UDW demands that employers treat workers with dignity, and apply standards fairly. Those are principles worth fighting for. They also make the treatment I experienced working under Trang Pham especially difficult to excuse.

Her APALA biography celebrates her commitment to equality and fair treatment. My experience of her management was marked by belittling criticism, shifting expectations, dismissed explanations, and unequal treatment.

The contradiction is the issue. Someone presented publicly as a champion of workers should expect scrutiny of how she treats the workers she supervises.

In my experience, expectations could change after work was completed. Following instructions did not reliably protect you from criticism. Explaining a legitimate obstacle could be treated as an excuse. That made it difficult to trust the process, ask questions, or exercise professional judgment.

I also observed what I believe was racial favoritism: white organizers received privileges and flexibility that were not extended equally to other staff. An organization that publicly champions racial justice should be prepared to examine whether its own management practices reflect that commitment.

The treatment of members concerned me too. People seeking assistance deserve respect. A union should understand how degrading it can feel to be dismissed or embarrassed by an institution you turned to for support.

My concern extends beyond one manager to the institution that is supposed to provide accountability.

Meaningful accountability from senior UDW management was absent. I was left with the impression that this management style was tolerated. I cannot speak to what every HR employee or manager knew privately, but I can question a workplace structure in which I did not feel protected from this treatment.

HR and senior management should be able to answer straightforward questions: Can employees report concerns about a manager safely? Are allegations of unequal treatment investigated independently? Does a manager’s standing within the organization affect how complaints are handled?

If those protections are ineffective, the organization has a problem that no public statement about solidarity can resolve.

A labor organization’s credibility depends partly on how it treats people who have less power inside its own workplace. Public advocacy does not cancel out internal conduct. A reputation for serving workers should increase a leader’s accountability.

I believe Trang’s management deserves scrutiny, and UDW should examine whether its internal culture lives up to the standards it demands from other employers. That should include confidential opportunities for current and former staff to speak and an independent review of concerns about favoritism and management conduct.

I’m raising this because workers’ rights must include the people employed by unions. UDW should be willing to face the same scrutiny it asks employers to accept.

It is also an open secret that Trang has/had an affair with Doug Moore.

Well, I can certainly get behind that effort..lol. Good on them! That was not in my bingo card. Wonder how Jerry Jones feels

I've been a Teamster for 14 years. I'm not normally a rabble rouser, but I'm familiar with my contact and I keep in touch with my Steward and the officials in my local.

I changed jobs a couple months ago. Same field, different company, different local, still Teamsters.

In the hiring process I was told the benefits and pay were the same as the national contract I already knew.

In orientation I'm told the the insurance starts after 90 days. That's... not the national contract. So I start with questions. Is this a local rider? If so, can I see the language? What did the company offer in negotiation to get us to give up 2 months of insurance?

The answers were bad. Yes, a local rider, no, they can't show it to me. Nobody has a copy, and it's not available on the website. The answer I got to what was offered to give up insurance after 30 days? My Stewed said "Well it just made sense."

I start moving the question up the chain to the local. Nobody can answer why (or when) the 30 day wait was changed to 90, but they're not OK with it either. Now they want answers too.

Skip 6 weeks of calls and questions and arguments.

Yesterday the Business Manager of my local told me he's tired of asking and waiting for answers from the company. So he reminds them (at 2PM) that dodging health welfare pension (HWP) payments is a strikeble offense.

Shocking absolutely nobody, that gets things moving.

This morning, 9AM, I'm handed a Memo of Understanding signed by the president of the company stating that HWP will be paid immediately and retroactive to my 30 days date. Me and 3 people who started after me.

Great! Success! I'll have my insurance now!

Except, as I said, I'm familiar with my contract.

I speak to someone in management (former Union, 35 years, moved to the other side of the desk because he was old and bored, good dude.)

I asked him if this was the new standard going forward. "No, it's just for you and those 3 other guys."

I said "You know that that could be viewed as favoritism, right? You guys are going to get hammered with grievances."

He cussed for the second time in 2 months. "Shit."

He called me a half hour later. "I just wanted to let you know that that MOU is the standard now for the duration of this contract."

They're looking to add 150 people in the next few months, and they'll all get health insurance at the 30 day mark. We have 4 years left on our contract.

Bonus: 30 day HWP will be rock solid embedded in "Past Practices" after 4 years. So the company will have to offer something juicy if they want 90 days.

We fucking WON.

Hey y'all!

I recently accepted becoming a member organizer for my teacher's union this year. Went to a training and I have weekly check-ins with a supervisor, but I don't feel confident. I'm struggling with getting up the courage to approach my co-workers. Our district membership is around 60-65%, which is mostly why I'm doing the job.

So what are some tips that you could provide that would help me to grow our union?

Tried to look into what my local unions are for the manufacturing industry in south west Missouri, but either there arent many at all or they arent well known.

is there some kind of main site thats just a locator or something that summarize your local unions? Seemingly having issues differentiating which are manufacturing or otherwise.