FirstStudent has hired an internal monitor to watch over the workers’ unionization effort, and they did so with no consultation from the Teamsters.

Question: How can a company set up an Independent Monitor to make sure that there isn’t any interference in the worker’s deciding whether they want to be Teamsters or not, but not stipulate what the criteria for “interference” really is? If you think that is odd or happened to be as stumped there as me, then you’d agree that this question then begs another to be asked: How do you enforce a policy that was not yet written, reviewed or understood?

Teamsters General President Jim Hoffa pushed this point in a letter to the company’s chief executive officer this week, “One of our foremost concerns regarding the new Compliance Monitoring Programme is its lack of specificity regarding the neutrality policy it is intended to monitor and uphold. For the Programme to succeed in ensuring compliance with a particular policy there must be a clear definition of that policy.” Seems like common sense to me.

FirstGroup has a neutrality policy regarding union organizing. At the time of its issuance in July 2006, FirstGroup Chairman Martin Gilbert stated, “We are absolutely committed to stamping out our anti-union behavior, and you have our commitment that we will do whatever is necessary to remain neutral as far as union membership is concerned.” Then why didn’t Chairman Gilbert contact the Teamsters in setting up this Monitor Office?

As President Hoffa stated in the letter, “The Compliance Monitoring Programme must include clear provisions regarding training plans, implementation processes, monitoring metrics, enforcement mechanisms, and how the process will be transparent to interested stakeholders.”

It is for these reasons that we are sending the following message to all the workers at FirstStudent, First Transit or at Former Laidlaw yards:

• We strongly recommend you contact the Union if you are faced with any anti-union activity with this company and it is subsidiaries.
• We do NOT think you should use this process without Teamster backing and assistance.
• We believe you will need assistance in deciding whether it is better to use the internal company process or file an unfair labor practice case with the National Labor Relations Board.
• Who to contact: Sean O’Neil at 202-437-5228

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