As someone that worked in the factory i wonder what you mean by giving back. Is it the way it takes from 7 to 745 to get out to a machine? Is it from 745 to 815 where some work happens? Is it pre pre break from 815 to 845? Is it pre break 845 to 9? Post break 915 to 945? Work that happens 945 to 1115? Pre lunch 1115 to 12? By my count the company pays for 5 hours in the morning and gets 2 hours of sub par work but if that was true the company would be in grave financial peril..... Oh wait we are! Better give some of the break room hardroll sales back to the company
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Remember the TV's hidden in tool boxes, nap areas, and h--kers for retirement parties? Those were the days
Ge in 273 doesn’t base salaried layoffs on performance. Based on who makes most money and who they like and fits in (white young males with no accent are most likely to stay even if inept...
@fer I disagree. The ones who produce what is expected should be retained, and that means quality as well as numbers. If I were an ops leader in the bar shop I'd prefer two or three perfect bars in a shift than eight that can't be used and must be hard stripped only to go unused again. The ones who can't meet that criteria should be shown the door.
As far as raises go, recognition is great but there are cases when there isn't an opportunity to work above and beyond. In that case COLAs are needed as well as a tenure pay increase.
On the whole, your concept is valid but the reality doesn't play out that way. Sure, GE power is broken in Schenectady. Sure, there is plenty of dead weight.
Do you think that if GE had its way, you would be out the door before your institutionalised, higher paid counterpart? Industrial history is rampant with tales of Out With The Old, In With The New Lower Paid Employee, From management on down. That's where the Union comes in and it isn't the hall. Notice the capital U in union. That's you, and all your co workers. In the scenario you speak of, the hall is doing their job, mostly. Protecting all members, equally and sometimes the hall especially. From my point of view, the problem worker gets treated better but that's for another forum. But if you want real change to the local, ask them to institute a policy of production not protection. Abuse of time, FMLA, disability and being a lazy slug in some cases (both D and T alike!) is what got us the Schenectady Reputation.
I am NOT a hall official. I'm already out the door. It's not completely the hall's fault, not completely GE's fault, and certainly not mine but here I am.
Honestly guys, if you want to keep working, then WORK. Forget about the vote, but everything you do from here forward will determine YOUR future. If you vote to make GE more profitable more work will come your way. If you keep doing more work you'll get more work.
If another poster is correct, and it's just a scare tactic then vote no and call GE's bluff but don't whine and cry if it bites you on the behind. I'm not going to give advice on the vote, I can't vote so I lose either way.
I would have liked to stay, though. It looks like you guys don't know what you have.
I agree, but that isn't how a union works. I got my walking papers last week and I have little interest in getting another union job. I would prefer to have layoff decisions and annual raises that are based on my individual performance. Length of employment should have no bearing on raises or upgrades.
Employees that have only the minimum knowledge to perform their jobs and produce just enough not to get fired are dead weight and should be shown the door. That's how it was at every non-union job I had.
The problem is union seniority . Layoffs should be based on performance, only that would motivate people to do more, it’s the only way . You can be the best worker in the plant if your number gets called you’re out !
Once Stan the man finishes it will all end
Most of the T rates left so this behavior will end.