HOLY SNIKEYS .RING THE BELLS AND ALERT THE MASSES
THE NLRB DEALS A BLOW TO THE WESTERN STATES COUNCIL AND UBC PUNK ORGANIZING AGENDA
ONE OF THEIR TARGETS WAS A COMPANY CALLED JAYS DRYWALL WHO REFUSED TO GIVE THEM A CUT OF THEIR ACTION AND WHOSE EMPLOYEES REFUSED TO GIVE THEM A CUT OF THEIR PAYCHECKS.IT APPEARS JAYS DRYWALL WAS NOT TAKING THEIR CRAP
THIS IS THE ORGANIZE BY ATTEMPTED INTIMIDATION AND EXTORTION AGENDA PURSUED BY PETE RODRIGUEZ,FRANK HAWK AND LOS ANGELES WIMPY KIDS SUCH AS JAVIER SANTIZO
AND CHRIS ALLEN
WHO RAN THEIR MOUTH ON JOB SITE ACTIONS WITH SUCH SCARY THREATS AS
"WE'LL MEET ANYONE OUT ON THE STREET"
"ITS MY JOB NOW MOTHER F....R"
"GET THE F.... OUT OF OUR TOWN"
ALL THIS DESPITE THE NEW WESTERN COUNCIL EST AND SKATER BOY FRANK HAWK
DECLARING IN COURT
"THE SOUTHWEST COUNCIL DOES NOT CONDONE THIS BEHAVIOR"
"HAWK ALSO POINTED OUT THAT THE CARPENTER'S BEHAVIOR WAS "SOMETHING THAT DOESN'T REPRESENT US,AND WE DON'T CONDONE THAT STYLE OF BEHAVIOR"
HEY CHICKEN HAWK SEEMS THE NLRB DOES NOT CONDONE YOUR BS EITHER
IT APPEARS NOT ONLY DID FRANKY HAWK CONDONE THIS BEHAVIOR THERE WAS SOME FREAKY FURY FETISH STUFF GOING ON WITH FRANKY HAWK AT THE JOB ACTION IN SEATTLE
LITTLE TYKES FRANK HAWK WAS ALSO PHOTOGRAPHED STANDING ON A CURB AND RUNNING HIS MOUTH WITHOUT A HARNESS AND FALL PROTECTION WHICH IS A CLEAR OSHA VIOLATION
THINGS APPEAR TO BE LOOKING UP AT THE CORRUPT NLRB
NOW THAT THE UNION BOUGHT AND PAID FOR SELL OUT JENNIFER ABRUZZO IS OUT AND AT HER NEW JOB PICKING UP DOG SHYTE IN THE PARK PERHAPS NOW ALL WORKERS WILL BE PROTECTED EQUALLY FROM CORRUPT EMPLOYERS AND CORRUPT UNION CRIMINAL SYNDICATES LIKE THE UBC
THAT IS OF COURSE AFTER THE SHUT DOWN.THE NLRB WEB SITE DECLARES IT IS CLOSED DUE TO LACK OF FUNDING
17 comments:
At least they are trying to organize instead of enforcing diversity requirements that have nothing to do with theCBA like they do in Boston
Haaaaaaa!!!!
The hawk needs a safety harness when standing near a curb because he’s such a short little turd!!!
I tried to get some case documents regarding the MUP EAS case and couldn’t do it due to the shut down.
How do we shut down the NYC MUP program?
Per the NLRB lawyer in the Roy Ernst case all a NYC member has to do is a file a charge and it is a done deal .Even if they are open the NLRB site is biased and will force you to file a FOIL request. Anything in favor of a Union is available on the site and anything against a Union they will make you FOIL. You will find documents here https://brothermikemccarron.blogspot.com/search?q=Ernst
Further if you go for it understand in advance they are going to try and say that the consent court mandates it.That is BS.The consent court and quick draw Marerro cannot mandate anything that violates your rights under the NLRA or LMRDA. This is big time money maker and control device for these rats and they will fight hard. They took the 100% mobility fight all the way to the 2nd circuit and lost at all levels. In the end they ignored the rulings and you will have to force them hard
I would think that an EAS member that works in the territory of NYC should have standing to challenge the NYC MUP scam if the EAS member is told he has to pay the fine or be suspended. I know a ton of guys besides myself that work in NYC’s territory and pay the MUP fine/assement because they think they will be suspended if they don’t pay it.
I just throw the fishing scam notices in the trash but it’s getting old and I’d like to see this program shut down and the council forced to pay the money back. That would be a big number, based on how long they have been running this scam I think they have stolen at least a million dollars or more from members.
Probably 15 years ago on a job in upstate New York, after having members threatened with fines in NYC, I emptied the job of New York City members and gave them all two days. MUP needless to say the fines went away.
As soon as I got the letter I re-read the Roy Ernst vs EAS case settlement notice and also figured that notice from NYC isn’t worth the paper it’s printed on.
I’m gonna mail them a copy of that settlement just for the fun of it!!
Thanks for the clarification!!
"I would think that an EAS member that works in the territory of NYC should have standing to challenge the NYC MUP scam" Agreed 100%. Just to clarify.
(1)they try to get around it saying it is not a fine it is an assessment. The NLRB ruled BS it is a fine.
(2) Their only power is to refuse to accept your dues if you refuse to pay it or to participate, rule you not in good standing after 3 months,remove you from the membership list after 6 months and try get you fired for no longer being a member. The NLRB ruled the Union can say whatever they want BUT they cannot refuse to take your dues if you “refrain from participating as is your right under Section 7 of the NLRA “Section 7 of the NLRA explicitly grants employees the right to refrain from union activities” Since they cannot refuse your dues they cannot declare you not in good standing after 3 months and cannot remove you after 6 months. Further they can NEVER have you fired from your job for Union non membership. In other situations and at all times they must allow you to continue as an agency fee payer paying only minimum dues.
Also notice the 45Q part in one notice that also declares "we will tell all councils" they CANNOT force members to pay a fine or not accept dues. So the NYC council already knows and are willfully violating the NLRB order. In my opinion that’s a whole different ball game to pursue such as a cease and desist letter now and a Federal court case for failure to comply with the NLRB if they refuse.
Union representatives are generally not considered “exempt employees” under the U.S. Department of Labor’s (DOL) Fair Labor Standards Act (FLSA) because their job duties do not meet the specific exemption criteria for executive, administrative, or professional employees.
Here’s a breakdown of why:
1. The FLSA Definition of “Exempt”
To qualify as exempt, an employee must meet both:
The salary test (paid at least $684 per week on a salary basis), and
The duties test, meaning their primary job responsibilities must involve high-level executive, administrative, or professional functions.
Exempt employees are typically managers or specialists with independent authority and discretion — not line or field staff who follow established procedures or perform representational work.
2. Union Representatives’ Primary Duties
Union representatives (business agents, field reps, organizers, etc.) usually:
Represent workers in grievances, arbitrations, and negotiations.
Enforce contracts and ensure employer compliance.
Visit job sites, gather facts, and meet with members.
Follow established union policy and leadership directives, rather than exercising independent corporate management authority.
These are representational and advocacy functions, not executive or administrative control of a business operation.
3. The “Administrative Exemption” Fails
The administrative exemption applies only if the employee:
Performs office or nonmanual work related to management or general business operations of the employer or its customers, and
Exercises discretion and independent judgment on matters of significance.
Union representatives generally:
Work on behalf of members, not “customers” in the business sense.
Operate under established procedures and collective bargaining agreements, with limited independent discretion.
Therefore, they fail the duties test for administrative exemption.
4. The “Executive Exemption” Fails
The executive exemption applies to those who:
Supervise two or more employees, and
Have authority over hiring/firing or significant management decisions.
Most union reps:
Do not manage staff; instead, they represent rank-and-file members.
Report to elected officers or executive boards.
Thus, they do not meet the executive exemption either.
5. Result: They Are “Non-Exempt”
Because union representatives:
Perform representational, investigatory, and advocacy work, and
Lack independent executive or administrative authority,
they are non-exempt under the FLSA, meaning they are entitled to:
Overtime pay for hours worked over 40 per week,
Record-keeping protections, and
Coverage under other wage-and-hour rules.
How about the EAS giving MUP to Doug’s Vegas golf outings. Is that still going on? 10 G a year.
The MUP program was replaced by the UCan program. I’m not sure if that program is funded by an assessment from a members gross wages. But I can’t imagine using such funds to golf in Vegas as online with that programs purpose. Though who knows what’s permissible because I’ve never seen any written guidelines regarding the MAP program or the MUP program.
I think it’s 10 cents per hour but not sure. And yes I can see them paying for a golf outing in Vegas if Frank tells them so.
I remember a couple years ago when Hand and Troy were still on staff, Troy told him to pay for a UBC golf outing in Vegas from the MAP or MUP funds. It was at least $15k to pay for all the costs to go. And they took a payday to play golf. But hey it’s OPM so why not???
What are you saying, Union reps do not get overtime?
Huh??
Back in the day they got OT and I’m sure they do today as well. But in reality they don’t actually perform any work so any pay they receive should be considered premium pay!!
That’s just insane how they get away with all this sh!t. I laugh how they would go after contractors and look at all the “allegedly “ illegal sh!t they do.
All the reps for Western states are salary.
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