Has anyone successfully been able to post (and have it stay up) union information at their station? While it's probably ill-advised to tempt fate, we have a legal right to inform fellow employees in non-work areas. Isn't it odd that one never sees bulletin boards that are common at other employers, listing items for sale, goods and services, etc. If I wanted to sell a bicycle, for example, I'd have to ask permission to post it, which would, of course, be denied. Wonder why that is... If the RLA exemption goes away, it's going to be interesting to see how FedEx handles it. On one hand, they aren't supposed to be able to post or speak anti-union hyperbole (but they do), and on the other, we should be able to post Teamster information,but cannot. I've contacted the Labor Board in my state, and they aren't really interested in enforcing the law. I also asked them if the anti-union meetings held by management were legal, and again, they said that they probably were (illegal) but that in the current fiscal crisis it likely wouldn't be pursued, at least for now. I'm wondering if all of these years of FedEx actively and purposefully denying employees their rights has the making of a class-action suit? One could argue that we've been denied the right of collective bargaining based on a corporate plan to keep the unions out. Based on the number of people who have been terminated, harassed, or otherwise hassled by FedEx for daring to discuss unions either via postings or parking lot conversations, it wouldn't be that difficult to prove, and the potential payout could be substantial. Consider the hundreds of millions of dollars FedEx has saved at our expense through a very successful, completely planned strategy that comes straight from the top. I have access to memos and emails from senior managers and district directors that specifically target employees for monitoring and being placed on "watch lists". These memos name managers specifically assigned to keep an eye on said employee, and then look for opportunities to OLCC them, issue letters, and build a case for their termination on any basis possible. I cannot make legal solicitations on this site, but I can ask if others of you out there are aware of similar experiences. I suspect that there are plenty of other examples out there of FedEx taking specific anti-union actions in addition to the usual items like the breakroom and other non-work areas. FedEx has gotten away with this for far too long. I still see and hear of employees who think they actually could get a union under the RLA if they wanted to. Technically, yes, but realistically, NO, and they need to get an education very quickly about just how far FedEx is willing to go to stay non-union.