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<blockquote data-quote="Ricochet1a" data-source="post: 574358" data-attributes="member: 22880"><p>What you are talking about would be considered to be an "unauthoirized strike" under RLA rules. Under RLA, employees of a covered company can be COMPELLED by the federal government to return to work or face potential penalties and prosecution. This is something that FedEx doesn't talk much about, because it doesn't need to. There have been some isolated cases of Purple Flu at some stations, but nothing that has disrupted operations. </p><p> </p><p>If employees were to publically state that they refuse to work because of conditions and compensation at FedEx, FedEx would have no qualms about filing suit in Federal court to have the employees compelled to return to work or face fines or prosecution. They'd also be considered to have "not called in for an authorized absence". The first day of not calling in and stating one won't be in for work for a "legitimate" reason results in a warning letter being issued. If the employee doesn't call in on the next consecutive day they are absent, it is considered to be a voluntary resignation and the employee is no longer an employee. This is stated VERY clearly in our handbooks.</p><p> </p><p>This is why for years FedEx has been able to say to employees that aren't happy to "find the nearest exit and don't come back", and mean it. RLA can't keep us from QUITTING, but it can definately keep us from engaging in unauthorized strikes. Even with a recognized union under RLA rules, any voted upon strike must have a "cooling off period". This allows covered employers time to attempt to pick off faint hearted employees to prevent a strike from occurring in the first place. Since a strike, or a REAL threat of a strike, is the only thing that forces employers to deal with the union, RLA classified employers have most of the power. This explains why FedEx goes to the lengths it does to keep its RLA status.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 574358, member: 22880"] What you are talking about would be considered to be an "unauthoirized strike" under RLA rules. Under RLA, employees of a covered company can be COMPELLED by the federal government to return to work or face potential penalties and prosecution. This is something that FedEx doesn't talk much about, because it doesn't need to. There have been some isolated cases of Purple Flu at some stations, but nothing that has disrupted operations. If employees were to publically state that they refuse to work because of conditions and compensation at FedEx, FedEx would have no qualms about filing suit in Federal court to have the employees compelled to return to work or face fines or prosecution. They'd also be considered to have "not called in for an authorized absence". The first day of not calling in and stating one won't be in for work for a "legitimate" reason results in a warning letter being issued. If the employee doesn't call in on the next consecutive day they are absent, it is considered to be a voluntary resignation and the employee is no longer an employee. This is stated VERY clearly in our handbooks. This is why for years FedEx has been able to say to employees that aren't happy to "find the nearest exit and don't come back", and mean it. RLA can't keep us from QUITTING, but it can definately keep us from engaging in unauthorized strikes. Even with a recognized union under RLA rules, any voted upon strike must have a "cooling off period". This allows covered employers time to attempt to pick off faint hearted employees to prevent a strike from occurring in the first place. Since a strike, or a REAL threat of a strike, is the only thing that forces employers to deal with the union, RLA classified employers have most of the power. This explains why FedEx goes to the lengths it does to keep its RLA status. [/QUOTE]
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