Will the Teamsters Union "Change to Win"?
The Change to Win Coalition, led by the Service Employees (SEIU) and joined by the Teamsters, United Food and Commercial Workers, UNITE-HERE, the Laborers, Farm Workers, and Carpenters says its purpose is to make organizing the unorganized in each union's "core industries" a major priority. The theme they are putting forward is that current union members can't win good contracts, preserve jobs, or save health benefits or pensions as long as the labor movement keeps shrinking.
As we go to press, James Hoffa is on the verge of taking the Teamsters out of the AFL-CIO. With almost no discussion beyond Hoffa's own staff, on July 20 the General Executive Board gave Hoffa and Tom Keegel the unilateral power to split from the labor federation.
What does this mean for Teamsters?
In the short term, the big split among top labor leaders could lead to more weakness and division, but possibly to new strategies. It may lead to unions trying to lure members from each other (raiding) instead of organizing new members.
Is there anything positive for working Teamsters in this split at the top?
In the bigger picture, the question is whether Hoffa is prepared to apply the principles that he has signed onto by joining the Change to Win Coalition inside the Teamsters union.
After all, only 1 percent of every Teamster dues dollar has gone to help support the AFL-CIO; just $9 million out of $700 million in annual Teamster dues. Hoffa tried to get about $4 million of that rebated back to the Teamsters.
So the real question is, is the $700 million in dues going to protect the future of Teamster members?
With that in mind, Teamsters should take a look at the Change to Win Coalition program, endorsed by James Hoffa and Tom Keegel, and see if we can apply it to the Teamsters union. Here are the key Change to Win planks:
Organize in core industries to build power
This is a central Change to Win theme. The Teamsters union must take on Overnite, DHL, FedEx, and other major targets in our core industries. Some of this has started, but much more needs to be done in trucking, construction, warehousing and food processing. In a July 13 letter to the General Executive Board, Local 805 President Sandy Pope pointed out that the 2002 dues increase added $65 million to the international union’s annual budget, only a small fraction of which is being used for organizing. If we are to Change to Win in the Teamsters, we need to redirect resources now spent on multiple salaries, golf matches and PR into core industry organizing.
Stop the “race to the bottom”
Change to Win says that “affiliates undercutting bargaining standards should suffer penalties.”
This is a good principle for our union. For an important example, see “Carhaul Deals Endanger Contract” on page 7. Local 120 has just signed substandard contracts in direct violation of the national carhaul contract. We could apply the Change to Win program right now to help save the carhaul contract.
Rebates to affiliates that are putting resources into organizing
“Half of what unions now pay to the AFL-CIO should be rebated to unions that have a strategic plan and commitment to organizing in their core industries,” Change to Win says. This model can be applied to the Teamsters union: Locals spending significant money on organizing in Teamster core industries could get a rebate of half the per capita paid to the International. This would enhance the ability of locals to organize as part of a coordinated program to build Teamster power.
Diversity
“The AFL-CIO must make diversity at all levels of the labor movement a central strategic objective, with standards and timetables, including ensuring that the diversity of the membership is reflected in elected leadership,” says Change to Win.
Presently there is one African American, one woman, and no Latinos among the 24 voting members of the General Executive Board.
Clearly, we do need to Change to Win in this area.
The Teamster leadership has embraced the Change to Win program. The next step is a thorough discussion about applying these principles inside our own union, and then using them to build a more powerful and democratic Teamsters union.
All quotes and platform planks are from www.changetowin.org under “Restoring the American Dream.”
Click Here to Read a letter from Sandy Pope, the President of New York Local 805 on this issue
After the Hoffa Split: Forging Alliances Based on Plans, Not Personalities
Local 572, Ralphs Grocery
Los Angeles
The Hoffa Unity Slate is cracking into two. More and more members are seeing that we won’t stop the decline of Teamster power until we change our union’s leadership at the top. Now, even members of Hoffa’s own team are realizing the same thing.Hoffa, the candidate, promised to restore Teamster power.
But when the Hoffa train left the station, his platform stayed behind. Instead of restoring the power, Hoffa has focused on managing the decline of Teamster power. Under this approach, we’re always on the defensive, always making contract givebacks or accepting benefit cuts, never mounting a fight. As Tom Leedham said in a recent speech, “Hoffa isn’t about power, he’s about the illusion of power.” But after seven years, the PR and press releases aren’t cutting it anymore.There’s a lesson to be learned from the unmasking of the weak corporate lawyer behind the Hoffa celebrity mystique. In choosing our next General Executive Board, we can’t make our decision based on promises or personalities. We need to elect leaders with clear plans for building our union’s strength.
In Teamsters for a Democratic Union (TDU), we’re not about personalities or just getting someone different into power. We are about a new direction for the Teamsters. And we’re not alone. Many Teamsters are looking for a new direction, including local officers who supported Hoffa in the past—and former members of Hoffa’s own slate.
The fake Hoffa “unity” of recent years has muzzled any serious discussion about what we need to do to revitalize our union. That discussion is wide open now. We should be looking for common ground with all Teamsters regardless of who they have supported in the past—provided that we can agree on a common vision and plan for the future.
As we chart our course going into the coming election, we should be flexible about alliances but firm on our principles. Those principles include:
• Opposition to the pension and health cuts that the employers pushed on our benefit plans. We will support a leadership with a record and plan to fight to restore and protect Teamster pensions.
• Accountability of pension fund trustees to Teamster members and retirees. Full disclosure to the members, not closed-door deals with employers.
• Leadership to win strong contracts, by tapping rank and file power and using smart strategies to combat union-busting. In 1997 the Teamsters Union mobilized UPS members in a year-long campaign and we won. In 2002-2003 the Hoffa administration never mobilized the ranks. Hoffa claimed to bargain the “best contracts ever” and lied about the benefit cuts those contracts made inevitable.
• Organizing the nonunion competition in Teamster industries. The IBT should provide financial help to local unions that put in place real organizing programs. And we should build on the successful organizing strategies of the 1990s when Teamster members, hired as organizers, reversed the decline in Teamster membership and started to grow our union again.
• End the financial waste and multiple salaries and political patronage. Put funds into programs that build Teamster power, not perks. And put in place a real plan to root out Teamster corruption.
• Promote Teamster membership involvement, through accountability, democracy and respect for all members. Promote a diverse leadership, and involve members of all races and backgrounds in our union structure.
Those of us in TDU will look at leaders who come forward with an open mind. We’ll evaluate leaders based on their commitment to a clear program to build Teamster power. The leaders who will stand and fight for such a program are the right leaders for the future of the union.
Click here: Tom Leedham Campaign for Teamster Presidency Moves Ahead!
Click here: Members Back Tom Leedham Candidacy
Click here: Hoffa 'Dis-Unity' Slate Splits
Click here: Teamster Candidates Will Debate
2004 $100,000 Club Report Findings:
patronage are at an all-time high.
• Hoffa pays multiple salaries to 148 political allies.
• Multiple salaries are up 722 percent under Hoffa.
• A record 119 officials on the International payroll
make $100,000 or more—80 percent get multiple
salaries.
The salary gap is widening between the majority
of local union leaders and a layer of
super-compensated officials—most of whom are on Hoffa's payroll.
• Half of all local union principal officers
make less than $86,000
• Just over 10 percent of principal officers make total
salaries of more than $150,000. Just four percent make
$200,000 or more—80 percent are on Hoffa's payroll
Click here: Patronage or Teamster Power
Click here: $100,000 Club 2005 (Acrobat Reader Required)
Click here: Report Reveals Need for Financial Reform
Click here: Officers' Salaries: A Wide Range
TDU Members Win in Supreme Court
December 5, 2005: TDU members who filed a class action lawsuit against Tyson Foods have won a landmark victory at the Supreme Court that will put millions in the hands of more than 800 meatpacking workers and help tens of thousands of poultry workers win litigation for unpaid wages.
In the first decision of the court under the leadership of Chief Justice John Roberts, the Court cleared the way for 815 Tyson employees to receive $7.3 million in a class action suit originally filed by TDU members in Pasco, Washington in 1998.
In a unanimous decision, the court ruled that workers should be paid for the time it takes them to put on their protective clothing and walk from the locker room to the production line. Previously, Tyson management saved millions of dollars by forcing workers to do this work off the clock.
The case was closely watched by organized labor and big business alike. The victory means that tens of thousands of poultry workers will likely succeed in two nationwide class action cases that are now pending against Tyson.
The Supreme Court victory also paves the way for workers to collect an additional $11.4 million in unpaid wages that they were awarded in 2004 a second class action lawsuit against Tyson. More litigation is expected.
“It took a long time, but it was worth the wait just to show that workers can win when we get together,” said Maria Martinez, a Teamster and TDU leader who was the main organizer behind both lawsuits.Street Heat in D.C.
The following is an interview with Bill Gibson, the President of Local 96 in Washington, D.C.
Why is it important for your local to be involved in this activity?
Basically to help out other locals that are having problems with employers. In turn we expect their help when we have problems. We do that through the Washington metro Central Labor Council (CLC), AFL-CIO and through other community agencies such as the Gray Panthers, ACORN and Jobs with Justice (JwJ). We help them out with their fights and then eventually they’ll help us out if we have problems.
What are examples of your own solidarity work?
What the CLC has here is what they call a street heat. They picket employers who are unwilling to let us organize workers for different locals. The Teamster joint council also does picketing. Another program through the CLC and JwJ is the freedom ride for immigrants. Two years ago our local received a golden picket award from the CLC for the most participation in street heats. I’m pretty proud of that.
What basic suggestions would you have for other Teamsters who are interested in getting involved in their areas?
If they have an active CLC in their area to participate in, do that. And if they look around they will find plenty of groups that are trying to work in the community to improve it. Organizations like ACORN and JwJ are nationwide. Even if your local refuses to get active, you may be able to go around the local and work with groups directly.
See these related Articles:
Building Solidarity Beyond Your Work Place or Local
LA TDU Solidarity
Vermont Workers’ Center
LA TDU Solidarity
The following is an interview with Frank Halstead, a grocery worker at Ralphs in Los Angeles Local 572.
What are some examples of solidarity, within the IBT and without, that your chapter has been involved in?
Our solidarity work is all within the Teamsters. We have our hands full right here!
Currently we have a project around organizing a contract campaign for the Sysco facility. This has tremendous promise because we have numerous issues to rally around and we have a core group of TDUers who work there.
One important thing to keep in mind is that often solidarity work involves coming into play late in the game. For example, we got involved with the International Window workers (Teamster manufacturing workers) after they had been on strike for three months. Although our TDU chapter did a lot of good work, including a picket of the shareholders meeting, things were too far along and the local union in this case was not willing to do what needed to be done to win.
What basic suggestions would you have for other Teamsters who are interested in getting involved in their areas?
Every project we get involved in we have always been able to count on TDU and fellow reformers for sound advice and strategic suggestions.
It is vital to lead by example. Getting involved to help other workers also helps build credibility for TDU. The more people that see the truth about TDU the less effective the old guard’s attacks and lies will be. We are all human and we will make mistakes. Don't let that possibility prevent you from helping other workers. Your sincere desire to help your fellow workers will shine through and you will make a difference
See these related Articles:
Building Solidarity Beyond Your Work Place or Local
Vermont Workers’ Center
Street Heat in DC
Senate Considering Bill With a Dangerous Provision
Teamster members are taking action now to protect our pensions from dangerous proposed legislation that makes it easier for multi-employer plans to cut retirement benefits.
Your urgent action is needed to contact the leaders of the Senate’s Health Education Labor and Pensions (HELP) Committee — and your Congressional Reps and Senators — to ask them to stand up for our retirement security.
he Red Zone Amendment to the Pension Protection Act would allow troubled pension plans to cut benefits that members have already accrued—and even cut the benefits of Teamsters who have already retired for less than one year.
The Pension Protection Act contains many positive provisions. It is supported by the IBT leadership, as well as UPS. But the dangerous Red Zone Amendment was added at the last minute to the House version of the bill (HR2830). This bill will now be considered by the U.S. Senate. The Act should be passed, but without this amendment.
TDU urges you to contact the Chairman and Ranking Democrat of the Senate HELP Committee to urge them to pass the bill without the Red Zone Amendment.
You can also contact your Senators by email or phone. All the information you need is just a click away.
The Red Zone Amendment threatens guarantees that have protected millions of workers from pension cuts. The anti-cutback provisions of ERISA make it illegal to cut benefits that employees have already accrued. Only future pension accruals can be cut.
We know that once a past gain is given away, it is hard to restore it. Help keep the anti-cutback provisions in ERISA. Tell Congress to pass the pension act without the Red Zone Amendment.
Click Here: to take action to protect your pension by emailing the leaders of the Senate HELP Committee.
Click Here: to download a sample fax to Senator Enzi
Click Here: to download a sample fax to Senator Kennedy
After you contact the leaders of the Senate’s HELP Committee, click below to find out how to contact the senators from your home state.
Click Here: to find out how to contact the senators from your state
Is ‘Full Funding’ the Answer?
The Western Conference Pension Fund has announced a big cut in pension accruals, effective July 1. This cut, if it stands, will seriously diminish pensions of those who retire in the coming years. (By law the fund cannot decrease pension credits already earned.)
Teamsters in the West have formed the Western Teamsters Pension Improvement Committee (WESTPIC) and are calling on the trustees to rescind the cut.
The trustees are insisting that they must have “full funding.” Below are answers to some questions on that issue. For more information, webmaster [at] tdu.org (contact TDU).
Why were our pension benefits cut so drastically?
After several years of record growth, the stock market has been in a cyclical downturn.
As the cycle plays itself out the market will rebound. But, in the meantime, the trustees had to choose between keeping the pension fully funded or maintaining our benefits at the historic minimum level set in 1987 (2 percent per year and 2.65 percent for members with over 20 years in the fund).
The employer trustees wanted to maintain full funding and cut our benefits. Our union trustees gave in to the employers. Thus the drastic cuts.
Don’t I want my pension to be fully funded?
“Fully funded” has a reassuring ring to it. But it’s important to understand what full funding is and who it serves.
Full funding means that if every single employer in the fund were to simultaneously go out of business, the fund would still have enough money to pay every Teamster their vested benefits.
But it is absurd to imagine that would ever happen.
That’s why other Teamster pension funds can and do responsibly assure members’ benefits with funding levels of 75, 80 or 90 percent.
Is there a downside to full funding?
Yes. Because employers want full funding, our pension benefits are being slashed!
Trustees take cyclical market swings into account in their plans. But instead of riding out the latest dip in the market, the trustees have cut our pensions, in the name of full funding.
The market will recover, but our pensions won’t. We will never make up the money we will lose while our accrual rate is slahed.
Concerned?
contact [at] nopensioncuts.org (Contact WESTPIC) at PMB #313, 10611 Canyon Rd. East, Puyallup,Wash. 98373 or at www.nopensioncuts.org. Or webmaster [at] tdu.org (contact TDU) for more information or materials.
Pension Movement Wins on UPS Reciprocity
This will mean earlier retirement and larger monthly checks for many Teamsters who have worked as both part-timers and full-timers at UPS.
Agreement Broken
Central States and the UPS Pension Plan have long had a reciprocity agreement that let members combine years worked in both plans when calculating their retirement benefit.
For example, if a member had 10 credited years as a part-timer in the UPS Plan and 20 credited years as a full-timer in Central States, they could retire with a pro-rated 30-and-out benefit.
The 2002 UPS contract provided that members would be given a full year of pension credit in the UPS Pension Plan for any year in which they had worked over 750 hours as a part-time employee, nine-months credit if they worked between 501 and 749 hours, and three-months credit if they worked between 375 and 500 hours in the year. An age-25 requirement for earning pension credit was also eliminated.
The UPS Pension Plan lived up to this part of the agreement, but the employer and union trustees at Central States refused. Central States said they would not credit members for their part-time years unless the UPS Plan went back to calculating benefits the old way. In other words, they wanted UPS to violate the 2002 contract.
UPS Teamsters who wanted to retire got caught in the crossfire between Central States and UPS. When they would write to ask for an estimate of benefits, instead they would get letters from both sides pointing the finger at one another.
Member Pressure Wins
Some of these Teamsters contacted the Central States Pension Improvement Committee (CSPIC) and TDU.
TDU and CSPIC included these members’ concerns in our movement for pension justice. The publicity generated by TDU and CSPIC - and the threat of legal action - increased the pressure on Central States to settle the matter.
Kevin Bowman, who retired from Cincinnati Local 100 in February, took a leading role in the campaign to get Central States to respect the reciprocity agreement.
Bowman started as a part-timer at UPS when he was 17 years old. He kept at Central States to give him straight answers and pursued his appeals as high as he could with the Central States trustees. He also called on the IBT to intervene and help enforce the contract.
Because of his good work and that of other Teamsters in the pension movement, Bowman will be receiving a big hike in his monthly pension check.
Before the change, his monthly pension check was $2,000. With it, he will now get just under $2,500 a month. Central States also gave him a one-time $2,875 check to cover what they owed him for the months since he retired.
“If it had not been for TDU helping a guy like me make a lot of noise this would not have happened,” says Bowman. “It shows that people going to meetings, throwing money in a bucket, and working together can make a difference.”
Many other UPS Teamsters and their families will also benefit from this win.
“My husband and I fought Central States for almost a year to get the benefits they owe him” says Brenda Kelley, wife of Lexington Local 651 member Jim Kelley. “We filed all our appeals with Central States and even consulted an attorney. But it took getting involved with TDU to win this change. Jim is now looking forward to retirement.”
Central States Teamsters need to bring the same kind of unity and pressure to bear on Central States and the IBT to win back the benefits that were taken from us last November.
Central States Spin
Members of Local 407 received the letter below from their local. It’s a short summary of information provided to the local by the Central States Pension Fund. From the letter, its clear that the CSF is still spinning the numbers—if the fund’s financial situation is improving, isn’t it time to improve Teamster retirees’ financial situation?
Of course spun information is better than none at all. Thanks to member pressure over the last two years, the fund is finally releasing more information to members. Its important for Teamsters to keep informed and learn more about what’s going on with our pension and health and welfare contributions.
Click Here to See the Letter for Yourself