The NLRB Issues Federal Charges Against Interbake Foods
A total of 48 charges/indictments were issued against Weston's Interbake on July 31 by the United States National Labor Relations Board (NLRB). What appears here is a brief description of those charges, which we will be detailing one by one in the days to come.
If the company doesn't settle the 48 charges/indictments issued by the United States National Labor Relations Board Region 5, then they will have to go before a Federal Judge in a Federal Trial set for October 27, 2008 in Winchester, VA.
For a PDF of a flyer explaining the charges, please click here.
Keep checking this site for details of the indictments against Weston's!
*Last Update: October 30, 2008
The company discriminated against the below named employees by taking the following actions:
John Robinson - terminated March 14, 2008
William Keys - issued written warning June 15, 2006
Phillip Underwood - suspended January 9, 2008; terminated January 17, 2008
Connie Nelson - terminated January 23, 2008
Agnes Coburn - issued written warning January 23, 2008
Christina Duval - terminated February 14, 2008
Milo Malcomb - suspended February 23, 2008; terminated February 27, 2008
Clyde Stoval - suspended March 10, 2008; terminated March 12, 2008
In February 2008, plant management coerced employees by prominently displaying the uniform of Milo Malcomb, who had been fired, in order to convey the message that supporters of the union would be discharged.
In his office in February 2008, Nick Kanter (plant manager from April 2007 - present), created the impression of surveillance by telling employees that he heard about the union meeting at the hotel and then recalling specific details about the meeting.
In January 2008, Janet Anderson (resource leader) told employees at a cookie spill by the breaker belt, that she would not let other people hear her talk about the union and, in the designated smoking area outside the break room coerced employees by:
telling employees that Phillip Underwood, a known union supporter, should watch out because he was going to get himself in trouble; and,
telling employees that supervisors were looking to get rid of Phillip Underwood one way or another; and,
In April 2008, Anderson in the Manpower office, threatened employees by telling them that if the union came in and employees received a union pension, the company would do away with its 401(k) plan.
In January 2008, Mark Cahill (plant operations manager) interrogated employees about their conversations with union supporters in the designated smoking area outside the plant. In February 2008 between Lines 1 and 2, Cahill created the impression of surveillance of employees' union activities by telling employees that he heard what happened at the recent union meeting.
The company, promulgated an overly broad no-solicitation rule by:
In December 2007, Dan Murray (maintenance manager) prohibited employees from talking on the line about the union; and, in January 2008, Kathy Madigan (supervisor) prohibited employees from speaking with union supporters while on the work floor.
J.P. Halterman (resource leader) in December 2007, in the hallway leading to the plant's exit, threatened employees by telling them they could be fired for supporting the union; in March 2008, by the cruncher machine on Line 4, interrogated employees about the union and their union involvement by telling employees that the union was trying to get back in and asking them if they knew what that meant; also in March 2008, on the deck by Line 4, threatened employees by telling them:
If the union got in and higher wages were asked for, the company would take away holidays and raise employees' health insurance payments;
If the union were in, employees would not be able to change vacation days;
If the union were in, the company would take away their 401(k) plan.
In April 2008, in the break room, Samson threatened employees by telling them that they would lose everything if the union were brought in. He also told them if the union got in, they could not collect a union pension along with other pensions they may currently be collecting, and thereby, coerced employees by implying that it would be futile for them to select the union as their bargaining representative; and, in April 2008, on Line 4, Samson told employees that if the union pension plan were implemented, the company would get ride of the current 401(k) plan.
In May or June 2006, John Samson (former supervisor) interrogated employees about the union.
In May or June 2006, Chuck Prestinari (supervisor) interrogated employees about their union activities and their relationships with other employees who supported the union. He also threatened employees with discharge by telling them they should be careful of associating with other union supporters.
Since June 2006, plant management has implemented a new rule stating that any employee who leaves unattended materials in non-work areas risk having those items discarded.
The following individuals interfered with employees' Section 7 rights by removing union literature from locations throughout the plant:
Ken Heishman (sanitation manager) - break room, May 19, 2006
Jo Anne Snyder - lunchroom, September 2006
Jill Slaughter - locker room, October 2006
In June 2006, Denise Bullock (plant manager until April 2007), conducted surveillance of employees involved in legitimate hand billing; and, called the police in order to curtail these legitimate union activities.
From March through August 2006, Denise Bullock (plant manager until April 2007), Larry Tomasiello (former plant production manager), Sharon Pence (former resource leader) and Brian Johnson (former resource leader), followed employees throughout the plant and engaged in surveillance of their activities for the purpose of pressuring them to cease their activities on behalf of the union.
In May 2006, Sharon Pence (former resource leader), on the work floor, threatened employees with discharge because of their union activities.
In April 2006, Maria Markham (former Resource Leader) coerced employees by creating the impression of surveillance of employees' activities on behalf of the union.
Markham told employees they have "black marks" on them because of their union activities; and, told employees Larry Tomasiello (former plant production manager) does not like them because of their activities on behalf of the union.