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XPO | Xpo Union Thread.

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Fly-by-night said:
Just think how much products in the stores would cost if deregulation didn't happen? I know we could all name trucking companies that would not be here right now
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I found this a good read it’s available on Amazon. If you haven’t been in the industry long this will give you some more insight into the subject. I learned some points reading it.

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We just found out that the NLRB has found merit to the cases of 3 drivers that were fired directly after the vote at Xph ( similar to the 3 fired at Xtj ) They are in the process of filling an official complaint against the company .The company will either have to settle or Take it to a Judicial panel.
 
sucker666 said:
I recently read an article based on the proposal of outsourced humane resources instead of union representation ( I know i'm supposed to be the union or nothing guy ) I think it has some merit for consideration as an alternative.
It proposes that the company and employees hire an outside human resource company . The cost for paying the hr company would be paid half by the company and half by employees through a weekly deduction. The hr company would be hired by company officials and an elected (by employees ) not hand picked by the company and the terms of agreement be overseen by both parties.
The hr company would be responsible for all aspects of Hr and base its decisions in fairness to both parties Including overseeing COLA, discipline(including arbitration if needed ) healthcare premiums and coverage... and so on.
I think it has merit . What do you think ?

If a company feels it wants fairness then it shouldn't have a problem with this . The company would save a large amount of money by not having to pay persuaders, union busters and labor lawyers as they currently doing so across the country.
Mr. Jacobs says "he doesn't have a problems with unions just the Teamsters" than this may be a good alternative to consider.
Employees that do not trust or want a union but realize things are not going in a good direction for us this may be an agreeable alternative.
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I could get on board with such an arrangement. Perhaps that way, we might actually be able to get the employee handbook distributed in hard copy, but seriously. I like the idea because it makes HR an objective third party that has no horse in the race.
 
ScotchNeat said:
I could get on board with such an arrangement. Perhaps that way, we might actually be able to get the employee handbook distributed in hard copy, but seriously. I like the idea because it makes HR an objective third party that has no horse in the race.
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They will never disribute a hard copy handbook. We were told in one of our meetings the reason we can't photo the PowerPoint is because they can change it at anytime.
 
smokin'joe said:
They will never disribute a hard copy handbook. We were told in one of our meetings the reason we can't photo the PowerPoint is because they can change it at anytime.
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Also , if you poke around , most information that management gets nowadays is marked "for internal use only" - very CIA'ish.
 
smokin'joe said:
They will never disribute a hard copy handbook. We were told in one of our meetings the reason we can't photo the PowerPoint is because they can change it at anytime.
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They do not want to be bound to rules , agreements or contracts ( only excutive compensation packages and employment contracts)
icuicp said:
Also , if you poke around , most information that management gets nowadays is marked "for internal use only" - very CIA'ish.
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icuicp said:
Also , if you poke around , most information that management gets nowadays is marked "for internal use only" - very CIA'ish.
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I wouldn’t get too hung up on the classified memos and not being able to copy PowerPoint it’s just a different type of management style . Xpo is much more protective of any information getting out.
 
ScotchNeat said:
I could get on board with such an arrangement. Perhaps that way, we might actually be able to get the employee handbook distributed in hard copy, but seriously. I like the idea because it makes HR an objective third party that has no horse in the race.
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I don’t know if is actually in practice anywhere. I read about it and listen to someone interview that made mention of it. I would think even if someone were “anti union “ they may see this as an alternative. I’m sure companies do not want to give up the freedom they enjoy for this .
 
sucker666 said:
Contract negotiations for Xph are set resume on Dec 20 th I was told.
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So much for that late fall contract that you were talking about, I guess. What's your new target? Need to make sure it's on my calendar.

I don't suppose you're going to tell me what was agreed to in Florida that got this jalopy moving again, are you?
 
sucker666 said:
We just found out that the NLRB has found merit to the cases of 3 drivers that were fired directly after the vote at Xph ( similar to the 3 fired at Xtj ) They are in the process of filling an official complaint against the company .The company will either have to settle or Take it to a Judicial panel.
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I look forward to reading that decision. Not that I don't trust you, you understand.
 
I do not know what was agreed upon in Florida to be honest. I know it was holding us up ya know the typical company stahl tactics.
 
Serene Gene said:
I look forward to reading that decision. Not that I don't trust you, you understand.
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I’m sure you know all about it just not good for you to elaborate. I can’t believe you would not be in the loop anymore. They haven’t posted it to the NLRB site yet . Funny how the gimp doesn’t have anything to say about it .Also looking forward to the one in Florida. I could elaborate more from what I here but time will tell.
All is good
 
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Anyway I’m glad your back . I admire you dedication to the cause despite the business aspect of it. Your really needed.
Who is Esposito?
 
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