Steelworkers on strike at Rotek Inc. ...

Steelworkers on strike at Rotek Inc. in Aurora

There are 4998 comments on the story from Jan 18, 2013, titled Steelworkers on strike at Rotek Inc. in Aurora. In it, reports that:

About 120 members of United Steelworkers Local 8565 employed at Rotek Inc. went on strike Friday, January 18, according to a company spokesperson.

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North Ridgeville, OH

#2624 Apr 20, 2013
1) Corporate profit margins just hit another all-time high. Companies are making more per dollar of sales than they ever have before.(And some people are still saying that companies are suffering from "too much regulation" and "too many taxes." Maybe little companies are, but big ones certainly aren't. What they're suffering from is a myopic obsession with short-term profits at the expense of long-term value creation)

2) Wages as a percent of the economy just hit another all-time low. Why are corporate profits so high? One reason is that companies are paying employees less than they ever have as a share of GDP. And that, in turn, is one reason the economy is so weak: Those "wages" are represent spending power for consumers. And consumer spending is "revenue" for other companies. So the profit obsession is actually starving the rest of the economy of revenue growth.

3) Fewer Americans are working than at any time in the past three decades. The other reason corporations are so profitable is that they don't employ as many Americans as they used to. As a result, the employment-to-population ratio has collapsed. We're back at 1980s levels now.

In short, our current obsessed-with-profits philosophy is creating a country of a few million overlords and 300+ million serfs.

That's not what has made America a great country. It's also not what most people think America is supposed to be about.

So we might want to rethink that.

Specifically, we might want to have the goal of our corporations be to create long-term value for all of their constituencies (customers, employees, and shareholders), not just short-term profit for their shareholders.
Dear Truth

Cincinnati, OH

#2625 Apr 21, 2013
Omg...really were did truth go. How will I know anything about unions with out with daily posted. Thank God finally he shut up for at least one day
come on now

United States

#2626 Apr 21, 2013
I just wanna say that i TRUELY hope that Garrett is gonna be OK in the hospital and gets to feeling better, regardless if he'd the truth dude or not. He is a damn good worker, and we should be praying for him right now. Come on guys, we all got our opinions, and that is what they are is, OPINIONS. I myself think we should hold off on the cards til Dr hitler does something. We will make it thru this, no matter the outcome, union or not, and hopefully the drama will be over, and we can get back to being a number one bearing company.

Til next time
come on now

United States

#2627 Apr 21, 2013
I meant garr, not Garrett.

Stupid i phone 4 lol
Billy Hill

Mentor, OH

#2628 Apr 21, 2013
all ya"ll are just bunch of southern hillbillies. inbred and don't know much better. wouldn't know a good thing if it hit you in the head. that's why you lost the civil war. couldn't stick together to defeat the north and can' t stick together to form a union. how you like that TRUTH.
Billy Hill

Mentor, OH

#2629 Apr 21, 2013
THAT'S FOR YOU MARY JANE. you should get back to work if you love your job soooo much and quit posting bull crap. Leave the mary jane alone your dilusional.

Louisville, KY

#2630 Apr 22, 2013
For someone whom doesn't participate in this website, I surely don't welcome all of the personal attacks. I would greatly appreciate it if you would stop.

Louisville, KY

#2631 Apr 24, 2013
Rotek labor dispute in Aurora reaches three-month mark

by MIKE LESKO | REPORTER Published: April 24, 2013 12:00AM

Aurora -- A labor dispute involving members of United Steelworkers Local 8565 employed at Rotek Inc. is entering its fourth month, according to a company spokesperson, and it involves about 120 union members.

Rotek Inc. is a manufacturer of machine elements called slewing bearings. The plant is located at 1400 S. Chillicothe Road. It employs about 300 people.

The most recent labor agreement expired Nov. 1, and Rotek agreed that the union employees could work under the expired agreement while negotiations on a new contract continue, according to Kellie Harris, director of media and communications for ThyssenKrupp of North America.

On Jan. 14, after an impasse, Rotek implemented the terms of its "last, best and final offer," Harris said, and the union elected to set up pickets on Jan. 18.

"A new labor agreement is essential if we are to operate successfully in the future," Harris said. "It is a very fluid situation. We continue to review and take appropriate measures, depending on where we are."

Bill Hyslop, president of Local 8565, said negotiations "have been pretty rough."

"The big thing is, they want a major concession in wages," Hyslop said.

He said insurance is another hurdle in the negotiations.

"Insurance, if you use it, is based on a percentage rather than a set cost," Hyslop said. "It can cost you three times as much as it did before. Prescriptions are where we get hit the hardest. There used to be set amounts. Now, you have a potential of a 600 percent increase in prescription costs."

Harris said the company brought in 20 temporary workers, beginning in January, "to work alongside our salaried staff."

"We've got challenges ahead of us," she said. "If we're going to continue to serve our customers, it has got to be all of us actively participating and helping to overcome these conditions."

Harris said Rotek is trying to bargain in good faith.

"This is a difficult time," Harris said. "The Aurora plant will face a series of difficult choices. Without significant changes at a lower cost, the Aurora site cannot succeed in today's economy. Our primary goal is to resolve this as quickly as possible."

Harris said Rotek had a payroll of $15.4 million last year.

"Basically, our goal is, we want to move forward and get on with our business," she said. "We are trying to work quickly. We are committed to resolving the situation."

Hyslop said the most recent negotiating session took place April 17, and "things came out pretty much the same. We have offered to reduce costs, and they don't want to hear our solutions.

"We want to get back to work," he said. "The longer we're out, it's not a good thing for either side. But you have to protect your income and your right to make that income."

Louisville, KY

#2632 Apr 24, 2013
Rotek labor dispute in Aurora reaches three-month mark

A report full of lies.

We all work for the same guy, who allows this lies to be printed.

Louisville, KY

#2633 Apr 24, 2013
Get the facts!

part 1

Q How does the union work?
A A union is a democratic organization of a majority of the employees in a facility. The basic idea of a union is that by joining together with fellow employees to form a union, workers have a greater ability to improve conditions at the worksite. In other words, "in unity there is strength."

Q What will be in our contract?
A It is for the union employees to decide what to negotiate for. Your co-workers are already talking about many issues that are important to them at union meetings. After you win union recognition, you will select a negotiating committee from among your co-workers. Then, with the assistance of union negotiators, the committee will sit down with management to negotiate a contract.

The law says that both sides must bargain "in good faith" to reach an agreement on wages, benefits, and working conditions. The contract will only take effect after it is approved (ratified) by a majority of the workers.

It is not possible to know exactly what will be in the first contract. Our goal will be to win improvements with each contract.

Q Who runs the union?
A The union is a democratic organization run by the members. Members elect the local officers. You vote on many issues of importance to you. You vote on your contract. Union members elect delegates to national conventions, where delegates elect national officers and vote on major issues affecting the union such as constitutional amendments. The union is the people themselves.

Q Won't it cost the company a lot money if the union comes in?
A In the short run, it's true that unions cost employers more in terms of wages and benefits. But in the long run, that doesn't necessarily hurt the employer. Many unions are good for the employers as well as for the workers.

The reason is simple. With a union there is higher morale, and there is a mechanism for workers to have a voice in how the workplace operates.

Satisfied employees are more productive, and less likely to quit, so there is less turnover. Also, management benefits when it gets input from the workers on how the operation could be run better.

Q Can I be fired for participating in the campaign?
A First of all, the law prohibits any employer from discriminating against people in any way because of their union activity. If an employer does harass or discriminate against a union supporter, the union files a charge with the Labor Board, and prosecutes the employer to the fullest extent.

The best safeguard against the employer harassing anyone is for everybody to stick together and win their union. Without a union, management has a free hand to treat people as they please. But with a union, everyone has the protection of a union contract.

Q What can the union do about favoritism?
A Fairness is the most important part of the union contract. The same rules apply to everyone. If any worker feels that he or she is not being treated fairly, then he or she, of course, still has the opportunity to complain to the supervisor, just like before. But under a union contract, the supervisor or manager no longer has the final say. They are no longer judge and jury. If the worker is not satisfied with the response of the supervisor, the worker can file a grievance.

The first step of a grievance procedure is for the steward to accompany the worker to try to work it out with the supervisor. If the worker is not satisfied, the steward and the employee, with help from the Union Business Manager, can bring the grievance to higher management. If the complaint is not resolved, then the issue can be placed before an outside neutral judge called an arbitrator

Louisville, KY

#2634 Apr 24, 2013
Get the facts!

part 2

Q Management is hinting that we could lose the benefits we now have. Is that true?
A The purpose of forming a union is to win improvements in wages and benefits, not to lose them. We start with what we have and go up. On average, unionized workers earn a third more than non-union workers in wages and benefits. Occasionally in organized facilities workers agree to grant concessions to aid an ailing company, but this comes after years of winning improvements.

The employees vote on whether or not to accept a contract. Would you vote to accept a contract that took away your benefits? Think about it. If having a union meant that the employer could reduce your benefits, why would the employer be fighting the union so hard?

Besides, it is against the law for the employer to retaliate against the union by taking away wages or benefits.

Q What about all those meetings we're having where management talks about the union being bad and corrupt?
A The employer would like you to think that unions are corrupt. The truth is that unions are decent, honest organizations dedicated to improving the lives of working people.

Nothing is perfect, and there have been examples of union officials who have not been honest. But the same is true of government officials and business leaders. There are a few bad apples in any group of people.

Telling you not to vote for a union because there have been some corrupt officials is like telling you never to work for a company because a company official has been corrupt.

Q The employer says the union can't guarantee us anything. Can you?
A The union can guarantee this: that when workers stick together as a union they have more bargaining power and more of a voice than they do as individuals.

When the union wins, you will negotiate a contract with the employer. We can make no promises on what the contract will contain. That is for you to decide when you vote on your contract. We can guarantee that the contract will be legally binding, and the union will make sure the contract is enforced.

Q Management says the union is just after our dues money. Why should we pay money to the union?
A Dues are used to run your union and keep it strong. The dues are divided between the local union and the national union. The money is used to provide expert services to your local union, including negotiators, lawyers, economists, and educators; to pay the salaries of officers and staff, including organizers; to provide newsletters and conferences. The local union's money is used for reimbursing stewards for lost time, for the union hall, and for other expenses of your union.

Did you know that the employer also pays dues to organizations? Employers have their own ''unions" - such as the Chamber of Commerce or the National Association of Manufacturers. They pay for representation-why shouldn't you?

Besides, since when is the company so concerned about your money?

Q How much are Union Dues?
A The dues will depend upon what the local needs to operate efficiently and effectively. However, the dues will be set by you, as a local union, with the exception of the International portion of the dues, which is set and voted by all Local Unions at the International Convention every five (5) years. However, no dues are paid until the majority of workers vote to accept a contract they helped to negotiate. All initiation fees will be waived for members in newly organized units.

Louisville, KY

#2635 Apr 24, 2013
Get the facts!

part 3

Q Management has hinted there will be a strike if we organize.
A Management talks a lot about strikes during an organizing drive. Did they tell you that over 98% of union contracts are settled without a strike? There could only be a strike if the employees vote for the strike. And it's only smart to vote for a strike if you know you can win. The employer doesn't want a strike any more than the workers do, so everyone has an incentive to reach a compromise during bargaining.

Unions have developed a lot of other tactics that can put pressure on management to reach a fair agreement. For example, unions use boycotts or corporate campaigns or community support, rather than necessarily having to resort to striking.

Q How do we go about getting a union here?
A We've already taken the important first steps in forming a union. We've formed a voluntary organizing committee of which many of you are members. This committee was formed to investigate and to inform of the ways that a union may help us. We've held meetings to inform other employees as to what their rights are now and the rights they gain by forming a union.

Now it's all up to us to vote Union and to ask others to vote for their future by VOTING UNION .

Q What does signing the card mean?
A It means you want the union. The card is a commitment of support. And, it gives us the legal support for an open and free union election.

North Ridgeville, OH

#2636 Apr 24, 2013
Why don't we just keep things the way they are. North can be corporate head quarters. South can do all the work. Union brothers can get a lot of fishing in while the weather is nicer.

Louisville, KY

#2637 Apr 24, 2013
Need another reason to form or belong to a union?

Under the employment at will doctrine, the cornerstone of American employment law, in general terms, unless we belong to a protected group, our employer has the right to discipline or terminate, with impunity, us for any reason -- even a bad one -- or for no reason at all. That's why it is sometimes called the fire at will doctrine.

With a collective bargaining agreement, we have rights. Management must have "just cause" for any disciplinary action taken against a union employee. "Just cause" is spelled out in our union contract so that we know exactly what is expected of us.

Louisville, KY

#2638 Apr 24, 2013

Union membership brings many benefits to working people. One of the major benefits includes weekly earnings. The data below show that union workers, on average, made $200 or 30% more per week than nonunion workers in 2007. Furthermore, when breaking it down to both industries and occupational categories, the union difference becomes even clearer.

Weekly Advantage

Union $863

Non Union $663

Difference 30%


Note: In addition to the earnings benefits gained from being unionized, some of the union/nonunion differences may be due to factors such as employee skill level, region of the country, and size of the employer.
Source: U.S. Department of Labor, Bureau of Labor Statistics.

Louisville, KY

#2639 Apr 24, 2013

Union workers are more likely than their nonunion counterparts to receive health care and pension benefits, according to the U.S. Department of Labor. 73 percent of union workers in medium and large establishments had medical care benefits, compared with only 51 percent of nonunion workers. Union workers are also more likely to have retirement and short-term disability benefits.


79% of union workers have pension plans versus 44 percent of nonunion workers. Seventy percent of union workers have defined-benefit retirement coverage, compared with 16 percent of nonunion workers. Defined-benefit plans are federally insured and provide a guaranteed monthly pension amount. They are better for workers than defined-contribution plans, in which the benefit amount depends on how well the underlying investments perform.

Louisville, KY

#2640 Apr 24, 2013

Although 50 percent of union workers have been with their current employers for at least 10 years, only 32 percent of nonunion workers can make the same claim. Union workers have greater job stability, in part because they are more satisfied with their jobs, receive better pay, have better benefits and have access to fair grievance procedures. Even more important, most collective bargaining agreements protect union members from unjust discharge. Nonunion workers are "employees at will" who can be fired at any time for any reason - or for no reason.

Louisville, KY

#2641 Apr 24, 2013

An USW Contract is an agreement between the employer and the employees (us). It sets the wages that will be paid for each job. It lists the holidays and the terms of vacations. It guarantees such things as insurance and pensions. It sets up a system of seniority and provides an orderly plan for settlement of complaints or grievances.

The contract also provides for such things as sick leave, jury duty, funeral leave, military service, hours of work, overtime, safety regulations, conditions of employment and benefits we shall receive.

USW contracts are alike in principle but they vary from plant to plant to suit both local conditions and the desires of the employees.

Akron, OH

#2642 Apr 24, 2013
STFU Garr. Again with this dumb sh!t?

Louisville, KY

#2643 Apr 24, 2013
the main thing is fair compensation for work...

the simple fact is... non-union employees get paid much, much less...

and some union companies have been in business for 80 clearly, it's not driving them out of business...

in short, management can afford to pay workers these prices, and does pay these prices when the workers band together to barter their labor... but won't unless the workers are joined together... they will just pay as little as they can and the average worker has no real clue as to the value or market price of his/her labor...

the comical difference in pay between non-union companies and union companies illustrates that they are still needed today...

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