On 2012-11-20 19:09, Slide wrote:
Ha! The article is saying that unions were the demise of the LOOM industry!! LOL. Ever heard of the term Luddite?!

On 2012-11-20 17:55, Slide wrote:
"Do you believe that the employees should dictate scheduling and job duties."

Well, if you are a manager who ignores their employee's scheduling and job duty concerns, you are not much of a manager. Recently my girlfriend, who works retail, said she no longer wants to work past 9pm. The manager agreed. Then the manager poster her to work to 11:30pm. My girlfriend quit. My girlfriend is very well liked and the expert in her department. Her sales are always twice what other peoples sales are for her area. When she quit, the other employees started handing in their resignations. The manager begged her to come back and gave her exactly what she wanted.

If you ignore your employees, you are not going to be in business for long.

On 2012-11-20 21:24, Payne wrote:

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On 2012-11-20 20:26, FatHatter wrote:

So I repeat:
Isn't the linchpin of a union the ability to stop others from taking the jobs their members walked out on?

No, the linchpin of a union is the ability to represent its membership and provide them with the best negotiated contract it can. As well as to protect its memberships positions and give them an avenue to pursue and rectify grievances. It empowers the employees of a company and allows their voice to be heard. One of its powers is calling a strike. Not just of the employees in the company they are having labor difficulties with. But any other union shop that has dealings with the company. Other union members would support the striking workers by refusing to cross the picket lines. Thus Wal-Mart, to use an example, would find its store running out of merchandise as Longshoremen and Teamsters would refuse to off load or ship their merchandise. They could also call strikes at other related union shops in an attempt to pressure the company into fair and equitable negotiations. There isn't a single linchpin, but a toobox of many tactics.

On 2012-11-21 14:13, FatHatter wrote:

So in addition to stopping someone else from working a job they choose not to, they also have others that will deny a business goods and services the business has agreed to pay for? Are there any constructive tactics used or only threats and violence?

On 2012-11-21 15:15, Payne wrote:

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On 2012-11-21 14:13, FatHatter wrote:

So in addition to stopping someone else from working a job they choose not to, they also have others that will deny a business goods and services the business has agreed to pay for? Are there any constructive tactics used or only threats and violence?

Whatever it takes to stick it to the man

On 2012-11-21 23:11, acesover wrote:

I know I want to hire these people after they leave Wal Mart. They sound like great employees to me. They will really help my company. Sigm them up with all kind of benefits and vacation days and throw in a bonus because I see how well they treated their last employer. Start them at $25 per hour.

On 2012-11-21 23:31, Payne wrote:

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On 2012-11-21 23:11, acesover wrote:

I know I want to hire these people after they leave Wal Mart. They sound like great employees to me. They will really help my company. Sigm them up with all kind of benefits and vacation days and throw in a bonus because I see how well they treated their last employer. Start them at $25 per hour.

If only Wal-Mart was as generous an employer as you seem to be. You recognise the value of your employees and see that are people, not just entries on a spread sheet. So you see the value that they bring to your business and reward them accordingly. You treat them as stakeholders in your company not just a commodity that can be discarded and and abused. Wal-Mart could learn much from your generosity and progressive views. If only they had adopten them. They wouldn't be havig the difficulty they are currently having with their employees.

On 2012-11-22 01:31, LobowolfXXX wrote:

Apparently more generous to their employees than any other employer in their area, or those employees wouldn't choose to work at Walmart.

On 2012-11-21 02:18, acesover wrote:
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On 2012-11-20 17:55, Slide wrote:
"Do you believe that the employees should dictate scheduling and job duties."

Well, if you are a manager who ignores their employee's scheduling and job duty concerns, you are not much of a manager. Recently my girlfriend, who works retail, said she no longer wants to work past 9pm. The manager agreed. Then the manager poster her to work to 11:30pm. My girlfriend quit. My girlfriend is very well liked and the expert in her department. Her sales are always twice what other peoples sales are for her area. When she quit, the other employees started handing in their resignations. The manager begged her to come back and gave her exactly what she wanted.

If you ignore your employees, you are not going to be in business for long.

If you let the employees do the scheduling and set the job duties you are not needed as a manager. It is a two edged sword. You talking about a sales girl as opposed to a stock girl or a cashier. They are two completely different concepts. There are no sales people in Wal Marat. Wal Mart is a mass merchandiser there is no selling involved for 99.99% of their sales. If you want it you buy it. There is no selling up, or add on sales. Wal Mart is not that kind of store. If where your girlfriend worked is a sales oriented store that is different. You are referring to sales people not stock girls or guys or cashiers.

Why did the other employees hand in their resignation because of what happened to your girlfriend? That part I do not understand.

As you say if you ignore your employees you are not going to be in business long but if you ignore your custsomers you will not be in business at all. they need to see stocked shelves and they want fast check outa and clean stores. thatis what the employees of Wal Martr get paid for not to make management decisions or set their own scchedules. They can give what hours they can work and if needed they will be hired and if not they won't be hired. I agree with you if an employee says on her application they cannot work certain hours or days and are scheduled for those hours there is definitely a breakdown in management and it is not the employees fault. If you say you cannot work on Sat and I need a person for Sat I do not hire you. It is not rocket science. I am sure there are some managers who are for lack of a better word dicks, but I do not believe that is the rule but rather the exception and I am sure at times some managers will ask a person if they can do a favor by working on a certain shift or day. As they say one hand washes the other. But no matter what you do, you do not let the employees set their own schedules. As a manager you must schedule according to store needs and traffic and what needs to be accomplished and when it needs to be accomplished.

On 2012-11-22 01:54, Payne wrote:
In some areas they have little choice as Wal-Mart is the major employer in the region. The few people that I know who work for Wal-Mart only do so because there are no other jobs to be had in the area. They would quit if they could. But there is no place else to go and no other jobs available.