Where were we? Where are we now? And what is next? That is the questions that we are all facing as Union members and as Labor in general. Over the last two years since I took office as your President. Our country and labor has endured many changes.
The American people re-elected Barack Obama as President. Through our political efforts earlier in the year, we were able to get President Obama’s nominees confirmed on the National Labor Relations Board. The importance of this should not be overlooked. Political views aside, it is no secret what our “government” has been trying to do to the middle class and labor for some time. Their actions have put a tremendous strain on Americans and their families. As labor, good benefits and working conditions that many before us fought so hard to attain are slowly being eroded away. We need a labor friendly NLRB!!! We must build on these small steps toward restoring the American workforce as a valuable commodity. This is the first step. Local 1120 members continue to do tremendous job in the political arena. We cannot afford to get complacent and stop what we have started. Make that call! Write that letter! Attend that Lobby day or Rally! It is too important not to. Next time your asked to participate, forget who is asking and why. Don’t do it for them. Do it for yourself. YOUR livelihood depends on it!
As a Local, we continue to evolve. There have been many changes to the way we used to do business. I believe this transformation puts us in a great position moving forward. During my campaign for President of Local 1120, my main goal was to unite this once proud Local again. We all have come a long way. There were many challenges that we faced as an Executive Board with three new members as Business Agents never having served on the Executive Board. We had a new President and new Executive Vice President. I am extremely proud of the hard work and dedication that all of them have put forth into making this work. Ask any of them. I am sure they will all tell you. When it comes to their individual jobs, I am an extremely demanding person. I also appointed a new assistant in Mike Lutfring. He has done an excellent job in lightening the overload of work that the entire Executive Board experiences.
One other goal I had that I want to talk about is Local wide Steward training. This is probably the most important resource for all of our members. It had not been done in some time. It was not inexpensive. But I felt it was extremely important. Stewards are at the forefront of the representation of our members. Therefore I believe that this resource cannot be compromised. They are in direct contact with the member from the beginning. So they are the most important in my mind. Don’t discount what I am saying. I was a Steward for a long time. It is by far the most thankless jobs anyone will ever do. They get it from both ends. Often, they are a venting board for the punitive actions of an employer. Keep that in mind next time you are dealing with a Steward. A simple “thanks” will go a long way in helping them cope with the stresses of the job.
That brings me to my last point. As a board, we are constantly striving to do better for our members. Some of the things that I mentioned previously have a lot to do with benefitting those members. The Steward training is a prime example of what we did for the members that resulted in a positive outcome for one specific member. In December of 2013, nearly 2 years to the day after being fired, we received notice that CWA Local 1120 had won its arbitration case for the dismissal of Verizon technician Mike Hinspeter. Two years of no pay or benefits! Two years out of work! Now he has been brought back and will be made whole. I must commend what I feel was key to our success. Steward training was the springboard and foundation of this positive outcome. Arbitrations are not won at the arbitration case itself. It is a collective effort starting with the Steward and the grievance. That is where the foundation for the case is established. Without the fine work of the Stewards, we would not have prevailed. The work of the Business Agents and Executive Vice President at second and third step is also an integral part of the process in collecting information. It is then my job to get the case approved for arbitration. This often is one of the most difficult steps. Not all cases are good cases to arbitrate. The preparation for the case is then a collaborative effort of the BA, the EVP CWA staff representative, the counsel assigned by the district to argue the case and myself. I can say in this case, CWA counsel Amy Young and CWA staff representative Pat O’Neil did a tremendous job in presenting this case. I would personally like to thank both of them for their efforts. I also want to thank EVP Jim Gesceidle as he put timeless hours into this case. Business Agent Sean Wiser should be proud of himself and all his Stewards for what they accomplished here. Again, without the foundation, I do not believe we would have prevailed. Lastly, thank you to each and every Steward of Local 1120 for everything you do. You deserve it!!!
Frank J Fauci Jr.
From the Desk of the Executive Vice President…
A lot of people make New Year Resolutions. I believe that most people do not stick to their resolutions and go back to whatever it was they were trying to change pretty soon after making the resolution. I am speaking from my own personal experiences but I doubt I am unique. This year instead of dieting or exercising to make you healthier we need to concentrate on how we can make our union healthier.
Everyone knows that smoking is bad for your health but many people still do it. You may not know that speaking negatively about your coworkers or your union is just as damaging to your union’s health. Every time we enter into bargaining or negotiations the company no matter who it is tests the water. Are the employees strong enough to strike, can they sustain a strike, can they pull off any collective actions to persuade negotiations? These are all questions companies ask themselves before bargaining. We need to make sure the answer is clear! We will do whatever it takes to stick together and accomplish our goal!
“Union Built” means that you are buying the best quality product you can buy. We are all out in our communities providing service to customers, whether that is providing a school lunch, repairing a sewer line or installing a telephone line. We need make sure we do the best quality job we can. We are the last person the customer sees. We cannot fix the customer service red tape, or the lack of concern or urgency by companies or supervisors. We can make sure that we do the best quality job we can and that no matter which customer it is we leave them completely satisfied.
Lastly, if I told you to make a phone call, write a letter, or attend a meeting that it would guarantee a good contract, I am sure you would all do it. There is one guarantee I can make. If we do not do the little things that make a big difference you will definitely NOT have a good contract. If we only mobilize and unify right before the contract expires it will be too late. I am not willing to accept a contract that does not live up to 1120 standards or that is not a fair deal. I am not willing to accept that as the Executive Vice President and I am not willing to accept it as an 1120 member.
In 2014 make your resolution to make CWA Local 1120 a stronger union. Stick to that resolution and call out our brothers and sisters that do not. Every 1120 member and their families are depending on it. Have a great 2014 and let’s fight for what we deserve!
Every now and again I will get a call from a Verizon member about a vehicle they are assigned to drive. Sometimes the Member expresses concern as to whether or not the vehicle can be safely driven. Let me shed some light on this. IF your vehicle appears to be in an unsafe condition, do not drive it, and then inform your supervisor that it is unsafe and needs to towed to a facility where it can be repaired. So, the first call is to fleet repair to schedule repairs and a tow into a repair facility, the second call is to your supervisor stating what happened. Next, it is up to your supervisor to provide you with adequate transportation, and what to do with work assignments.
I have spoken with just about every AOM (Second liner) for just about every department concerning this matter. They agreed that they will not compel someone to operate an unsafe vehicle.
IF your vehicle appears to be in an unsafe condition, do not drive it!
You cannot refuse to drive a vehicle for any reason other than it is unsafe.
Do not hesitate to call your vehicle in for repair.
Do not use the vehicle until the repairs are complete.
Do not accept a vehicle unless it has been green tagged, after it was repaired.
Keep your supervisor informed when you down your vehicle, or have it towed in for repair.
Don't assume that someone else will call it in, you have to do it!
Remember it is YOU that is driving the vehicle; YOUR life is on the line.
Any confusion on this, contact your steward immediately. We have to be super-diligent on this. If your supervisor attempts to compel you to drive an unsafe vehicle after you called it in and explained to the supervisor that it is unsafe for operation, call me.
Our recent board and lodging assignment to Yonkers/ Manhattan was interesting. I guess the company decided it was best to spend most of the time conducting investigatory interviews instead of letting our members do the work that was so important to Verizon that we had to force members out of town in the first place.
ALL UNION MEMBERS NEED TO KNOW AND FOLLOW DISCIPLINARY INTERVIEW PROTOCAL:
Exercise your Weingarten rights. First and foremost, when a manager has approached you about participating in some sort of questioning, you MUST ask, “Can answering these questions lead to disciplinary action?” If the answer is yes, YOU must ask the company for union representation. The bottom line is that the first step in defending yourself in Weingarten investigation or interview is exercising your Weingarten rights and understanding what they are.
Less is more.Many times when a member is interviewed, they feel compelled to tell their story. While intuition tells us that this may be true, it is actually very hurtful. The purpose of the investigation is to gain evidence, that management does not possess, so they can justify some sort of discipline on you or a co-worker. Believe it or not, I have seen investigations where a member was being interviewed about another member, and the member being interviewed self-incriminated causing the focus of the investigation to turn on him. Again, the member felt compelled to tell his story. Answer only the questions asked to the best of your recollection, don’t guess!
As a Union Representatives, it is pounded into our heads to limit members answers in investigations to “Yes, No, or I don’t Recall”. I don’t understand how someone can remember exactly what they did on a job in detail three to four weeks after the fact? Yet, many members try to fill in the blanks, because there is a sense of, “If I just tell them what they want to hear, they’ll leave me alone.” NON-SENSE! If you were arrested, your lawyer would advise you to do to keep things to minimum if being interrogated by police, because that is the best way to protect the client!
“Yes, No, or I don’t Recall"
Take notes and take breaks! One of the main purposes for the union representative is to take copious notes of the interview. Among other things, this is to ensure that the company does not manufacture what is said in the interview. Also, the Steward can call caucuses, or take breaks, where the steward and member can talk privately, perhaps to clarify a question.
Get in and get out! When being interviewed, many members feel angry about being singled out, and harassed. Many of us share this sentiment when the company conducts interviews. However, it is not advised for the member to argue and debate during the interview. Arguing and debating is more opportunities for the company to glean damning information that can be used against the Member. On many occasion I noticed management almost encouraging debate during an interview, and then diligently recording every single word the Member says, and in many cases the Member says things out of anger and frustration. Again, the best thing to do is limit answers to Yes, No, and I do not recall. When the questioning concludes, leave. The Member can file a grievance and the Shop Stewards can battle it out, with all due protections in the grievance procedure together with the Chief, BA and other Union Officers.
With President Frank Fauci as the chair, we bargained and recently ratified a 5 year contract at Butler America with a 15.5% raise over the 5 years with $750 in cash bonus over the life of the contract while keeping their core benefits intact. We also ratified a 3 year contract with Blue Steak Communications providing a 9.5% raise over the 3 years.
Cincinnati Bell Technology Solutions
Say hello to our little friend!
Congratulations to our folks in Schenectady, New York, on their new collective bargaining agreement. The attorney that works in the HR Department at CBTS, who I negotiated the contract with made every attempt to derail negotiations. Despite this, we got it done. Next time we are going to make CBTS Say hello to our little friend (said like Al Pacino), a ULP from the NLRB.
Thanks Adam, Brian and Terry for your support throughout the negotiation process.
Over the last couple of years I have been able to get the Members at Mobility more and more engaged. Some of the things we continue to work on are building deeper connections between the Members and forming a stable Union leadership within the unit. There are some basic issues that I wanted to share with the members that my help them. I noticed that there were several members taking vacation when they are sick, and not applying for Family & Medical Leave Act (FMLA) when their absence would clearly qualify. Many times the member manages to call me after they received their seventh absence point, and then it's too late.
Recently there have been instances where we were able to get points taken off because, the member took the time to call HR-One stop and declare their need for FMLA. Also, many members do not understand how the absence system works, specifically how getting disability approved is completely different from getting FMLA approved. Here are some quick explanations;
-FMLA is a law that protects your job status while you take leave for medical or family issues. Basically, being FMLA approved allows you to be absent without being fired, replaced or disciplined for taking a specific amount of time off. FMLA approval starts with your doctor filling out paper work and submitting it to the company. FMLA is usually granted for care of an immediate family member and severe or chronic illness. FMLA usually isn't granted for the common cold or flu. FMLA DOES NOT deal with how you get paid during your absence; that is disability's job.
-Disability is pretty much an insurance plan carried by the company to pay you while you are on an approved absence. Disability kicks in after seventh calendar day of absence and needs to be approved by your doctor and the disability insurance provider. The bottom line is this, if you're going to be absent more than seven calendar days, you need to make sure your doctor and the disability insurance provider communicate.
Again, for both FMLA and disability, it is imperative that you get your paperwork submitted and approved, otherwise you may get stepped or you may not get paid. Call me if you have questions.
A STINKY situation at the Crystal Run Mall
The Mobility store at the Crystal Run Mall in Middletown has had a stinky problem for several years now. It appears at the Mall, on hot days the sewage backs up near where the store is located at the Mall. Members have reported getting sick from the stench of the sewage back up. If you or someone you are working with is exposed to this odor while working at the Mall, and gets sick because of the odor, they must immediately report it to their supervisor and go immediately to a doctor for evaluation. The employee must also file a claim for Worker's Compensation and should retain an attorney who specializes in Workers Compensation law. The Union can recommend an attorney if needed.
After several conversations with management, it became apparent that the responsibility for repairing the sewage odor problem is on the real estate company that owns the Mall. The Mall insists that there isn't a problem. However, there have been reports of members going home sick after working a complete shift in the Mall. NO ONE CAN BE COMPELLED TO WORK UNSAFE. If the smell comes back in the spring, and it makes you sick (dizziness, headache, nausea) tell your boss that you are sick from the odor and immediately go the doctor and file a compensation case. In my opinion this isn't going to get fixed until people start doing the right thing.
In my conversations with upper management, I explained to them if any one of the employees gets sick from the odor that they were instructed by me to go their supervisor and tell them that they are sick and immediately go to a doctor for evaluation. Supervisors from Tom Davito on down was notified of our position on this, and they agreed.
Call me if you have questions on this.
I would like to thank Dave Morales in Middletown and Dave Keller in Arlington for taking up the challenge of becoming Shop Stewards. CWA is looking for a few good men and women. Call me if you are interested in becoming involved with your Union.
John Zeolla, Business Agent
In 2014 Vassar College again enters a new era. Robert Walton, VP of Finance has replaced Betsy Eismeier who retired last summer. Frank, Jim and I have had an introductory meeting with Mr. Walton to discuss where we are at and what the future brings. We left the meeting hopeful but reserved. Since the meeting, we have had our first staff forum since 2009. With great pressure from the Student / Labor Dialog (SLD) Committee, the College agreed to meet and speak to the workers. At the Staff Forum Mr. Walton told everyone that the mission was to reduce the endowment by 1.5 million dollars or 25 full time employees across the board at Vassar College. This statement isn’t new as Ms. Eismeier informed us that we needed to reduce 32 employees last year. So now you have heard it from the old and new VP of Finance. I hope that this information has grabbed your attention, as it should. We have been told that the College isn’t planning on laying anyone off, and they also say that they really don’t like getting to the number by attrition either. They have asked us to help them figure out how to save 1.5 million dollars. Now I applaud Mr. Walton for being candid and direct with my members, however I do not believe his mission is the same as ours. Our mission is to save jobs, to provide quality benefits to our families, to enjoy weekends with our families and not be forced to work overtime due to understaffing. CWA is great Union that has served our members well for decades. CWA has fought to make your workplace safe and enjoyable. CWA has negotiated to better our ways of life and doesn’t ask much from our members in return. The membership has been a bit complacent since the contracts have been ratified. We seem to be kicking back and letting the local officers do the work. That won’t work moving forward. To protect what we have and reap the gains in the future me must be active, ALL THE TIME! Each and every member must increase his or her union activity in 14’ or we will be under attack again. The time to mobilize is now to prevent any changes. Do not to wait for the change to happen and then try to reverse the action. We heard it loud and clear and we all know that we need to respond. In the near future we will be discussing our course of action at the membership meetings. That is where we begin to once again strengthen our resolve. You should make every attempt to attend the meetings. You should wear RED every Thursday and wear it proudly. The future is ours if we choose to be involved.
I was assigned a new work location last summer with Sanders Physics going offline for restorations and have had the opportunity to watch the carpenters group work together as a team to support the departments’ needs. I admire and respect the work ethic of these men as they strive to serve the needs of the College. What they actually do goes unseen by most and I want to take the time to acknowledge a job well done. Thank you Brothers!
The Marist stewards had a great year in 2013. The group has come together and has done some outstanding representation for their members. As they grow, I have given out more and more responsibility and they have embraced the tasks and have had great results. We are ready to take on any and all supervisors who mistreat our co-workers. If you happen to work for a supervisor who treats you unfairly or is abusive, you must contact your steward immediately. 2014 is the year that Respect is back on campus at Marist.
Carl Bertsche, Business Agent
As I sit and write this article, I can’t help but reflect on the time that has passed and the accomplishments made since my last news article. I would like to thank all of my Stewards and Chief Stewards for all of your hard work, dedication, and tireless efforts. You stand up for all members and fight for what is right and the union way of life. I also want to thank all of my members; even though you may not be shop stewards, you believe in the cause and just because times are hard you don’t waver but you remain united.
Our members at Sodexo; get ready for bargaining. Your contract will expire July 31, 2014 so surveys will be going out shortly. Sodexo will also be adding 5 more employees into the Bargaining Unit. In the Town Of Woodstock we were successful in getting a 3% raise for the members for 2014 and in July, we will bargain for wages for 2015. We also bargained another wage reopener for our Bricklayers unit in November which we succeeded in getting the members a pay raise of 1% for 2014 and an additional 1% for 2015.
Finally, as Arlington Central Schools prepare for the end of the school year, we will hold a membership meeting on March 18th. I look forward to seeing all of you there.
At my Verizon unit, I would like to welcome back Michael Hinspeter who was reinstated by Verizon on January 6, 2014 through some tremendous efforts by your Local Union. Mike’s arbitration case was a huge victory! It showed a great team effort from the stewards, the members, the executive board, our district and our attorney. Speaking for myself, I could not have been prouder to be a member Local 1120 when I heard we won that arbitration case. This victory is just one of the many reasons why we stand united, why we believe in the cause and why we believe in one another. Together, we are the union.
Poughkeepsie Area Business Agent CWA Local 1120
The first thing I would like to do is express my sincere appreciation to the entire membership for your support, your thoughts and prayers and your overwhelming generosity to my family and I during this most difficult year. I want to express my gratitude to President Frank Fauci and the entire E-Board for your personal sacrifices and assistance, your patience and understanding when I have had less than clear focus. I have said many times previously, but it has never been truer, I am Proud to be Union and I am a proud member of CWA Local 1120.This past year has been a challenge for Unions’ everywhere. Here in Local 1120, all of our bargaining units have been besieged by the “New Corporate Model “ get more with less and give less for it. Verizon members have been under the constant heavy hand of severe discipline for infractions of “Work Rules” and Firings’ for alleged Codes Violations. Members are constantly being required to perform their work assignments without the proper tools. I do believe that we have an obligation to do a fair day’s work for a fair day’s pay. I do not believe that we should sacrifice our contractual right to work safely and work in an environment free of retaliation for standing up for those rights.
The bargaining units at the New Paltz school district are faced every day with the same challenges to do more with less. Under staffed and unable to provide the proper staffing (no substitutes) when members take a contractually earned vacation day, personal day or dare they call in if they are sick. We are pitted against each other and made to feel guilty for creating a burden to the other members, our co-workers because their work load is increased due to your absence. These units have worked with the school district during the most recent tough economic times and have agreed to contract(s) which have allowed the school district to meet the needs of the community they serve. The Custodial/ Facilities & Grounds as well as the Cafeteria unit contracts expire at the end of the school year. We have begun initial discussions with the district. We will fight for a fair contract for these units, representative of those sacrifices of the past.
The Members at Museum Village are currently in the process of negotiating a new contract which expired at the end of the calendar year. Please help support your Union Brothers and Sisters at Museum village in the spring. Take a trip back in time, bring the kids and come visit the Museum Village, Located in Monroe N.Y.
The coming year promises to be a test of our resolve and commitment to working class families. We will be tested by more Government mandates and reduced funding. We will be challenged to defend what we have fought for contractually and we will need to be more active and more willing to get involved in the political arena if we are to be successful in our quest to protect the middle class way of life we have worked so hard to attain.
I will close by saying Thank You to all of the Stewards and Chief Stewards for your commitment to our Union and our Members, without your efforts we will not succeed. I want to say thank you to each and every member who every day makes a choice to “do the right thing” by honoring our contract and respecting the efforts of those who came before us.
B.A. CWA Local 1120 Newburgh
Kingston/Cairo Area Village of Saugerties: We have a new two year agreement with no give backs. Things are pretty quiet. We had two retirements this past year. One was my steward Vince Brennan. One of the best parts of this job is meeting people you might not have ever met. Vince is one of the people you are glad you got the opportunity to know. He will be deeply missed.
Town of Saugerties:
We have a new old supervisor. First time you meet with him and you can tell he is much more in tune with the needs of our members. Bargaining has started for a new collective bargaining agreement. We will keep you posted with updates. We had two well loved ladies’ retire this past year, Mary Lou Dengler in the Highway Department and Maryanne Beaver in the Assessor’s Office. We wish them all the best in their retirement.
There has been a lot going on in Verizon this past year. We have had FiOS training, Out of Town Assignments and retirements to name a few. But the biggest news is the mechanics being made part of the bargaining unit once again. We welcome them into CWA Local 1120. After about twenty years of contracting out they will be our union brothers again. We have two members with forty years of service Al Johnson and Don Quesnell. Congrats on that achievement.
John Cimorelli, Business Agent
CWA Local 1120 Political Action summary.
When people think of “political action” and “unions”, a wide range of images are conjured up. Some are depressed about the decrease in union members’ numbers, strength and influence and how that effects our employment. For others, a non-labor issue may be most prominent so they do not despair over diminishing pro-labor policies. And some others are completely disengaged or disinterested, and have no idea that they are heading toward a cliff. Regardless of which describes you, CWA 1120’s political action team is working hard to influence policy at the local, state and federal level to help ensure fair working conditions for all of us, along with the ability to retire with dignity. For many years, we were successful in dealing directly with our employers exclusively, but their tactics have evolved. They have become more active at the legislative table because they have no duty to bargain with us to get what they want. This has resulted in a degradation of our wages, benefits and working conditions; and it requires that we respond by getting active in that arena in order to protect our interests. We must evolve our tactics to the new environment in order to survive.
During this past year, we participated in various efforts to that end. We worked to get the US Senate to change its rules so that the minority party could no longer stop all progress by using the silent filibuster. Now, if someone has an objection to a bill or appointment, they have to actually show up and voice it instead of calling in from a remote location. As a result, we now have a full NLRB that is hearing cases, and protecting workers’ rights. We also have a much greater chance of having bills such as the US Call Center Bill advance toward a vote. In the other chamber, we worked to influence the US House of Representatives to end the destructive sequester that crippled our economic recovery last year. We also made calls and wrote letters asking our representatives to stop the partisan obstructive tactics that have paralyzed our government. In some cases, we were able to get favorable votes from our local representatives, and in other cases those representatives voted against our interests. In either case, we have been able to develop productive relationships with both the elected officials and their staff which will help us with current and future efforts.
As a result of that activity, we were able to highlight common opposition to the Trans-Pacific Partnership Free Trade Agreement (TPP.) CWA held numerous press conferences with members of the US House of Representatives from both parties who oppose this destructive deal. Our local organized two of the press events, one with Congressman Sean Patrick Maloney, and one with Congressman Chris Gibson. All three congressmen (including Paul Tonko) and both US Senators are opposed to this trade deal, and have participated with our activities, writing letters, speaking publically, and joining in our press events. This has also helped us to gain access to these elected officials regarding other issues. Right now, this issue is temporarily on the back burner, but it will return to the spotlight after the November elections. Please be prepared to participate in events aimed at stopping it.
At the state level, we were able to keep telephone deregulation out of the budget from 2013, with a pretty intense fight; and we are fighting about that in 2014 as well. As of this writing, the budget deal is being negotiated, but by the time you read this it will be finished. Stay tuned for more information on our next fight. We have also lobbied at the capital and in-district to stop the Madison Square Garden tax break, since it benefits James Dolan. He has been illegally thwarting efforts of Cablevision workers in Brooklyn from bargaining their first contract as proud CWA members. And we have promoted healthcare issues along with our CWA nurses in western New York. Of course, we support other community partners and other unions in their struggles for equity and fairness in public policy, bargaining contracts and promoting policies that favor people over money. To that end, we have been struggling for a few years to gain campaign finance reform at the state level; this has morphed over the years, but actually has a chance of passing this year. If it does, it will turn the entire culture of how state politics operates upside-down. All other things will more easily fall into place if the corrupting power of money is diminished.
We are trying to help at the local level as well. There are many ongoing struggles for workers, such as those at Valley View in Orange County; no matter who is in charge, the threat of privatization seems to loom around every corner. Each time we stop one threat, another seems to appear. It is a constant struggle which needs constant vigilance.
As our membership continues to shrink, it is vitally important to financially support the work of our political team. Our employers have multiple lobbying firms who visit elected officials constantly to influence them in policy that continues to deregulate our businesses, provide freedom from the duty to bargain, and increase the amount of profits they can keep for themselves instead of reinvesting in the businesses. For each time that our team visits, the employer representatives have been there about seventeen times. Last year we had a successful drive to increase voluntary donations to help fund these projects; we need to continue to increase our effectiveness in this area. Our efforts are not limited to one party or another, or one candidate or another. We advocate for issues and principles that will advance our ability to work with dignity, and retire with dignity.
So as you can tell, we have been busy, but we still have a lot more to do. Which category describes your impression of the unions’ political program? If you are depressed about our diminishing influence, there are several ways in which you can help; volunteer to join the team, write letters/make a call/attend a rally, donate to the cause. If you have another issue that is more prominent, you can still learn more about our activities and join in those that make sense; I think you’ll find more in common than you think. And if you are disengaged, figure out why; if you cannot make it physically to a meeting or event, give us some other way to contact you. We are happy to visit you during your break, after work, or anywhere else that you’d like.
The policies for which we advocate will help improve all of your employment related conditions. It has been said, “If you’re doing this alone, you’re doing it wrong.” No truer statement could be made. Just like all of our union activities, political action will only succeed with broad participation. It cannot succeed solely on the activities of a few individuals. Please join in where you can. Thank you very much to everyone for your support in the past and for any future support. It has been, and will continue to be indispensable.