 |
|
 |
|
As a responsible employer, we remain steadfast in our beliefs:
- We provide great places to work, wages and benefits that are almost always equal to or in most cases, above our competitors, and a culture based on respect and ethical standards.
- We appreciate the confidence and trust we’ve earned with our employee-partners, and we work hard every day to maintain this relationship.
- When there’s a problem, we seek to fix it.
- We believe that our employee-partners should have the final say in whether or not they want union representation.
- We equally believe that unions should respect our employee-partners freedom not to be unionized.
 First and foremost, we believe that it is the right of our employee-partners to choose to unionize, or not. We respect this right, and would hope that unions will, too.
Additionally, the employee-partner communication system provides a process for employee-partners to voice their questions and concerns. It urges that an employee-partner speak first to their supervisor about any issues or questions they have. Then, if the matter is unresolved, go to the supervisor’s manager to find a resolution. If issues are still unresolved, then employee-partners can talk with a facility Safety & Improvement Committee Member. If needed, the employee-partner may choose to submit their issue in writing, via e-mail, or through a toll-free telephone number, which goes directly to a company officer for investigation and resolution.
|
|
|
|
|
|
|
|
|
Cintas believes that belonging to a union is an important decision, that affects:
- Your take-home pay
- Benefits for you and your family
- Your retirement income
- Your work environment
Important decisions should be made free from peer pressure, threats, intimidation or coercion from anyone. That’s why Cintas believes in protecting employee-partners’ rights to government-supervised secret-ballot elections, supervised by the National Labor Relations Board.
If a group of employee-partners wants to make a decision about unionization, the secret-ballot process ensures that no one knows how anyone else votes. Your decisions are safe, private and secure.
Visit this website for more information: www.myprivateballot.com. |
|
|
| |
|
|
|
|
Union organizers would do anything to get employees’ names and home addresses, so that they can make “home visits” to persuade individuals to sign union authorization cards. The following list represents tactics used by the unions in the Cintas Union Campaign as reported by Cintas Employee-Partners and former Union organizers:
- “Salting” – “Salting” is when union organizers get hired as employees of a targeted workplace, often while still drawing their union paycheck. Their purpose is to provide the union with inside information about the company, such as customer lists or employee lists. The union can get insight into an employer’s operations to develop personal relationships with likely supporters and to instigate unrest and controversy.
- Petition Drives – Some union organizers circulate petitions for community causes, like the environment, asking people to sign their names, and provide their addresses and phone numbers. These lists are then copied and given to other organizers, who are then armed with a home address list to begin visiting employees and their families after work or on the weekends.
- Signature Tactics – There are lots of ways that organizers can get people to give them their names and phone numbers. The stories we’ve heard include:
- Girl Scout Cookie Sales – The Girl Scouts are a great organization, but their sales sheets – on which you put your name, address and phone number – provide easy access to your personal information.
- Birthday Parties – Union organizers will host a party for someone’s birthday, and will ask for lists of employees with personal contact information from which to send invitations.
- Bribery – Organizers have offered to pay up to $100 cash to anyone who signs a union authorization card.
- Lies – We’ve heard some employee-partners have been told they would lose their benefits or would be the only person to not get a raise if they didn’t sign a union authorization card.
|
|
|
| |
|
|
|
|
 |
|
|
| Partners Speak Out (4:45 min.) |
|
|
| |
|
|
|
|
|
