Many of you also expressed concern as to why the Department of Transportation and the City of New York are allowing a private corporation to hold anti union meetings using City resources. Chapter 68 of the New York City Charter states that you can not use City resources for any non-city purpose. A meeting to discourage unionization of a private corporation is definitely a non-city purpose. We've contacted the Commissioner of the Department of Transportation and the Department of Investigation for answers as to why these meetings were permitted and if the City was even aware of their occurrence.
We have also received many reports that Mike Mallon and Rob Martino have allegedly been informing handlers that if a union is voted in they will be losing their steady spots, extra pay, and that our pay will go down. This is a violation of Federal law. The National Labor Relations Board published the following on their website. Click here to read from the NLRB website.
The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.
Examples of employer conduct that violates the law:
- Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.
- Threatening to close the plant if employees select a union to represent them.
- Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.
- Promising benefits to employees to discourage their union support.
- Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.
- Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB.
We sincerely hope that Mike and Rob were not instructed by management to say these things to handlers. If an investigation occurs, I doubt MSA will stand up for either of these gentlemen, choosing instead to allow them to fend for themselves.
If you feel any of the above violations have happened to you, please email email@example.com