eee te ee Le ee Oe ee eed
Current Events In My Section :
Spenasenes:
+)
ere ee Dee a
Does G.E. Do Right” Waluntarily .
hy Allen By
Townsend
Asst. to Busin Agent
The question as to whether the
Company dows right voluntarily ly
ils worker's is being asked frequent-
ly these days by the wives and"
familiés of the workers who will
‘draw only three days pay for last
week,
Some time ago the Company
nolified the Union that Washing-
ton’s Birthday which was falling
on Saturday this year would be’
celebrated on Friday of that week.
They stated they were doing this»
sv ag to follow the school system of
celebrating Washington’s Birthday
on Friday. At that time strong
protests were lodged with the Com-
pany, complaining about the day’s
loss of pay. The Union Office’s
position was that it was unneces-
sary to take Friday off since Wash-
ington’s Birthday fell on a Satur-
day, These protests fell on deaf
ears and the Company remained
firmein their position.
Following this, due tu the snow
storm oof dast week, the first shift
workers were notified not to report
to work, “At this time he Company
was immediately contacted. Tt was
pointed out to them thai instead of
one day, two days would be Tost
that week. We requested that due
to this, the workers losing Monday
be «allowed to work on Friday, This
request again ‘was ‘turned down by
the Company. A grievance was
filedand a meeting was held ut the
step two devel last Thursday. The
Compuny ‘stated at this meeting
that it was too late now to change
their plans. The fact sti) remains
that the Company was contacted
on the night of the blizzard and
chad plenty of time to change the
holiday back to Saturday. We feel
&
that this shows a very definite lack
of concern hy the Company for the
welfare of its eniployees.
TUES Local 3017 handles thou-
sands of grievances at all levels
cach year. hese are just a few
examples of cases, not settled al
steward-foreman level, ta be proc-
essed at management level,
Bldg. 273: The group under Shop
Steward H. Podell fee! that if an
employee has tédJose a day's work
heeause of working Sunday, that
day should be a-straight time and .
not a premium diy.
Bldg, 273: The group under Shop
Steward W. McColl are probes ine
the layout of exciter bases
moved fronrits present ¢l
tion to ereetion dlassificaition.
Bldg. 285: The group under Shop
Steward P. Sipone are protesting
the Company vremoving i piece
work voucher from a job. . They
feck that the Company’ ‘should con-
~ tinue payment for this job as it,
wis done in the past.
Bldg. 60: The. groupeunder Shop
Steward J. Saccocio request pay-
ment for repairing welds. They
are producing normal welds and
Quality Control demands perfect
welds whieh under shop conditions
Conference Board Report
(Continued from Page 1)
7. Area and Sex Wage Differentials
‘
os
This is also a problem which affects the question of security very greatly. Area wage
differentials have become a feature of G.E, with differentials in wages amounting to 60¢ or
more between workers in two plants doing the same type of ‘work.
Where such differentials exist there is a tendency of employers to move work from the
higher paid to the lower paid plants, therefore promoting employment insecuiity in the older
plants.
An agreement should be made in these negotiations to make a start in 1958 and to pro-
gressively » over a reasonable period of time establish the principle that’ a person will be paid
for what he does and not where he does it. .—.
The same problem exists with regard to sex differentials. Where a person is paid a
smaller wage because of his or her sex, that tends to increase the insecurity of people of the
other sex. The problem is especially acute in the lamp plants. In some cases the most skilled:
female worker gets a wage either lower or barely equal to that of the male laborer. This is
contrary to all engineering and job evaluation principles.
We say equal pay for equal work.
8. Reduction in Hours of Work .
Employers _ who had cried out against labor’s program for reduction of hours of work are
now engaging in.that program themselves. However, there is one important difference —- the
employer program is one of “Share the misery”. Millions of workers today are on shori. work
weeks, with reduction in their weekly pay. In 26 IUE plants, hours of work are fewer than 40
hotirs a week,
However, labor wants the reduction of hours of work because there has beeik-a growing
surplus of labor, even during periods of prosperity, brought about by increases in ‘produe-
tivity. Evidently productivity increased in the GE. Chain by at least 6°.
The program of G.E. will mean either a stagnant | or declining labor force especially in the
older plants. ~
Our program calls for one of a carefully worked out reduction of hours of work without
“reduction in weekly or yearly pay.
We do not propose here any fixed method for such a reduction. It can come in increases
in holidays and vacations, long weekends, and’ reduction in daily or weekly hours.
Employers have met this program of labor by wild denunciations of “tremendous costs”,
how it would “bankrupt industries’, “promote idleness’’, “moonlighting” and so on.
However, it should be recalled that the same arguments have been made when the ques-
tion concerned reduction from 14 to 12 to 8 hours a day. : .
neither the men or welding experts
can consistently produce.
Bldg. 273: The group under Shoy
Steward R. Hamilton feel that ade-
quate time has elapsed and the
Company now should be ready too
establish prices in the Asse nD
and Conneet Group,
Bldg, 273: Anthony R. fTiupes who
wor ks in Shop Steward J. Sicking-
er’s group is protesting the viola-
tion of past practices when he was
not offered the new machine which
will affect the work which has been
assigned to him in the past. !
Bldg. 49: The group under Shop
Steward R, Bieling ‘are protesting
the position taken by Gas Turbin
management in designating a cer-
tain period of the year as the only
time vacations will be . allowed.
They feel that they should he able
to tuke their vacations us) they
have in the, past. *
Bldg. 2738: Stanley Jarek who
works in Shop Steward J. Nichols’
group is requesting au oweek'’s ¢x-
tension on break-in as he was not
able to veeeive proper instructions
due to a lack of work situation.
Bldg. 273: The group under Shop
Steward E, Trzeciak feel that the
pricing table for Heald and Blanch-
ard Grinders should be simplified
“and the table explained to the op-
cralors.
Bldg. 49: The group under Shop
Steward B. Sharmose fecl that or,
exhaust system is inadequate ang
the employees are forced to work at
in an area which has a great deal
of metal dust in the air, We re-
quest un adequate exhaust system |
to climinate this hazard and a joint
inspection with the safety cnginecr
from central management present,
Bldg. 49: The group under Shop
Steward W. Gage ‘do not agree with
Gas Turbine supervision who in-
terpret Article XXVI of the Union-
Company Agreement to ‘mean that
a man should do anything a fore-
man asks. They [eel that good
judgment should prevail and not 2
blanket statement which the Com-
pany applies in all matters.
Bldg. 49: The group under Shop
Steward E. Meskutovecs ure pro-
testing the farming out of work to,. se
outside vendors that could be dong
in the Schenectady plant as theré
is a serious lack of work affecting
employces with lengthy service.
Bldg. 49: The group under Shop
Steward-B. Sharmose feel that the
Company should live upto” the
agreement made that the Pratt &
Whitney Polishing Machine would
go on piece work us soon as possi-
ble. They feel that this has not
heen done and request that this
agreement be kept
Vice Prasident. :---John Shambo
Treasurer Gerald O'Drien
Recording Secretary... ~-Latry Gabo
Ass't Recarding Sacrotary..-Michael Rakvica
Chief Shop Steward Vincent Dilorenro
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Vol. 4 —No. 27° The Voice eof GE Workers, Local 301, Schenectady, N.Y. - March 14, 1958
Officers Recommendation Approved by Executive Board
At a meeting held on March 10th, 1958, the Officers of Local 301 éxpressed grave concern over the
"position of the Company in threatening Union representatives and members of our Union. .The threaten-
ing tones of the Company at some recent meetings seem to indicate that department managers are being °
told to follow a pattern of intimidation.
The recommendation of the Officers which was approved by the Executive Board is as follows:
“That if any Steward, Board Member or Officer.of Local « 301 is penalized i in any way while performing their duties,
immediate action will be taken. Any penalty against a member will also be handled in the same manner.
The membership on March 17th, will be asked to approve of this motion. Local management must
recognize the fact that their blue letter campaign’and daily propaganda will not be swallowed by the
__members of the Union. The leaders of Local 301 would like to see more good bargaining done in the future
Cyn the part of local management. There is grave doubt that true.collective bargaining is going on when’
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IUE-ClIO LOCAL 301 NEWS &
OFFICIAL ORGAN OF LOCAL 301,
REPRESENTING SCHENECTADY °°
GE WORKERS
ote 2
Published by the Editorial Commmitioe
President Harry Williams
41 cases are on the agenda for the N. Y. Level meeting this month,
The membership of Local.301 is faced with some very
basic problems created by the managers of three large depart-
ments,
‘A recent case in L.M. & G. refers to a letter received by
the Union office which states that the company will discipline
members of the union who do not report for work-when called
even though the group is on weekly rotation schedule. This_
position of the company is contrary to a long standing practice
of working out a rotation schedule of worle whereby the em- -
ployees would receive the benefits of the Unemployment In-
surance Law. The letter also stated that the Erectors in this
case had gotten some ill-considered advice from their shop
steward. This is certainly not the truth. °The Erectors feel
they do not have to be on a 24°Hour notice to return to work
whenever the company arbitrarily decides they are needed
even if only for one day. This case will be discussed on.the
N. ¥. Level on 3-13-58. The members of Local 301 will be
notified of the disposition of this case. At that time full de-
tails of this case will be reviewed.
Another case which is going to be discussed on the N. Y.
Level on 3-13-58 is the position of Gas Turbine management
that their employees must work out of classification if told to
by their foreman. There is much more to this case than ap-
pears on the surface. On Jan. 30th, a ‘Dear Fellow Employee”
blue letter was issued to the employees in Gas Turbine. On
Jan, 31st, another “Dear Fellow Employee” blue letter was
. fares Both letters charged union representatives with inter-
ering with a new plan the company was instituting. ‘On Feb.
“5th, a third blue letter was given to employees but this time it
was not headed with “Dear Fellow Employee”. Maybe because
this was a letter threatening discharge to employees and there-
fore the employees ‘were not to be considered “Dear Fellows’?
A mééting was held on this problem and the union stated its
position as to any pressure from the company against union
representatives or members. We hope it is very clear to central
management as well as the department, managers that the
members of Local 301 will not stand for this sort of thing:
Our members as well as the community must,be told of these’
recent moves on the part of Schenectady G.E. to goerce and
intimidate both members and representatives of fur union.
This leads up to the problem created by Steam 'Purbine Man-
agement.
Board Member in Steam Torbine has been threatened
with cischarge. The company contends he told a union mem- *
ber nt to work overtime. We do not have compulsory over-
time i. our contract and the G.E. Co. is well aware of this fact.
They may think that by threats of this kind they can.muzzle
our tnion representatives but they are sadly mistaken. Our
union members are doing the company a favor by working
overtime for.them and it should be appreciated as such. A
meeting was held in Steam Turbine and it is hoped that the
position the union is taking on this‘threat is very clear. These
three cases seem to be all‘of the same pattern, If the Sche-
nectady managers are getting their direction from some higher
authority the leaders of Local 301 believe they should look
things over very clearly before they act.
It must also be pointed out to the membership at this —
time that 18 cases on placement are to be discussed in N. Y. on
3-13-58, The proper placing of some members is becoming a
problem which must be resolved. The membership and. com-
munity are. going to be informed as to the position of "New
York on these also.
Under our Contract our members have plant wide senior-
ity rights. The company at this point is using every technical-
ity they can, not to allow’ the longer service employees to re-
place shorter service people. Our Supplement clearly states
how the longer service people should be placed. These cases
‘should be settled at the second level-of the grievance proced-
ure. The company is only asking for trouble by forcing the
union to go to the third step. The answer to some of the place-
ment problems is that the company has no moral obligation
only a contractual one, This the union wholeheartedly dis-
agrees with.
a’
df there is one thing that can be ;
said for the Schenectady daily pa-
pers it is that they don’t cry de-
pression and cause one. In fact
reading the daily papers, a person
would not even realize that there is
a Jack of work condition ‘in the
Schenectady Genera] Electric Plant.
During the month of February,
the General Electric laid off for. a
lack of work 252 employees and
using the figures quoted in the G.E.
Schenectady News of gross earn-
ings of $115.00 a week, it means
that $28,980.00 was lost in pur-
chasing power in the Schenectady
area,
The employees who work in the
plant have been patiently waiting
for the elected representatives of
the people .to raise their voices in
their behalf, protesting the ship-
ping out of divisions and the farm-’
ing out of work done by Schenec-
- tady employees.
“Perhaps the daily newspapers
and our various elected representa-
tives’ and various community or-
ganizations believe that if nothing
is said about layoffs or jobs being
moved from Schenectady, it will
not happen. I am suyé that if there
had been a work stoppage involv-
ing 252 members for a month,
there would be banner headlines
proclaiming this to the public. |
As much as I hate to disillusion
anyone who is that naive ag to be-
rapt ,
a ky
lieve the General Electric propa-
ganda line that whatever jobs are
lost by Schenectady General. Elec-
tric will ultimately be to Schenec-
tady’s advantage, the fact is that
G.E. is growing’ steadily larger
nationwide while the size of the
Schenectady plant is decreasing.
We wish that small businessmen
in the Schenectady area and those
employees who have lost their jobs
due.to General Electric’s runaway
program for higher profits would
join forces and start to ask when
will ‘the community realize that
Schenectady’s economy cannot
stand many more February 1958
Idsses of $28,980.00 in purchasing
power and still exist as a solvent
community:
NOTIC eg
Pensioners
Meeting
Wed., March 19, 1958
2:00 P.M.
“UNION AUDITORIUUM
121 Erie Blvd.
Workers Pay High Price for
'Right-to-Work’
Here are the latest official Labor Department figures showing
average hourly factory wages in June, 1957 in different “pairs” of
neighbor States: —
WAGES IN ‘RIGHT-'TO-WORK?
STATES WITH NO UNION SHOP
Virginia, $1.61 oo
. Tennessee, $1.65 ...
Mississippi, $1.40 ....
Arkansas, $1.46 ..
Texas, $2.04 ....
Towa, $2.05 ...
Nebraska, $1.87 ..
South Dakota, $1.79 ...
North Dakota, $1.82
Utahy $2.25 cnn
Nevada, $2.58 ..
Arizona, $2.25 ...
Of these 12 pairs of States, only
one “right-to-work” State—Nevada
—has higher average wages than
its neighboring free union State.
Why should that be? Unionists
know the answer well: Where-un-
ions are free and strong, wages
rise. Where unions are hampered
and weak, wages lag.
Six States with “sght-to-worle? |
laws have been omitted from these
WAGES IN NEIGHBOR
STATES PERMITTING
FREE UNIONISM
..West Virginia, $2.10
Kentucky, $1.98
. Louisiana, $1.94
..Missouri, $1.98
«New Mexico, $2.19
.ALlinois, $2.19
Kansas, $2.08
Minnesota, $2.08
Montana, $2.21
Wyoming, $2.40
Idaho, $2.10 ;
California, $2.33
comparisons: Five of them—Ala-
» bama, Florida, Georgia, North Car-
olina and South Carolina—have no
free unionism neighbor States. In
all of these States, average wages
are low, ranging from -$1.44- to
$1.77 last June, The sixth omitted
State, Indiana, passed its wreck
law only last year, There hasn’t
yet been time to measure that law’s
effect. on Indiana wages,
Our 1958
Negotiations —
‘As one condition for signing the
agreement with G.E. in 1955, we
insisted that provision be made for
. full negotiations on the question of
_ Employment, Security. .
The. present contract provides
that: Upon written notice from the
Union to the Company not more
than 60 days ‘and not less than 30
days prior to Sept. 30, 1958, col-
lective bargaining * negotiations
shall commence between the par-
“ties on Sept, 1, 1958, for the pur-
_posé-:of considering proposals for
contracting with regards to em-
ployment security which may be
submitted by either the Union or
the Company. If no agreement is
reached’ thereon by Oct. 1, 1958,
the Union and its Locals shall have
the right to strike.
This language is perfectly clear.
’ Contrary to the impression "that
G.I. steadily tries to create, this
contract ‘deals with “collective bar-
guining negotiations”. It says noth-
ing about “conversations”, “discus-
sions”, or a-“review”,
Further, the contract: refers to
“Any Question directly relating to
employment security”. It does not
‘limit negotiations to the guaran-
teed annual wage or SUB in their
various forms.
Finally, the contract provides for
the right to strike “if no agree-
ment is reached by Oct. 1, 1958”.
At the time that we made the
demand for this type of negotia-
tions, we were informed by G.E.
officials that the only problem of
unemployment was some queer
fears in the minds of a few. mem-
bers of the Negotiating Committee,
and in reality there was nothing to
be concerned about.
In view of the present recurrence
of unemployment, we see how right
we were to insist that provisions
be made to deal with the problem
by full negotiations.
NOTICE
MEMBERSHIP
~ MEETING
2nd Shift—1:00 p.m.
“Ist and 3rd Shifts—7:30 p.m.
Report of Committees
. Regular Order of. Business...
Union Auditorium
121 Erie Blvd.
Violation of -
Seniority by Tube
Management
The following case shows that
Tube Management not only disre- ..
gards seniority but also that they,
Le
think they can break agreemen
~as well. Docket #7798 points out
these facts.” A class “A’).Tube As-
sembler was bumped on 4/30/57; *
at that. time a release date of Sep-
tember 15th, was given as the Com-
pany. said it would require some
time’ to train a woman to replace
her. On September 16th, a griev-
ance was filed, pointing out that
the Company was not living up to
their release date and furthermore
were not. properly instructing na §
replacement: In answering, the
foreman said her replacement was °
not showing progress and he was
moving her to a new job.
After a meeting in the depart-
ment, the Company agreed to up-
grade three Class ‘‘B” Assemblers’
to Class “A” and gave a new re-
lease date of 12/31/57. Needless |
to say, the Company did not live’ ~
up to this release date either,
On January 15th, a N.Y. case-
was filed, and after. reaching N. Y.,
it was brought back to the depart-
ment to see if it could be resolved.
At that time the department would
only give a new release date of,
. z =,
July 11th, 1958. Union represent? “p
tives again talked this case in th
department, pointing out that this
date was unsatisfactory and should
be changed. The Union pointed out.
that the department was in viola-
tion by trying to keep this woman
on the job while longer service
women had left. The Company used
the excuse’ that this woman was
on a job which would not be com-
pleted for months and they needed>
her, If this job and some of the
other jobs that this department
manager says are so highly scien-
tific and involved that it takes
months and months of breaking in,
maybe an evaluating committer.
should look over the whole depart
ment and pay the proper rates for™
this work.
The Union and the people of the
Tube Department are tired of try-
ing to negotiate this case. The case
is being sent to N. Y.-on a viola-
tion by this department. It will
not be brought back without being .
a legally cleared case. The Union
will notify the people involved
when this ease has been to the
tion is,
We are offering our condol-
ences to the family of Herbert
Dietz of Central Bridge who
recently met with a fatal ac-
f cident while working on his
@ job in Bldg. 16.0 ~
Ohess: oe
wo
third step and what the “snes
IVE Local 301 Files Compliance Data New Republican Unemployment Bill —
Still Contains Same Built-In Strike-
The non-Communist affidavits of all EUE Local 301 of-
ficers and a financial statement as required by Taft-Hartley
have been forwarded to the National Labor -Rélatio
this month. ,
The financial statement: follows:
INTERNATIONAL UNION OF ELECTRICAL, RADIO
AND MACHINE WORKERS 3
AFL-CIO, LOCAL 301
FINANCIAL REPORT FOR YEAR |
« JANUARY 1 TO DECEMBER 31, 1957
INCOME:
Dues and Initiation Fees $560,962.58
Administrative Income for Services _
‘to. wholly owned building Corp... 9,719.77
Interest Income
Miscellaneous
$571,476.92
National Per Capita ._...__-.... $240,393.00
District. No. 3 Per Capita
State CIO
270,835.75
Income Available for Administration $300,641.17 -
Administrative Expenses
Reimbursement from Time Lost
from Work in Union Activities__$134,643.52
Salaries, Supplies, etc. for Union ;
Grievance Dept. _-
Salaries, Supplies, etc. for Union
Business Office
Rent, Janitor Services, Supplies,
‘“” Machinery, Repairs, Maintenance
and Other General Expenses____
Attorney’s Fees, Secretarial and
Supplies for Aid to injured em-
ployees ; -
Locals Union Newspaper’ (Printing)
Payroll Taxes
Insurance
Cost of Pension Plan for Employees
of the Union
Convention & Conferences
Donations
Special Events Expense
53,963.11
16,107.14
7.599.60
7,744.79
24,560.32
4,659.33
1,844.50
4,460.15
$317,273.37
Net Loss for Year $(—16,632.20)
é
“General Fund Deficit for. 1956
Deficit for 1957—
This Year $16,632.20
Prior Year Unemploy. Ins.
Adjustment 1,101.62 17,733.82
$(—17,829.86)
Total Assets as of Dec. 31, 1957.
Bldg. & Defense Fund*
Less General Fund Deficit _.-
$313,938.63
17,829.86.
Total Surplus. $296,108.77
* Includes wholly owned building corporation (E.U.H. Ine.)
'
IT PAYS TO
BELONG TO THE
UNION
IS YOUR FELLOW
WORKER A
“UNION MEMBER?
"=" Breaking Weapon and Same Penalties
Through the efforts of the State and Local 301 Legislative
Committee, the Republicans have come up with a compromised
unemployment bill: This bill accepts labor's proposal that bene-
fits be $45 for earnings of $90 or more—the 50%. principle—
instead of $100 or more as in the most recently vetoed G.O.P.
bill.
The new bill also reduces slightly:
the increase in tax rates in season-
al industries, but could still be re-
duced, a great deal more.
The built-in strike breaking wea-
pon still remains. Here is how it
would. work. “Under the present
law, an employer ‘must post $10 for
each benefit, claim he challenges,
and, if he wants to appeal further,
he must post the sum of $25 for
each appeal. In some cases, unions
and employers have agreed to’ per-
mit a single case decision to! cover
other similar cases, but these cases
were all voluntary on the part of
the Union.
The bill would permit an em-
ployer—without consulting or get-
ting the union’s agreement, to
block payment of benefits for
months by posting one $10 bill to
protest any: number of claims, and
one sum of $25 to appeal any
number of cases, Thus after work-
ACTION!
re
ers locked out or on strike had
waited the required seven weeks
before getting Unemployment In-
surance benefits, they could be
blocked for many months by an
employer for only $35.
The harsher penalty provisions
still remain. Here is how they
would work: Under the present
Jaw, a worker who quits a joly vol-
untarily or is fired for cause or re-
fuses what the state agency: calls
“a suitable job offer”, has to serve
a waiting period penalty for six
or seven weeks, but he can wipe
out that penalty by getting bona
fide employment. Under the bill
such bona fide employment would
not wipe out the penalty once the
worker applied. for benefits. Re-
gardless of why he later lost his
job, he would have to serve the
penalty., This harsh provision must
be stricken out of the -present, Bill.
ACTION!
Write or telegraph without, delay to your Assembly-
men, Senators, to the leaders of the Republican ma-
jority and to the Governor—stating the reasons for
your opposition to this bill and urging their support
‘of your position—Urge them to back any bill to pro-
vide increased benefits without Crippling Amend-
ments to the law.
PENSIONERS’ NEWS
Some very important issues per-
taining to people on a fixed income
and people close to being pensioned
are to be discussed at the next
pensioners’ gathering. These peo-
ple involved should realize that
words alone never resolve cyery-
thing, A concerted effort on every-
body's part is extrenicly necessary
Here is what one I.U.E, official
had to say in Pittsfield, Mass., at
a mecting of the newly organized
LU.E. Retired Workers of America
Assn, The. official of the LU.E.
stated that G.E. has failed to fol-
low thru on a 1955 promise to vol-
untarily hike pensions for retired
G.I. workers.
Joseph Swire of Washington,
D. C., Director of I,U.E.’s Pension,
Health and Welfare Dept., told a
meeting of G.E. pensioners that the
promise was made orally to J, H.
Callahan, Chairman -of the LU.EJs
G.E. Conference Board and a for-
mer Busines Agent of TUNE. Local
255, :
Swire said the alleged promise
on pension inereases was not writ-
ten into the contract, The 1U.E,
economist substituted for Callahan
as the main speaker and verified
the statement by rectifying it with
Callahan.
Charging G.E. with a breach of
faith, Swire said “they haven't
done it yet’. G.I, he said, has 700
million dollars in its pension fund
and can afford better’ health and
welfare coverage and can afford
larger pensions for retired work-
ers.
Another important point that
should be brought forth is the fact
that Pres. of G.E. Cordiner did’ not
personally answer a letter sent to
him by GELR.W.A. delegates re-
questing him to meet with them to
discuss the inadequate pension and
“hospitalization plan of the G.E. Co,,
and. alse: for ignoring the request
for a meeting,
It was also agreed that no nore
letters be sent to Mr. Cordiner at
this time but that all 1.UJs, Locals
would expose the snub given to the
pensioners,
Tneidentally, the Mayor of Pitts-
field, a Mv, Raymond Haughey, is
a member of Local 255, IUE-CIO, -
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