This is the email version of Issue #20 of "The Barking Dog," dated November 15, 1999. The "B.D." is a pro-worker, pro-union, unofficial newsletter edited by Caroline Lund, a rank-and-file member of United Auto Workers Local 2244 at the NUMMI plant in Fremont, CA.

There are a number of reasons why I have not emailed this newsletter until a month and a half after it was distributed in the plant, including an industrial injury to my elbow, my old father taking a fall and ending up in a nursing home, and having to replace a sewer line. But, on the good side, I have plenty of material to put out a new "Barking Dog" very soon. Thanks for all your encouragement and your own wonderful efforts, such as Thelineworkers.

Caroline Lund

Richard Vs. Art

There's an election on Nov. l8 for Chairman of the Bargaining Committee, since our past Chairman retired. We all have a chance to give some input into shaping our union. I plan to vote for Richard Aguilar, and here's why.

1) Richard spoke out forcefully against the Alternative Work Schedule (AWS) which the Company was trying to put over on us in 1994. NUMMI wanted a 10-hour day system with no premium pay for over 8 hours, straight time on weekends, and a crew working 2 day shifts and 2 night shifts every week. Art Torres said and wrote nothing against this AWS scheme, which would have been a big setback for our union.

2) Richard led us out on strike in 1994, when the Company was demanding the AWS, double points for Friday and Monday absences, and doctors notes to take bathroom breaks between break times. This was the first and only time our Local has gone on strike. I'm not a strike-happy person. But if a union rules out striking, it has no real bargaining power.

That strike in '94 -- even though it was only for 2 hours -- was a step forward for our union. When we walked out together, the Company capitulated on the issues in dispute. We showed NUMMI we could not be pushed around. And Richard Aguilar showed he was not afraid to lead it.

3) Richard has not bought into NUMMI's "labor-management cooperation" philosophy, like the Administration Caucus has. I have found him to be more aggressive in defending the members' rights than Art has done (Art was my Committeeman). Over the past years, when I have tried to get together with people in my area to stand up for our rights (such as by writing a petition, or filing a complaint to the Department of Labor), Richard has encouraged us to GO FOR IT!. Art Torres has DIScouraged us, warning us that petitions make management angry, and that the proper procedure is simply to file a grievance and let the Committeeperson handle it.

To me this is very important, because in the end the only way we are going to save our union is not be electing this or that person, but by getting involved ourselves, building unity, and taking back our union from those who see it as a place to promote their own personal careers. Those are the main reasons I'm supporting Richard. Yes, he's the underdog. He is opposing the big "political machine," which is what the Administration Caucus is. Richard and his supporters have no perks to give out, no time off for union business to offer you, no trips to Black Lake to reward you for your support.

But I believe if he gets elected Richard will stand up more for union people's rights than Art will. Richard has shown he is not afraid to "rock the boat," if necessary, and that's what we need to do to change things for the better around here. This is my opinion, but "The Barking Dog" is open to differing viewpoints.

-- Caroline Lund

Where's Our Union?

I've been told there is going to be major changes in the NUMMI structure. Passenger paint repair and truck paint repair are going to unite, being called "repair." Low seniority in passenger paint hospital 2nd shift is 13 and a half years. We will get the ax.

Where's our union?

I'm told jobs in Q.C. are going to be eliminated and bodyshop and stamping will do their own Q.C.

Where's our Union?

How can our local allow this to happen? One function of a union, maybe the most important, is to uphold seniority. Also, it is essential we fight for more union jobs, not eliminate them. These are cornerstones for a strong union.

Where's our Union?

Look at the Contract, page 2, Article 1.3, 3rd paragraph: "Provide workers a voice in their own destiny in decisions that affect their lives before such decisions are made."

Where's our Union?

Look at the Contract, page 3, Article 1.4: "In performing these responsibilities, the Company will inform the Union about the following matters: . . .Major organizational changes."

Where's our Union?

It sounds to me like our local has performed the act of "Breach of Contract." It could be a class action lawsuit against Local 2244. They take our dues, but they do not force the Company to abide by the Contract. Our union is inconsistent. We are not all treated the same.

Where's our Union?

The problem with NUMMI is the Company can and will get away with whatever, whenever, when it feels the need to violate your civil rights, your constitutional rights, your freedom of speech rights. If I'm not stating facts, look at the lawsuits the Company settles out of Court on. The "hush, hush" rulings. They will pay as long as we keep quiet. What about harassment? All forms. I guess that's just a form of doing business. Oh, yeah, complain. The Union comes out and does their "smoke and mirrors." You show them the Contract. You open it up and point and state "the Contract says." They hear you out, then rebuttal comes: "Oh, you interpreted it wrong." You say, "it says," they say, "well that's not what it means."

Where's our Union?

How can our union be strong when they are divided in two? How can a union rep be a union rep and then jump ship to management's side? It don't work that way. You're either faithful or you're not. You don't be a diehard Raiders fan then decide to go with the 49ers! How come you put partitions up, so no one can see who's selling who out? Don't get me wrong. I don't believe all union members, union reps, are salespeople. We do have good in both caucuses. But we are losing a battle of unity. "United we stand, divided we don't exist." We did get a good retirement in our current Contract, but look who retired: Our Chairman.

Thanks for reading, Mike Mazzuca

No J-1 Jacket If You're Injured

Since we just got our J-1 jackets a Company gift for getting good ratings in the J.D. Power Survey), I thought I'd tell you people about an incident that happened to me.

Since my wife was on LOA (industrial injury) at the time we were asked to give our sizes, I went to Team Member Involvement and I told a lady working there that I'd like to give my wife's jacket size, since she was on LOA. She told me that if my wife didn't come back by the time the jackets were distributed, she wouldn't get one. I said, wait a minute. what do you mean, she don't get one? She said, we have too many people on LOA to give everyone jackets. I said, how come you can't just mail jackets to all the people out on LOA. She said, that would cost too much. I said, these people were here to help achieve this award, but they can't get jackets if they're hurt. She said, that's right. I said, according to FMLA, isn't it against policy to discriminate against an individual for injuries? she said nothing. I said, I guess I'll have to call the Department of Labor, and I walked away.

People! This is sad. But you decide, some people may say, who cares, I got mine. but I say if one union member is cold, we all freeze.

Mike Mazzuca

Don't Turn Against Each Other

If you have been reading "The Barking Dog," then you know there has been a lot of controversy over the role of Team Leaders -- finger-pointing, accusations, and even name-calling. This is exactly what the Company wants: to turn us against one another. Then do as they please screwing Team Members left and right, and we blame each other instead of the Company.

I always tell the people I represent that if someone is doing something wrong, don't blame them, blame the ones who have the power to allow it. when a T/L doesn't want to relieve you to go to the bathroom, don't get mad at him. Get mad at the Group Leader who allows it to happen. When you ask your union what the role of the T/L is and they tell you, ask them to go on record. They won't!! Ask them to file a grievance. You won't get it. From any of them. I think sometimes the T/Ls forget they are union, not management

-- Name withheld out of fear of retribution from the all-powerful T/Ls

Same Policy for Everybody???

On September 24 we got a Company communication titled" Headphones: dangerous and against Company policy." It said, "If a Group Leader or another member of Management observes a team member wearing headphones, using a cell phone, or radio on the production floor during operations, they will request that the items be removed from the Plant." What about the computer games Group Leaders play in the team rooms on production time? What about the personal laptop computers that G/Ls use to do day trading and play the stock market?

What about the cell phones G/Ls and Assistant Managers use? If a team member sees a G/L using these things, does the same policy apply to them, or only to us?

-- Anonymous

Auto Worker Web Site

Check out this web site if you want to know what's happening on the plant floor and to rank-and-file union people:

Quote of the Month:

"Early in life I had learned that if you want something, you had better make some noise." - Malcolm X

A Poem:

Who Would You Rather Have Dinner With?
Dinner I had with Poorlie,
same I did with Richie.
I thought I knew it some
but life teaches us to be caring.
Eating at Poorlie's was satisfying,
so close, so friendly, very real.
Then came dinner at Richie's,
table so big, so much-very few, so unreal.
'Twas an experience,
Real life steams up love
Contempt, the recipe for artificial living.

-- A.M. Young-Harry