do you think he can,and how?any insight
39 replies (most recent on top)
Bring Lowell back to lead negotiations! We love Lowell! Long live Lowell!!
@sa Our grandparents didn’t fight for unions because it was easy—they fought because it was necessary. Their sacrifices gave us the protections many take for granted today: safe workplaces, fair wages, reasonable hours, and a voice on the job. None of that came freely.
A strong union isn’t a barrier to progress; it’s a partner in it. Skilled, trained, dedicated union workers protect company assets, ensure safety, and bring the experience that keeps operations running when it matters most. That stability is a competitive advantage, not a cost.
Honoring the legacy of those who came before us means strengthening—not shrinking—the union. It means recognizing that a company’s success is built on the people who show up every day with pride, expertise, and commitment.
We carry their torch. And growing the union is how we secure a strong future for both workers and the corporation they help build.
@sb “We should never forget our roots. No matter how far we climb or what our title becomes, we must remember the sacrifices our families — and so many others before us — made so we could stand where we are today.”
#unionproud #UnionStrong
A Heartfelt Message to a New CEO: Why Keeping the Union Matters for Facilities and Building Engineers
As you step into your role as CEO, you inherit not only a company, but the trust, history, and hard-earned stability built by generations of workers — especially the facilities and building engineers who keep operations running every single day. They are the first to arrive when something breaks, the last to leave in a storm, and the ones who protect the company’s infrastructure long before most people even realize there was a threat.
These workers operate behind the scenes, yet everything depends on them: network reliability, climate control, emergency response, equipment safety, power continuity, and the integrity of every site under your leadership. They carry years — often decades — of expertise, and their union has been the structure that ensures that this expertise stays within the company instead of walking out the door.
Unions were not formed to be obstacles; they were formed because history taught us that workers need a voice. Facilities and building engineers have always been a special case. Their jobs are physically demanding, technically complex, and often dangerous. They respond to winter storms at 2 AM, shelter-in-place emergencies, chemical hazards, electrical failures, and remote site breakdowns. They do this quietly, with pride, because they know their work matters.
The union is what ensures they can perform these responsibilities with fairness, safety, stability, and a sense of partnership. It creates the mutual respect that allows these essential workers to give the company everything they have — because they know they’ll be treated as the professionals they are.
History shows us what happens when unions disappear in technical fields like this:
Skilled workers leave for safer or better-compensated roles.
Staffing shortages grow, and coverage becomes dangerously thin.
Safety issues rise when seasoned engineers are replaced by less experienced labor.
Response times lengthen, increasing liability and operational risk.
Institutional knowledge — the kind you cannot buy or teach overnight — is lost.
In facilities and building engineering, losing experienced union talent isn’t just inconvenient. It’s risky.
As CEO, you are responsible not only for financial outcomes but also for continuity, safety, and corporate resilience. A strong relationship with a strong union supports all three. It reduces turnover, increases accountability, and maintains a stable workforce that can protect company assets year-round — especially during emergencies when the business depends on them most.
Keeping the union is not a sign of weakness. It is a sign of wisdom.
It says: We value the people who protect this corporation. We want their expertise. We want their loyalty. We want them here for the long haul.
A unionized engineering workforce is a partnership — one that has proven again and again that when workers feel respected, the entire organization becomes stronger, safer, and more efficient.
As you guide the company into its next chapter, preserving this partnership honors not only the past, but the future. It ensures the backbone of the company — its infrastructure and the people who maintain it — remains protected, reliable, and prepared for whatever challenges lie ahead.
@sa - @"Starting in 2004, I started to see a FiOS Network being built out there that by Verizon Union Labor, an entire network that Ma Bell could have only dreamed about."
A little telecom history lesson, Verizon ripped the technology off for Fios from AT&T. I was Product Management lead working with AT&T Labs on the first Voice over Cable TV (VoCATV) trial back in 2000, literally 5 years before Bell Atlantic (redubbed "Verizon) started rolling out Fios.
AT&T (aka., MA Bell) not only dreamed of VoIP but perfected it when the physicists said it was impossible.
Apologies but stringing fiber cable is not a very impressive build out.
Words and opinions mean nothing. Contract negotiations will reveal the answer.
If anyone were the parents, it was landline, and they bankrolled the upbringing of a spoiled wireless kid who inherited everything off the backs of his parents financial generosity, parents who suffered greatly stock price-wise when their parents bought their freedom from the Brits at great personal expense.
"Verizon ("Bell Atlantic") is an offspring of Ma Bell. You guys created absolutely nothing at Verizon! You're more like the spoiled kid who inherited everything from his parents. " - @at
Created absolutely nothing? Your hatred is blinding your ability to see reality.
Starting in 2004, I started to see a FiOS Network being built out there that by Verizon Union Labor, an entire network that Ma Bell could have only dreamed about.
"Union members should also be required to actively manage their careers by developing new skills" (they do - few started their careers doing fiber optics),
"be flexible" (they oftentimes are),
"contribute to their own retirement" ( they contribute to their 401(k)s )
Do you know anything @rd
@rd
top)
•••
@"no layoff clause” guys." Ended in 2003, we’re all near ready to leave
D*mn Union will end up sinking Verizon with unrealistic demands. Staying employed? Haven’t gotten anything in years except minimum raises that are eaten up by insurance cost increases
Again, Union members should also be required to actively manage their careers by developing new skills, be flexible, network to obtain jobs, contributeto their own retirement, etc. to keep their job. We do all this now. Actually hard to change to a new job, company makes it almost impossible. We fund our own 401k, only the old guys are pension eligible. I agree about the job protection, some shouldn’t be here.
@"no layoff clause” guys."
D*mn Union will end up sinking Verizon with unrealistic demands.
Again, Union members should also be required to actively manage their careers by developing new skills, be flexible, network to obtain jobs, contributeto their own retirement, etc. to keep their job.
@ef the current EISP is roughly one years pay if you’re at or near 30 years. Small price to pay to get a lot of the “no layoff clause” guys to go.
Who cares?
@b8 several videos instantly available on youtube
@am a few are crying however, your union jobs will be cut too, in 2026 as frontier comes on board... most likely 10 to 15 thousand jobs on the VZB side will be tossed to the wind. The wireless culling just took place, now it will be on the VZB side next to get hit hard. As fiber replaces copper and OTARF replaces cable and fiber there are less jobs needed in VZB hence the 10-15K job reduction for your union people next year.
Dan will simply have a hiring freeze on all union jobs for 4 to 6 years, simple as that.
@dv- @"totally decimating their bodies."
Not to say injuries don't happen, but from what I've observed Verizon tech work seems pretty cushy to me.
Bucket trucks are pretty common place so techs are not exactly climbing telephone poles anymore.
Dan will be the hero of Wall St if he can do 2 things. Eliminate retiree healthcare and remove the disability plan for Union members. If he does those 2 things that he’ll be the Corporate darling they were looking for. It will force many union workers to stay until Medicare eligibility and keep them at work while totally decimating their bodies and mental health. It’s a CEO’s wet dream.
@b6 it's all pops and buzzes from here.
@OP is DAN an acronym for something?
Of course the company will continue to reduce the union labor forces. It's been happening for years. Can anyone look at their bargaining unit and say it's not smaller today than it was 10 years ago?
The company hires new employees in FIOS areas per the last contract, but none of those employees have the same job protections as their union "brother". Meanwhile attrition continues to shrink the unions. I would guess the median service years of union members with job protection at around 25-27. They will leave on their own accord.
@ah I can do literally every job in field ops. I’ve worked beside contractors and they can’t compare. I finally offered to do their job for them so they could get out of my way.
I think he will offer packages to union employees next year. Just my opinion
@a8 lmao...ROBOTS...plz post video of robot climbing a pole..jacka**
@b6 if you are addressing me. I have learned in life that nothing is guaranteed. I always have a exit plan if and when it happens. I adapt to my situation and environment and keep moving forward. But what I dont do is ever wish anyone ill will because things didn't go the way I wanted. I wish you the very best life has to offer!
@ah... says the clown that either just lost his useless job or is about to ...please tell us all what you brought to the table.. according to Dan ,it was just some fake a** b.s 20 THOUSAND ..just like YOU job ...can't wait to hear what you brought!
@aw I certainly dont think anyone was insinuating union employees are more valuable. I feel it was the other way around. When people get hurt for some reason , they lash out and try and hurt others. Union workers are not your enemy! They are just trying to survive the same as non union employees are. Place your anger in the right place.
@am yet ANOTHER spelling, grammar and punctuation clinic.
@ah Grow up . The day you are walked off company property you will think differently. You are no more valuable then anyone else at VZ .
@aa - "you inherit not only a company, but the trust, history, and hard-earned stability built by generations of workers."
WHAT??, try you guys inherited the hard work by the AT&T Bell System workers!
Verizon ("Bell Atlantic") is an offspring of Ma Bell. You guys created absolutely nothing at Verizon! You're more like the spoiled kid who inherited everything from his parents.
If dan is a smart person ,he will work things out with the union cause i do not think he wants any trouble and bad press,
the union guys and gals were here way before the wireless trolls came into this company.when they came they tryed to destroy us under lowell,now look at them all crying cause they lost their jobs..now think back when you guys and gals talked bad about the union membership.if Dan trys to destroy us ,we will bring this house down too the ground..
@ah clearly a troll who has no idea what and who he or she is talking about! What a ignorant statement from a ignorant person! Im sorry if you lost your job but spreading fake information so others will suffer says more about you! Do better!
I hope so, unions are evil!
Unions do nothing but add to a company's costs and hurt customers. People in the union should also be required to hustle (i.e, develop new skills, be flexible, network, etc.) to keep their job.
Dan
As you step into your role as CEO, you inherit not only a company, but the trust, history, and hard-earned stability built by generations of workers — especially the facilities and building engineers who keep operations running every single day. They are the first to arrive when something breaks, the last to leave in a storm, and the ones who protect the company’s infrastructure long before most people even realize there was a threat.
These workers operate behind the scenes, yet everything depends on them: network reliability, climate control, emergency response, equipment safety, power continuity, and the integrity of every site under your leadership. They carry years — often decades — of expertise, and their union has been the structure that ensures that this expertise stays within the company instead of walking out the door.
Unions were not formed to be obstacles; they were formed because history taught us that workers need a voice. Facilities and building engineers have always been a special case. Their jobs are physically demanding, technically complex, and often dangerous. They respond to winter storms at 2 AM, shelter-in-place emergencies, chemical hazards, electrical failures, and remote site breakdowns. They do this quietly, with pride, because they know their work matters.
The union is what ensures they can perform these responsibilities with fairness, safety, stability, and a sense of partnership. It creates the mutual respect that allows these essential workers to give the company everything they have — because they know they’ll be treated as the professionals they are.
History shows us what happens when unions disappear in technical fields like this:
Skilled workers leave for safer or better-compensated roles.
Staffing shortages grow, and coverage becomes dangerously thin.
Safety issues rise when seasoned engineers are replaced by less experienced labor.
Response times lengthen, increasing liability and operational risk.
Institutional knowledge — the kind you cannot buy or teach overnight — is lost.
In facilities and building engineering, losing experienced union talent isn’t just inconvenient. It’s risky.
As CEO, you are responsible not only for financial outcomes but also for continuity, safety, and corporate resilience. A strong relationship with a strong union supports all three. It reduces turnover, increases accountability, and maintains a stable workforce that can protect company assets year-round — especially during emergencies when the business depends on them most.
Keeping the union is not a sign of weakness. It is a sign of wisdom.
It says: We value the people who protect this corporation. We want their expertise. We want their loyalty. We want them here for the long haul.
A unionized engineering workforce is a partnership — one that has proven again and again that when workers feel respected, the entire organization becomes stronger, safer, and more efficient.
As you guide the company into its next chapter, preserving this partnership honors not only the past, but the future. It ensures the backbone of the company — its infrastructure and the people who maintain it — remains protected, reliable, and prepared for whatever challenges lie ahead.
If we go out we AINT coming back thats a FACT. Dan will replace us with AI and Robots. Dan was just doing an interview and was talking about it. You could see the guys watering at the thought.
Natural attrition does the job without harming the employee.
I think he will try
Most techs that I know have either close to 30 years or 30+ years they either need to hire soon to replace the techs who are aging out, also no surplus Facility techs at all recently if that tells you anything here in NJ.