Union Local 27 Workers Contract with WWL (Wallenius Wilhemsen Logistics) Baltimore 2013 - 2017

edited December 2016 in Union
How time flies by, in 2013 Union local 27 workers and WWL Baltimore signed a collective bargain agreement. By 2017 it would have been 4 years since the contract was signed. A lot has happened since that event and many questions continue to linger.

Unionization is A Right! Not a Privilege!

How does WWL (Wallenius Wilhemsen Logistics) workers move forward?
What are the issues bothering you at work?
What changes would you like to see happen in the next contract?
How would you grade union local 27's performance in the last 3 years?
Are you in support of retaining the union local 27 beyond 2017?
Do you feel targeted by your supervisor, HR, or Managers?
Are you picked upon or bullied by co-workers and or management?
What are your workplace safety concern?
Are you discriminated upon with positions based on race, gender, ethnicity or religion?

Not speaking out causes the next worker to suffer more discriminatory humiliation than you did.

This topic is open to all WWL ( Wallenius Wilhemsen Logistics ) workers worldwide including workers in USA, Dubai, Thailand, China, Norway, Belgium, Finland, Germany, Portugal, South Africa, Sweden, Hong Kong, Macau, India, Japan, Korea, Malaysia, Pakistan, Singapore, ...etc

Please drop your reply without including your personal name!! together you can create the work environment you wish for!
Also take sometime to visit Wallenius Wilhemsen Logistics's website 2WGLOBAL.com

What to do if you are targeted, discriminated against and unjustly treated
If you notice you are been targeted by any Supervisor, HR or Manager.
1. Write and date the situation as vividly as you can remember, noting any staff and or co-worker present at the time.
2. Share it online on workersrally.com and request legal review and representation in your country.
3. Share the situation with trusted colleges.
4. Report to labor dept of country where you work.

What to do if you are given a CA (Corrective Action)
Do not sign any document presented to you by your supervisor, simply because!
1. It is your right not to do so.
2. You do not have the legal mind to read and understand and interpret legal contents subject to interpretation that's the duty of a lawyer.
3. All CA signed directly implicates you even though your supervisor might try to down play it.
4. Tell your supervisor you need a copy to have your lawyer review it before signing, workersrally.com will be happy to review it on your behalf free of charge.
5. Do not comply with your union representative if he/she encourages you to sign a CA or termination letter, it is simply wrong for anyone to encourage you to sign a document after you have given reasons for not signing.
6. CA's (Corrective Actions) are paper trail a company require to terminate you without having to bear responsibility for their actions, if you decide to sue the company for wrongful dismissal in future, your signature on a CA's means the company has no case to answer and you loose your case upon arrival.
7. Depending on the nature of the case, signing a CA might prevent you from receiving unemployment benefits.
8. No matter how right or wrong you might be, not signing is your better stand.

If you need to speak to a lawyer in your country to review your case Workers Rally shall assist you with a lawyer through its global reach associates. Send an Email to Contact@workersrally.com


  • Right about time.
    This union ain't doing shit and need to go ASAP!
    I wasted my union dues in the last 3 years and I want my money back.
    Thank you for the CA information it will be useful going forward.
  • edited July 30
    Local 27 has lost the moral right to defend and bargain for us.
    The local 27 questionnaire paragraph "2" they said,
    " We are very unhappy with the way "Gain Share" didn't gain us anything during the last negotiations, and we have every intention of doing much better in 2017"

    I call that quote dog's shit on our faces, my reason is simple, Article 23 of the contract Tagged "Contract Term and Reopening" Allowed the union to reopen the contract at any time during the 4 years span to renegotiate our interest, because they were looking after the interest of the company and not ours they simply ignored it. We must bound together as hard working employees and resist any attempts of this the union to rob us of union dues.

    Local 33 is a better option which will not only get us better bargain but will open the doors to opportunities for all employees

    1. As local 33 (longshoreman) union members we can work with longshoreman if we so wish.
    2. Better bargaining for better pay.
    3. We shall earn the respect of our employers and supervisors.
    4. Targeting by employers will end.
    5. Our jobs shall no longer be given to non union employees.
    6. All certified workers irrespective of department shall get paid accordingly.
    7. Better representation to fight all grievances unlike local 27 (Mike Miller) who telegraphs and sides with the company 99% of the time.

    Possible Hysteria of Local 27

    In the event that local 27 know they are gonna lose us they might want to hurriedly hold election for new contract. We are at no liberty to honor any election it is within our right to reject it and not be present because our current contract is still expires on September 30th.
    We also reserved the right to wait for the state to conduct the election that will transition us to local 33 (longshoreman).

    Ending, I want to thank every hard working employee bravery.

    Please post questions and suggestions....

  • How To Decertify A Union
    Decertification refers to the process where the National Labor Relations Board (NLRB) allows employees to call for a special election to get rid of the union as their “exclusive representative.” It is important to remember that your company cannot help or assist you with decertifying a union. You can reach out to other organizations to help. Feel free to contact us at 800-888-9115 for a referral.

    The objective of a decertification election is to terminate the union’s right to represent you and your fellow employees. This procedure provides you with full relief by taking away the union’s authority to act as your bargaining representative. If you are a part of the employee union that is covered under a collective bargaining agreement (whether you are a union member or not) you can still sign a petition and participate in the vote for decertification. Once the union is removed as your legal bargaining representative you no longer have to join the union or pay dues or fees to it.

    View the video above to learn in detail how to decertify a union. Here is a quick outline of how to do it:
    Step 1: Determine the proper filing period. Under the “contract bar” rule a petition cannot be filed for a decertification election within the first three years of of a labor contract except during a 30-day “window period.” The window period usually opens 90 days prior to the contract expiration and closes again 60 days before the contract expires. In healthcare settings the window period opens 120 days before the contract expires and closes 90 days before the contract expires. After the initial three years of a contract employees can file a decertification petition at any time.

    Step 2: Employees need to draft a decertification petition (example draft below) for employee signatures. If at least 30% of bargaining unit members sign a decertification petition, the National Labor Relations Board will have a secret ballot election.

    Step 3: Employees can only perform decertification efforts during non-work times and in non-work areas. Also, management cannot be involved in any way in this effort.

    Step 4: If at least 50% or more of the employees vote against union representation then the company will be union free and employees will be able to deal directly with the company on issues related to pay, benefits and working conditions.

    When your union hears about employees bid to get out of the union, they will not be happy. However, there’s nothing they can do to prevent you from exercising your rights. They may try to pressure or coerce you into changing your mind. Threats or coercion by union representatives are illegal and constitute an unfair labor practice. If the union tries to coerce you or your coworkers in any way, you should immediately report this to the NLRB and, if you want, to the company. It is the NLRB’s duty to prohibit such action on the part of unions and to insure that your right to seek an election will be protected.

    The NLRB has ruled, and the courts have upheld, that a union may not discriminate against a member for taking action to have the union decertified. An election is the legally accepted way to determine the desires of the employees in the unit on the subject of union representation. The federal government will see that your right to an election will be protected and that the election will be conducted fairly.

    In addition, nobody will reveal the names on the petition that is submitted to the NLRB and the decertification election is conducted by secret ballot so neither the union nor the employer will know how any individual voted unless they choose to make their vote known.

    Decertification is different from deauthorization because it seeks to get rid of the union as bargaining representative completely, while deauthorization seeks to get rid of “forced unionism” in the contract even though the union remains in place). You can learn more about deauthorization here.

    Sample of Decertification Petition:

    Employee Petition for Union Decertification

    The undersigned employees of [Company Name Here] presently represented by the [Union Name and Local Number Here] no longer wish to be represented by a union. We wish to have the National Labor Relations Board conduct an election since we believe that a majority of employees in our unit no longer wish to be represented by the above union.

    Name (printed) Signature Department Date
    You can have signatures on more than one piece of paper, but you should have the text at the top of EACH PAGE of the petition so it is clear that every person signed a petition clearly describing its purpose. Remember only to collect signatures during non-work time and in non-work areas and do not ask a member of management to help with your petition.

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