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OT / My pet peeve *fatties*
On Thu, 7 Dec 2006 20:54:00 -0800, "Capt. JG"
wrote: "Frank Boettcher" wrote in message .. . On Thu, 7 Dec 2006 09:07:01 -0800, "Capt. JG" wrote: You don't know much about management/employee relations do you. Quite a bit. Frank You haven't demonstrated that... Not taking that bait, Jon. But I'll ask a question of you since you have passed judgement without any facts. How many organizations have you managed? How many of them were organized. How many in right to work states? How many union contracts have you negotiated? How many grievance meetings have you attended. How many labor/management meetings have you conducted. I'm still waiting for your experiences that qualify you to make sound judgements about the difference in effectiveness between very large organizations and small organizations. What's it been two years? Frank Frank, you're the one who's passed judgement.. you said you didn't believe me. I said that you haven't demonstrated knowledge that you know much about employee relations. You don't know much about management/employee relations do you. Sounds like a judgement to me. But maybe not. Possibly that *was* a judgement call, but later I said that you haven't demonstrated such knowledge. Are you claiming that every time there's a minor violation, management (or the union) should escalate to legal action? Did I say that? wildcat strike - minor contract violation. You're not serious are you? Basically, yes. You said that. You're the one who used wildcat strike for a simple disagreement that was resolved in a few minutes. " When this became obvious to a union member, he basically walked off the job along with the other members in the shop until the "rule" was rescinded." Jon, read it (what you stated) again. What do you think defines a wildcat strike? If you know anything about labor relations you would know that generally the first article in any contract (after the one that says the parties have negotiated this contract in the spirit of cooperation and the Management Rights statement) is the no strike/no lockout article. It is so important to both parties that it is always listed first in the contract. Neither side would allow it to be violated. In this case the bargaining unit officer committee and the international district rep would be so appalled by the action of the members, they would join with the company to take action against the strikers so to avoid involvement of the NLRB. The problem you related could be solved in a number of other ways, within the contract. And both parties to the contract are bound to do that. You might want to answer my questions. Just trying to find out if you actually know anything about the subject or are just flailing around. Frank I can google with the best of them. What's the point. That's what I thought. Thank you for an honest answer. Did all those things, googling not necessary. Frank |
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