UPDATE: October 1, 2003

After more than two weeks of hearings before an Administrative Law Judge (which stretched from July to the end of September) the CBC trial has ended. There were more than 30 witnesses who testified before the judge and close to 100 exhibits presented. The BCTGM supporters at CBC have indicated those workers who were coerced, threatened and scared into voting "no" in in the 2002 union representation election are now beginning to understand their rights that were violated by the company. While a final decision on the case against CBC's violations of federal law is not expected for a couple of months, many CBC workers expressed their joy that they had their day in court.

The campaign for Consolidated Biscuit Workers to become members of the BCTGM continues and we are all confident in the end these workers will get the well deserved Dignity, Justice and Respect though a BCTGM contract.

The National Labor Relations Act states:

Section 7: "Employees shall have the right to self-organization, to form, join, or assist labor organizations to bargain collectively through representation of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining..."

Section 8 (a): "It shall be an unfair labor practice for an employer...to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7..."

This means that you are legally protected when you volunteer to help organize and to join and support a union of your own choice. This includes, but is not limited to, such activities as filling out a union authorization card, getting your co-workers to fill out cards, attending union meetings, wearing union buttons, passing out union literature, and discussing the union with other workers.

How then has Consolidated Biscuit Company (CBC) violated this Federal Law, so clearly defined?

The BCTGM has filed Unfair Labor Practice charges with the NLRB due to the following anti-union behavior by CBC:

• Interrogated workers about the union and issued warnings about pro-union talk;
• Threatened disciplinary action if workers continued to speak about the union, even during breaks;
• Spied on union activity in an area not previously assigned to CBC supervisors. This includes watching workers sign union cards and making lists of those accepting union literature;
• Harassed, threatened and intimidated workers by forcing individuals into offices where they were told they would no longer receive previously scheduled promotions due to union activity;
• Threatening workers with termination for pro-union activities;
• Threatened and interfered with an employee in the exercise of rights guaranteed under Section 7 of the Act by refusing to allow the individual the right to vote or participate in union activities;
• Harassing and threatening union supporters passing out union materials outside the plant;
• Threatened workers with loss of benefits and pay bonuses if they joined the union;
• Posted video cameras outside plant's front gate to monitor what workers accepted union literature;
• Threatened union supporters with suspension if union stickers were not removed;
• Interrogating the relatives of workers concerning how he or she intended to vote in the August 15 election.