Take a few minutes to read all of the one-sided, cherry-picked facts:
http://twincities.honeywell.com
7 replies (most recent on top)
So what is the contract being offered to the twincities unions?
Also holiday pay is reduced to 1.5 instead of 2x per hour. By my calculations that is a loss of 1 hours pay per two hours worked. Even someone without a couple 2 year tech degrees would have been able to figure that out.
They fail to mention they are FURTHER changing overtime calculations again. By not counting weeks with holidays or vacation in them, even the raise reduces actual pay. Calculating the two week end of year Xmas check in 2016,that has three paid holidays and 18 hours OT, one loses nearly $200. There goes that 2 grand pretty quick.
Obviously the employees do a dam good job and deserve their salaries and more - or the greedy execs wouldn't be able to walk off with all those millions. Sorry Dave, you might think you are God, but NO ONE is worth the fat cat compensation you gorge yourself on.
Total fluff and misleading. The Key Issues" page shows local firefighters as making $33k, but a quick search shows that to be low by at least $10k, the stpaul.gov states an approximate average salary of $55k. Is HI averaging in volunteer firefighters??
Also, the FAQs justify our CEO's 20+ million in total compensation because it's "at risk", but then continuously mention the high compensation for some union members, which hypocritically includes the overtime and benefits. Cherry-picking indeed...
They should be proud that they can pay competitive wages for highly skilled work, and still make good profits. I bet a lot of the wage data includes McDonald's workers too.
"With total compensation, including benefits and overtime, these union members make close to $89,000 per year. One in four makes more than $100,000."
Thanks for the link. What a featherweight propaganda puffer. Honeywell has "good faith" at anything?
Someone might as well post the text from that FAQ bullet about the CEO getting paid millions:
"More than 90 percent of our CEO’s pay is variable and at-risk, and approximately 70 percent is long-term and tied to sustainable, profitable growth, and stock price appreciation. Likewise, a significant amount of compensation for all our executives is at risk depending on company performance. The best thing for all employees is to have a company that performs well, and that is what we compensate our executives for.
Our offer in December included wage increases over the term of the contract to a workforce that is already well paid. According to the latest U.S. Census Bureau statistics, our union-represented employees earn nearly twice as much as the typical Twin Cities worker. According to data from the U.S. Bureau of Labor Statistics, in base wages alone our union-represented employees make $22,766 more than local firefighters and $18,336 more than all production jobs in the area. With total compensation, including benefits and overtime, these union members make close to $89,000 per year. One in four makes more than $100,000."
Sustainable growth? Bwahahahaha.
It's a theft.
There are some real gems in the FAQs:
"Honeywell’s CEO makes millions. Why can’t you pay employees more?"