TO: All EVC Doctors of Optometry FROM: Dave Armer, CWA Local 81408 To be blunt, I began the effort to offer the Optometrists the chance to organize as a means of countering the companies decision to begin moving into mall hours of operation. As you know there has been, and is, an ongoing effort by management to copy the model of the “Seven Day, Big Box, Want Fries with That?” retail optical. The outcome will be problematic: Payroll pressure to keep staffs will escalate, defeating the purpose behind opening more hours. Quality of life issues inherent with this failed policy with further erode morale, a counter weight to profits. Our company has been trying hard to copy the Luxottica model with disappointing results. They have far more marketplace leverage and resources, with astute regional variations. Our management has offered a poor copy at best. EVC can survive and thrive by becoming more professional and unique, not by continuing to duplicate Luxottica into our extinction. We now know the results of treating each employee like another entry on a spreadsheet. The way to survive is with special service and devotion to our patients. 100% internal/external delight is a concept worth trying again. You can anticipate receiving information from the company that will cast union membership in a negative light. I can not tell you that collective bargaining is the perfect solution to all issues. It has flaws and blemishes just like any other system. But, I can can tell you that it will provide leverage for the EVC Optometric community. The Doctors of this company have always received a lower percentage raises that the bargaining unit employees. Raises have ranged from 3% to as high as 6% in the smaller bargaining units more involved in the Union (more involvement = more leverage). The raises are delivered in a timely and consistent manner. Raises for doctors are typically 2% or less. Compare this to our historical inflation rates. http://www.inflationdata.com/Inflation/Inflation_Rate/CurrentInflation.asp Five unused sick days are paid out for Union members. Bargaining unit members have several personal days to use and long term associates as much as five weeks vacation. Medical insurance cost sharing is lower for bargaining unit members and “punishment” is subject to the scrutiny of investigation and arbitration. Discharge must be for “just cause”. Terms and conditions of employment become consistent as opposed to 125 separate deals based on the leverage of the company. The company may well tell you that you are not, as Doctors, eligible to form a collective bargaining unit. Doctors have formed bargaining units in the past and I would far prefer the ruling of the NLRB, even dominated by Bush appointees, as opposed to the company line. Ultimately, I can only ask that you do your research and make a decision based on your personal preference and verifiable facts (like our Union contracts).  If you do wish to participate, the information to express your “Showing of Interest” in a confidential manner is available at OpticalWorkers.com.