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LVO // October 2019

What You Need to Know During a Strike

For Lehigh Valley Operations Non-Bargaining Unit (NBU) employees, consultants, interns/co-ops, short-term assignees, and leaders of on-site services to be shared with their team members. A strike can impact daily routines, even for those who are not members of the UAW. Our first priority is ensuring that we maintain a safe working environment for all people at our facilities.

In the event a strike takes place at the Lehigh Valley Operations / Lehigh Valley Logistics Center, all NBU employees, security, and other third-party employees should enter the company grounds through the Gehman Road. 

Picketing

Employees who are UAW union members have the right to picket during a strike and may do so on public property or on private property with the company’s consent. The picketing must be orderly, peaceful and abide by the law.

Avoid infringing on or recording legal picketing, as this may result in an unfair labor practice charge against the company.

Security During a Strike

We will add third-party security services and they will manage security operations during a strike; law enforcement is on stand-by and available if necessary.

Crossing the Picket Line

The period of time during which NBU employees cross a picket line is one of particular sensitivity.

Please refrain from the following activities when crossing the picket line: 

- Waving at or talking with picketers

- Making hand gestures towards picketers 

- Taking pictures, video, or notes of actions on the picket line 

- Throwing/leaving anything behind 

Media, Social Media, and Government Inquiries

Only authorized employees are responsible for handling media inquiries and commenting on behalf of the company. This includes social media outlets like Twitter, Facebook, LinkedIn, etc.

Please refer all media inqueries (including those on social media) to John Mies, SVP Communications for Volvo Group North America at 336-543-9094.

Please direct inquiries from federal and state government officials to Jonathan Miller at 202-536-1550. For local government officials, please direct inquiries to John Mies.

Incident Reporting

Please submit all incidents, including personal injury, vandalism, sabotage, theft or other criminal activity.

Q&A

If you have a new question, text it to Louise Moyer at 484-575-6046, and we will add it to this link.

Continue to safely proceed and park in the parking lot. Please notify your manager right away, and submit an incident report. Arrangements will be made to remedy the situation.

We advise you to ignore that request since any communication may be construed negatively or misinterpreted.  

No. There will be security guards with cameras for the purpose of taking pictures. At no time is any employee to take pictures. In regard to watching the picket line, it is unlawful to spy on any legal, or protected, activity.  

T.I.P.S. is an acronym for Threaten, Interrogate, Persuade, Spy. These activities are illegal for both union and company officials. 

Please respond to the media with: “Sorry, but I’m not the media contact to respond to your questions." Instruct them to contact John Mies, SVP Communications for Volvo Group North America at 336-543-9094.

Yes, however, as a precaution and to help avoid conflict, please do not discuss negotiations, a strike or the company’s plans during a strike.

Your well-being is of utmost importance to us; please notify your manager for guidance on next steps right away and submit an incident report.  

No, they do not need proof. They do, however, need proof for an unfair labor practice to be upheld.

It is not a problem as long as the monitoring is in the normal course of your duties and you are following past practices. You must not target certain personnel, and remember to remain consistent in all monitoring duties.

No, they are not allowed to make threats. Please notify your manager and submit an incident report, especially if you feel concerned about your safety. Arrangements will be made to remedy the situation.

That is a gray area and may be construed differently, based on the context and specifics of the situation. It is best to refrain from discussing this topic with employees who are union members, whether at work or at home.