hurtgen. <apps.nlrb.gov>

Majority:

In this case we reconsider whether, and under what circumstances, an employer may lawfully withdraw recognition unilaterally from an incumbent union.1 The Board has long held that an employer may withdraw recognition by showing either that the union has actually lost the support of a majority of the bargaining unit employees or that it has a good-faith doubt, based on objective considerations, of the union’s continued majority status. Celanese Corp., 95 NLRB [National Labor Relations Board] 664 (1951). On the same showing of good-faith doubt, an employer may test an incumbent union’s majority status by petitioning for a Board-conducted (RM) election, United States Gypsum Co., 157 NLRB 652 (1966),2 or by polling its employees to ascertain their union sentiments, Texas Petrochemicals Corp., 296 NLRB 1057, 1059 (1989), enfd. as modified 923 F.2d 398 (5th Cir. 1991).

The General Counsel, the Charging Party Union, and the AFL–CIO [American Federation of Labor and Congress of Industrial Organizations] as amicus curiae urge the Board to abandon the Celanese rule and prohibit employers from withdrawing recognition except pursuant to the results of a Board-conducted election. They also oppose lowering the standard that employers must meet to obtain RM elections. Employers urge the Board to retain the Celanese rule but to lower the standard for processing RM petitions.

While this case was pending, the Supreme Court issued Allentown Mack Sales & Service v. NLRB, 522 U.S. 359 (1998), which addressed the Board’s good-faith doubt standard. The Court held that maintaining a unitary standard for an employer’s withdrawal of recognition, filing an RM petition, and polling its employees was rational, but indicated that the Board also could rationally adopt a nonunitary standard, including, in theory, imposing more stringent requirements for withdrawal of recognition.3 The Court also held that the Board’s “good-faith doubt” standard must be interpreted to permit the employer to act where it has a “reasonable uncertainty” of the union’s majority status, rejecting the Board’s argument that the standard required a good-faith disbelief of the union’s majority support.

In addressing the arguments concerning the Celanese rule and the standards for holding RM elections, then, we must take into account the Court’s teachings in Allentown Mack. In particular, we must avoid the confusion over terminology which the Court identified in our application of the good-faith doubt standard.

After careful consideration, we have concluded that there are compelling legal and policy reasons why employers should not be allowed to withdraw recognition merely because they harbor uncertainty or even disbelief concerning unions’ majority status. We therefore hold that an employer may unilaterally withdraw recognition from an incumbent union only where the union has actually lost the support of the majority of the bargaining unit employees, and we overrule Celanese and its progeny insofar as they permit withdrawal on the basis of good-faith doubt. Under our new standard, an employer can defeat a postwithdrawal refusal to bargain allegation if it shows, as a defense, the union’s actual loss of majority status.

We have also decided to allow employers to obtain RM elections by demonstrating good-faith reasonable uncertainty (rather than disbelief) as to unions’ continuing majority status. We adopt this standard to enable employers who seek to test a union’s majority status to use the Board’s election procedures—in our view the most reliable measure of union support—rather than the more disruptive process of unilateral withdrawal of recognition. …

Absent specific statutory direction, the Board has been guided by the Act’s clear mandate to give effect to employees’ free choice of bargaining representatives. The Board has also recognized that, for employees’ choices to be meaningful, collective-bargaining relationships must be given a chance to bear fruit and so must not be subjected to constant challenges. Therefore, from the earliest days of the Act, the Board has sought to foster industrial peace and stability in collective-bargaining relationships, as well as employee free choice, by presuming that an incumbent union retains its majority status.16 Except at certain times, however, that presumption is rebuttable.17 The showing required to rebut the presumption is the subject of this case. …

… In our view, there is no basis in either law or policy for allowing an employer to withdraw recognition from an incumbent union that retains the support of a majority of the unit employees, even on a good-faith belief that majority support has been lost. Accordingly, we shall no longer allow an employer to withdraw recognition unless it can prove that an incumbent union has, in fact, lost majority support.

While adopting a more stringent standard for withdrawals of recognition, we find it appropriate to adopt a different, more lenient standard for obtaining RM elections. Thus, we emphasize that Board-conducted elections are the preferred way to resolve questions regarding employees’ support for unions.42 For that reason, we find it appropriate to abandon the unitary standard for withdrawing recognition and processing RM petitions. Instead, we shall allow employers to obtain RM elections by demonstrating reasonable good-faith uncertainty as to incumbent unions’ continued majority status. …

… An employer who withdraws recognition from a majority union, even in good faith, invades his employees’ Section 7 rights every bit as much as an employer who unwittingly extends recognition to a minority union. Consequently, an employer who withdraws recognition from an incumbent union, in the honest but mistaken belief that the union has lost majority support, should be found to violate Section 8(a)(5). …

We emphasize that an employer with objective evidence that the union has lost majority support—for example, a petition signed by a majority of the employees in the bargaining unit—withdraws recognition at its peril. If the union contests the withdrawal of recognition in an unfair labor practice proceeding, the employer will have to prove by a preponderance of the evidence that the union had, in fact, lost majority support at the time the employer withdrew recognition. If it fails to do so, it will not have rebutted the presumption of majority status, and the withdrawal of recognition will violate Section 8(a)(5). …

In the end, our dispute with our colleague is over whether an incumbent union should continue to be the bargaining representative while its support is being tested in a Board election. He would allow an employer to oust the union on a showing of good-faith uncertainty, and thus to avoid a bargaining obligation until RC election proceedings have run their course. Under our approach, the union remains the bargaining representative, and the employer’s bargaining obligation continues, while the RM (or RD) election proceedings are underway.

[179] Decision: Levitz Furniture Co. of the Pacific. National Labor Relations Board, March 29, 2001. Decided 4–0. Majority: Truesdale, Liebman, Walsh. Concurring: Hurtgen. <apps.nlrb.gov>

Concurrence:

In sum, my colleagues have subjected employers to a guessing game. If the employer guesses wrongly, the employer violates the Act, notwithstanding his good faith. I prefer that these matters not be the subject of a guessing game. They should be a matter of good faith. If the employer has a good-faith uncertainty as to majority status, the employer can withdraw recognition. If the employer has a good-faith belief of majority status, he can continue recognition.4

My colleagues say that there is a way out of the dilemma, viz the employer can file an RM [Board-conducted election] petition and obtain a Board election. And, in this regard, they say that they would permit the processing of an RM petition if there is uncertainty as to the Union’s majority status. I agree with this RM standard.5 However, I do not agree that the RM petition offers a solution to the problem discussed above. That is, it does not obviate the necessity for the extant rule which grants employers the option of withdrawal of recognition on a showing of uncertainty as to the union’s majority status. My reasons are set forth below.

RM petitions are subject to the “blocking charge” principle. Faced with an RM petition, unions can file charges to forestall or delay the election. Concededly, in some situations, the Regional Director can dismiss the charges or can decide that the charges, even if meritorious, would not preclude a valid election. However, that determination requires investigatory time. During that time, the employer must continue recognition of the incumbent Union.

Further, the Regional Director also has the power to issue complaint, and the authority to conclude that the charges do preclude a valid election. The Board has no power to review the former determination, and the Board reviews the latter only under an “abuse of discretion” standard. If the Regional Director so concludes, the charge will block the election for the prolonged period during which the charge/complaint is litigated. Although the employer could settle the case, he may not wish to do so if he believes that he has a valid defense. Further, even if the employer litigates and wins after prolonged litigation, the block will be removed only after that litigation. In the meantime, the employer must continue recognition of the incumbent.

In addition, even if there is no blocking charge, or if the block is removed, the election will not necessarily resolve the question concerning representation. In those cases where the union loses the election, the union can file objections and/or challenges. There is often a prolonged period for the litigation of these matters. The employer must recognize the incumbent during the period of this litigation.

In sum, the RM road can be a long and difficult one. During this prolonged period, the employer must continue recognition, even though there is good-faith uncertainty as to the union’s majority status. In my view, it is far better to resolve the matter by having an RC election. That is, after the employer has withdrawn recognition based on a good-faith uncertainty (a lawful withdrawal in my view), the union can immediately file an RC petition. Although the union could file blocking charges, its interest presumably would be to have a quick election and resume its representation status. Further, the Board correctly gives a high priority to processing such petitions as expeditiously as possible. Thus, I would continue this approach. It comports with current law and procedures, and it is not shown to be deficient. …

Finally, my colleagues argue that their rule is justified by a sense of parity. They note that an employer has a right to an election where the union seeks to become the representative, and thus, a union should be given an election when the employer seeks to terminate the relationship. The argument has no merit. The situations are not parallel. In the former situation, the union is seeking an election as soon as possible, and thus, is reluctant to file blocking charges. In the latter situation, the union is seeking to delay the election as much as possible, and thus, has an interest in filing blocking charges.

Because there are no valid reasons for reversing the extant rule, and because the new rule is imprudent and unfair, I do not embrace the new rule.

=======END OF JUST FACTS======

God Bless Our Union The UAW!

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

Join The TEAM

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

2021-01-20 inauguration – we face a new day!

Workin 4 A Livin

2021 – PRESIDENTIAL INAUGURATION – 2021

Our country the Unites States of America, has a yet again inaugurated a newly elected President and Vice President.

This is a great day for our country, and with the incoming President and Vice President this day holds the promise of bringing the country back together in unity, the promise of soon conquering the CoVid 19 Virus, and giving aid and assistance to the common working man and woman.

The transfer of power with this inauguration has not been without many challenges. As a mere fourteen days ago there was an insurrection on the Unites States Capitol, and since that fateful day most Americans have been concerned that additional actions may again occur.

It is good that we have not seen any such additional activities, and void of those distractions today we Americans hold new hope that our country will begin the healing process of unity. This will not be an over night occurrence, and we will all need to do our very best to assist our new President Biden to achieve the goals of he and his Vice-Prescient Camala Harris.

They will need all of our help to achieve their lofty goals.

Today, as a former elected Democratic Chairperson I was asked by the Democratic Party to send the newly elected President and Vice President a message, and this is what I wrote:

“All leadership is an awesome responsibility, and as such leadership is often a thankless and lonely position filled with many unpopular decisions. The fanfare and support of today will wane sooner than any of us want.

So… Please allow me to thank you in advance as you face the coming and inevitable trials and tribulations filled with so very many difficult decisions for our country and the world.

God Bless you both; and God Bless the United States of America!”

Leroy McKnight

==================================

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

Join The TEAM

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

2020-12-14 fbi / uaw oversight settlement agreement

FBI - UAW Settlement Agreemen

Workin 4 A Livin

2020-12-14  FBI / UAW Oversight Settlement Agreement. It Speaks For Itself – Yet Did Not Address Many Remaining Matters Of Corruption:

2020-12-14 FBI – UAW settlement agreement

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website: Workin4ALivin.com.

JOIN THE TEAM

Other Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

 

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Member – Michigan Association of Broadcasters

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters

2020-11-11 Happy Veteran’s Day 2020

HAPPY VETERANS DAY

Workin 4 A Livin

History of Veterans Day

World War I – known at the time as “The Great War” – officially ended when the Treaty of Versailles was signed on June 28, 1919, in the Palace of Versailles outside the town of Versailles, France. However, fighting ceased seven months earlier when an armistice, or temporary cessation of hostilities, between the Allied nations and Germany went into effect on the eleventh hour of the eleventh day of the eleventh month. For that reason, November 11, 1918, is generally regarded as the end of “the war to end all wars.”

Physical end of WW1

Taken at 10:58 a.m., on Nov. 11, 1918, just before the Armistice went into effect; men of the 353rd Infantry, near a church, at Stenay, Meuse, wait for the end of hostilities. (SC034981)

Soldiers of the 353rd Infantry near a church at Stenay, Meuse in France, wait for the end of hostilities. This photo was taken at 10:58 a.m., on November 11, 1918, two minutes before the armistice ending World War I went into effect.
In November 1919, President Wilson proclaimed November 11 as the first commemoration of Armistice Day with the following words: “To us in America, the reflections of Armistice Day will be filled with solemn pride in the heroism of those who died in the country’s service and with gratitude for the victory, both because of the thing from which it has freed us and because of the opportunity it has given America to show her sympathy with peace and justice in the councils of the nations…”
The original concept for the celebration was for a day observed with parades and public meetings and a brief suspension of business beginning at 11:00 a.m.


The United States Congress officially recognized the end of World War I when it passed a concurrent resolution on June 4, 1926, with these words:
Whereas the 11th of November 1918, marked the cessation of the most destructive, sanguinary, and far reaching war in human annals and the resumption by the people of the United States of peaceful relations with other nations, which we hope may never again be severed, and
Whereas it is fitting that the recurring anniversary of this date should be commemorated with thanksgiving and prayer and exercises designed to perpetuate peace through good will and mutual understanding between nations; and
Whereas the legislatures of twenty-seven of our States have already declared November 11 to be a legal holiday:

Therefore be it Resolved by the Senate (the House of Representatives concurring), that the President of the United States is requested to issue a proclamation calling upon the officials to display the flag of the United States on all Government buildings on November 11 and inviting the people of the United States to observe the day in schools and churches, or other suitable places, with appropriate ceremonies of friendly relations with all other peoples.


An Act (52 Stat. 351; 5 U. S. Code, Sec. 87a) approved May 13, 1938, made the 11th of November in each year a legal holiday—a day to be dedicated to the cause of world peace and to be thereafter celebrated and known as “Armistice Day.” Armistice Day was primarily a day set aside to honor veterans of World War I, but in 1954, after World War II had required the greatest mobilization of soldiers, sailors, Marines and airmen in the Nation’s history; after American forces had fought aggression in Korea, the 83rd Congress, at the urging of the veterans service organizations, amended the Act of 1938 by striking out the word “Armistice” and inserting in its place the word “Veterans.” With the approval of this legislation (Public Law 380) on June 1, 1954, November 11th became a day to honor American veterans of all wars.
Later that same year, on October 8th, President Dwight D. Eisenhower issued the first “Veterans Day Proclamation” which stated: “In order to insure proper and widespread observance of this anniversary, all veterans, all veterans’ organizations, and the entire citizenry will wish to join hands in the common purpose. Toward this end, I am designating the Administrator of Veterans’ Affairs as Chairman of a Veterans Day National Committee, which shall include such other persons as the Chairman may select, and which will coordinate at the national level necessary planning for the observance. I am also requesting the heads of all departments and agencies of the Executive branch of the Government to assist the National Committee in every way possible.”

Legal Veterans Day

Signing of HR7786, June 1, 1954, this ceremony changed Armistice Day to Veterans Day. Alvin J. King, Wayne Richards, Arthur J. Connell, John T. Nation, Edward Rees, Richard L. Trombla, Howard W. Watts.

President Eisenhower signing HR7786, changing Armistice Day to Veterans Day. From left: Alvin J. King, Wayne Richards, Arthur J. Connell, John T. Nation, Edward Rees, Richard L. Trombla, Howard W. Watts

On that same day, President Eisenhower sent a letter to the Honorable Harvey V. Higley, Administrator of Veterans’ Affairs (VA), designating him as Chairman of the Veterans Day National Committee.

In 1958, the White House advised VA’s General Counsel that the 1954 designation of the VA Administrator as Chairman of the Veterans Day National Committee applied to all subsequent VA Administrators. Since March 1989 when VA was elevated to a cabinet level department, the Secretary of Veterans Affairs has served as the committee’s chairman.

The Uniform Holiday Bill (Public Law 90-363 (82 Stat. 250)) was signed on June 28, 1968, and was intended to ensure three-day weekends for Federal employees by celebrating four national holidays on Mondays: Washington’s Birthday, Memorial Day, Veterans Day, and Columbus Day. It was thought that these extended weekends would encourage travel, recreational and cultural activities and stimulate greater industrial and commercial production. Many states did not agree with this decision and continued to celebrate the holidays on their original dates.
The first Veterans Day under the new law was observed with much confusion on October 25, 1971. It was quite apparent that the commemoration of this day was a matter of historic and patriotic significance to a great number of our citizens, and so on September 20th, 1975, President Gerald R. Ford signed Public Law 94-97 (89 Stat. 479), which returned the annual observance of Veterans Day to its original date of November 11, beginning in 1978. This action supported the desires of the overwhelming majority of state legislatures, all major veterans service organizations and the American people.
Veterans Day continues to be observed on November 11, regardless of what day of the week on which it falls. The restoration of the observance of Veterans Day to November 11 not only preserves the historical significance of the date, but helps focus attention on the important purpose of Veterans Day: A celebration to honor America’s veterans for their patriotism, love of country, and willingness to serve and sacrifice for the common good.

Source

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin.com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Twitter: @4_workin

Member – Michigan Association of Broadcasters

Season 4 Episode 32

 

Join The TEAM

From TEAM Workin 4 A Livin – Caucus

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters2020-11-11

2020-10-25 UCMJ Unlawful Orders

Join The TEAM

Workin 4 A Livin

CLICK IMAGE TO ANSWER HOW TO VOTE QUESTIONS

To Listen To Radio Show Click The White Triangle,

Or The Pink Link Below the Word “Jobs”

 

October 25, 2020:  What Does The UCMJ Mean To Leaders Of Other Organizations? Why You Should Vote, and Human Trafficking, And CoVid 19 Remains A Threat. Please join Co-Host Jeff Brown, Moderator Leroy McKnight And Wisdom From Tom tonight at 7:00pm est, and by podcast any time thereafter; where these “Reformers Seeking A Change For The Better; Offer Opinions That Matter”.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website: Workin4ALivin.com.

JOIN THE TEAM

Other Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

 

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Member – Michigan Association of Broadcasters

Season 5 Episode 19

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters

2020-10-22 Presidential Debate

2020-10-22 Presidential Debate

Workin 4 A Livin

2020 – PRESIDENTIAL DEBATE LIVE – 2020

2020-10-22 USA Presidential Debate… In case you cannot get near a television or computer screen this evening you may watch the Biden/Trump Presidential debate live here tonight at 8:00pm:

 

Other Important Legacy Shows Found On Workin 4 A Livin:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.Member – Michigan Association of Broadcasters

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

Join The TEAM

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters

2020-10-18 Please Enjoy Encore Show

Join The TEAM

Workin 4 A Livin

CLICK IMAGE TO ANSWER HOW TO VOTE QUESTIONS

To Listen To Radio Show Click The White Triangle,

Or The Pink Link Below the Word “Jobs”

 

October 18, 2020:  Please Enjoy This Encore Show: What Does An Endorsement Mean, Does Corruption Exist At The Local Level, And CoVid 19 Remains A Threat. Please join Co-Host Jeff Brown, Moderator Leroy McKnight tonight at 7:00pm est, and by podcast any time thereafter; where these “Reformers Seeking A Change For The Better; Offer Opinions That Matter”.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website: Workin4ALivin.com.

 

Member – Michigan Association of Broadcasters

 

Season 5 Episode 17

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

JOIN THE TEAM

Other Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

 

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Member – Michigan Association of Broadcasters

Season 5 Episode 15

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters