Union Millwright Riggers are the BEST !!!!!
" Safety and Quality"
Millwright Ron
We Are The Millwrights
"GODS CHOSEN FEW"
Monday, February 25, 2008
Millwright Apprenticeship Opening
It was announced today, by Millwright Local #1755 Joint Apprenticeship and Training Committee, that a new class of Apprentices will be recruited. Applications will be available on the following dates, times and locations.
Millwright Local 1755
4600 Camden Ave.
Parkersburg, WV
26101
Roger Richards- Service Representative
304-422-1593 office
Millwright Ron
http://www.unionmillwright.com/
Millwright Local 1755
4600 Camden Ave.
Parkersburg, WV
26101
Roger Richards- Service Representative
304-422-1593 office
Millwright Ron
http://www.unionmillwright.com/
Saturday, February 23, 2008
Friday, February 22, 2008
Thursday, February 21, 2008
Monday, February 18, 2008
Saturday, February 16, 2008
U.S. Workers
12% of U.S. workers have a union in their workplace, but 53% of U.S. workers would like one. U.S. Department of Labor, Bureau of Labor Statistics, "Union Members in 2006," Current Population Survey, January 2007. Peter D. Hart Research Associates, December 2006.
Millwright Ron
Friday, February 15, 2008
Thursday, February 14, 2008
Fired ForOrganizing A Union
79% of workers agreed that workers are “very” or “somewhat” likely to be fired for trying to organize a union. Brent Garren, “When the Solution Is the Problem: NLRB Remedies and Organizing Drives,” 51 Labor Law Journal 76, 78; 2000
Millwright Ron
Millwright Ron
Tuesday, February 12, 2008
Toxic People
We have met them in the hallways of our workplaces -- the "toxic" people, poisoning the work environment with their anger or cynicism or excessive criticism of others.
You can identify them since they act as if the only agenda that matters is their own personal agenda, and the only time that counts is theirs. We know them by their rudeness in meetings, or their inability to find the good in any ideas other than their own, or their laser-like ability to find fault without seeming to ever give credit.
The world revolves around them and they are unwilling to really examine the impact of their behavior on others. These people are "toxic" in that their impact on those around them, especially when in critical positions of responsibility, is that they poison trust, trample good will, destroy self-esteem and rot the fabric of teamwork.
They cost industry and government billions of dollars in lost opportunities, re-work, extra sick leave and errors they engender due to the problems in communication, lowered collaboration, mistrust, frustration and fear in their wake.
What gives? Can't they and the powers that be see the effects of their toxicity? Why are they tolerated, and how in the heck did they get to be where they are today?
The answer is that if you were a star producer, or very bright and capable, working hard and getting results then you were often promoted in spite of the way you treated other people or damaged working relationships around you.
After all, we traditionally have measured how long you worked and what you were able to accomplish with little attention on how you helped or hurt the working relationships, trust and collaborative networks around you.
This was poor management and even poorer leadership. In the words of Jack Welch, the recently retired CEO of GE, "We must insist on people keeping their commitments (getting results) as well as those who demonstrate the values (valuing relationship development.)"
He further stated that those who only got the results but damaged relationships consistently were like a cancer in an organization.
Yet, the days of the toxic individual are numbered. There is increasingly less tolerance for their fits of temper or constant criticism or inflated self-importance or disrespectful behavior.
The reasons are two fold. First, as all of us have noticed, the world is changing dramatically. The global marketplace is more dynamic, demanding and less tolerant of mistakes and those who are slow to assimilate lessons or to adapt to changing conditions and customer demands.
Millwright Ron
You can identify them since they act as if the only agenda that matters is their own personal agenda, and the only time that counts is theirs. We know them by their rudeness in meetings, or their inability to find the good in any ideas other than their own, or their laser-like ability to find fault without seeming to ever give credit.
The world revolves around them and they are unwilling to really examine the impact of their behavior on others. These people are "toxic" in that their impact on those around them, especially when in critical positions of responsibility, is that they poison trust, trample good will, destroy self-esteem and rot the fabric of teamwork.
They cost industry and government billions of dollars in lost opportunities, re-work, extra sick leave and errors they engender due to the problems in communication, lowered collaboration, mistrust, frustration and fear in their wake.
What gives? Can't they and the powers that be see the effects of their toxicity? Why are they tolerated, and how in the heck did they get to be where they are today?
The answer is that if you were a star producer, or very bright and capable, working hard and getting results then you were often promoted in spite of the way you treated other people or damaged working relationships around you.
After all, we traditionally have measured how long you worked and what you were able to accomplish with little attention on how you helped or hurt the working relationships, trust and collaborative networks around you.
This was poor management and even poorer leadership. In the words of Jack Welch, the recently retired CEO of GE, "We must insist on people keeping their commitments (getting results) as well as those who demonstrate the values (valuing relationship development.)"
He further stated that those who only got the results but damaged relationships consistently were like a cancer in an organization.
Yet, the days of the toxic individual are numbered. There is increasingly less tolerance for their fits of temper or constant criticism or inflated self-importance or disrespectful behavior.
The reasons are two fold. First, as all of us have noticed, the world is changing dramatically. The global marketplace is more dynamic, demanding and less tolerant of mistakes and those who are slow to assimilate lessons or to adapt to changing conditions and customer demands.
Millwright Ron
Monday, February 11, 2008
It is hard to argue with the facts
It is hard to argue with the facts
U.S. workers who belong to unions earn 30 percent more than non-union workers.
Bureau of Labor Statistics, "Union Members in 2006, Table 2. Median weekly earnings of full-time wage and salary workers by union affiliation and selected characteristics." Current Population Survey, January 2007
U.S. workers who belong to unions earn 30 percent more than non-union workers.
Bureau of Labor Statistics, "Union Members in 2006, Table 2. Median weekly earnings of full-time wage and salary workers by union affiliation and selected characteristics." Current Population Survey, January 2007
Millwright Ron
Know Your Rights
"KNOW YOUR RIGHTS"
The Weingarten Doctrine: "Under the Supreme Courts 1975 Weingarten decision- An employee has a right to Union Representation during an investigatoryinterview that he/she reasonably believes may result in disciplinary action.
The employee must make a clear request for Union Representation and theemployer may grant the request, deny the request and abandon the interview,or allow the employee to choose between continuing the interview withoutUnion Representation, or ending the interview. The employer may not legallydeny the request and continue to ask questions.
The Weingarten Doctrine: "Under the Supreme Courts 1975 Weingarten decision- An employee has a right to Union Representation during an investigatoryinterview that he/she reasonably believes may result in disciplinary action.
The employee must make a clear request for Union Representation and theemployer may grant the request, deny the request and abandon the interview,or allow the employee to choose between continuing the interview withoutUnion Representation, or ending the interview. The employer may not legallydeny the request and continue to ask questions.
Millwright Ron
Thursday, February 07, 2008
Struggling
Employees nationwide are struggling with economic and workload issues: whether a Janitor, Home Care Worker, a a Security Guard, a Nurse, a Police Officer, a Fire Fighter, a Construction Worker, an Office Worker, or any worker who is mistreated in the workplace each day; each are turning to labor unions for organizing.
Millwright Ron
Tuesday, February 05, 2008
Right To Work
In our glorious fight for civil rights, we must guard against being fooled by false slogans, as 'right-to-work.' It provides no 'rights' and no 'works.' Its purpose is to destroy labor unions and the freedom of collective bargaining...
Unity
Millwright Ron
www.unionmillwright.com/
Unity
Millwright Ron
www.unionmillwright.com/
Skilled Work Force
For the Best-Trained, Highest-Skilled Workforce Available Anywhere....Union Millwrights ......The Trade Of All Trades .... GUARANTEED!
Unity
Millwright Ron
Monday, February 04, 2008
Dignity
Labor Unions :
Bring Dignity and Respect.
Unity
Millwright Ron
http://www.unionmillwright.com/
Do It The Wright Way
Bring Dignity and Respect.
Unity
Millwright Ron
http://www.unionmillwright.com/
Do It The Wright Way
Sunday, February 03, 2008
Trade Unions
With all their faults, trade unions have done more for humanity than any other organization of men that ever existed. They have done more for decency, for honesty, for education, for the betterment of the race, for the developing of character in men, than any other association of men.
Unity
Millwright Ron
www.unionmillwright.com
Unity
Millwright Ron
www.unionmillwright.com
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