Previous Page

Home

The only thing that endures is change. Who'd have thought we'd have Woccies and Noms running the show like a video game?

Unions can change too, of course. Our brothers over on CN's Michigan division are trying out a corrective action policy that stresses prevention and training in place of more traditional punitive discipline. The International board of directors has approved a 40% decrease in assessments, and increase in payments for our Job Benefit (popularly known as out-of-work insurance--although it's technically not insurance).

On the other hand, the story of Casey Jones shows that some things don't change. Casey's wreck was attributed to a human error. To this day, wrecks still occur under similar circumstances.

Junk Yard Dog is back, 'an he's all stressed out. On the same page is a good article from our brothers at "Snakebites" (Roseville, Ca.) about unrealistic expectations.

Look further and you'll find the usual reports, rants and scary stories. So scary you won't want to read this issue alone!

TROY, Mich., Aug. 10 /PRNewswire/ -- Canadian National Railway and the United

Transportation Union have agreed upon a new Individual Corrective Action policy that stresses prevention and training in place of more traditional punitive discipline for the 400 UTU-represented workers in the company's Michigan zone.

The Individual Corrective Action (ICA) policy becomes effective Sept. 1, and applies to train and yard service employees represented by UTU on three former railroads -- the Grand Trunk Western; Detroit, Toledo and Ironton; the Detroit & Toledo Shore Line -- all of which are now part of Canadian National.

"ICA focuses on peer review, prevention, education, and self-improvement rather than punitive action," said Steve Thompson, UTU General Chairman and an architect of the new policy. "The new program is also voluntary. It allows any affected employee to select the new policy or the traditional discipline process. And the new policy recognizes that employees themselves have a major role in changing counter-productive behavior."

"We strive to make our work environment as safe as possible," said Ed Harris, Vice President-Midwest Division for CN. "We value employees who display their commitment to safe operations by complying with all rules and working as part of a team. By emphasizing mentoring, coaching, and personal improvement rather than negative discipline, ICA will provide the railroad, UTU and UTU members a framework to improve communication, cooperation and morale, all of which will help make CN an even safer place to work."

"Too often in the past in handling employee infractions, we have missed opportunities that would have benefited our employees and the railroad," added Keith Creel, CN's Michigan Zone General Manager. "The new ICA policy will give us a more productive means of addressing and changing behaviors that are unsafe, inefficient, unproductive, or simply unacceptable."

In the case of minor infractions, employees who elect to participate in the ICA process will have such options as classroom, self-directed, or hands- on training. Employees might also participate in or give safety briefings on the applicable rules. In every case, a railroad officer and the union's local officer must agree upon the ICA. In the event the railroad and union officials cannot agree upon an ICA, the employee will have the option of reverting to the traditional discipline process or referring the case to an Employee Review Committee established under the new policy. The Employee Review Committee, consisting of three employees assigned by the General Chairman, will have sole discretion to determine the ICA in such situations.

In the case of more serious offenses, or in the case of multiple similar violations within a two year period, employees will participate in a "General Manager's Lab," personally meeting with the General Manager to discuss the infraction and suggest his or her own ICA.

Major infractions, especially those subject to dismissal, will continue to be handled through the traditional discipline process.

"CN has discussed the ICA policy with other labor organizations," said CN's Harris. "While UTU has taken the lead on our Michigan Zone, we hope other organizations will quickly agree to extend the benefits of the process to their employees."

"The new ICA is a major milestone in the continuing improvement of labor- management relations on CN's properties in Michigan and Indiana," said UTU's Thompson. "The ICA process is a recognition that rail labor and rail management are both committed to making rail operations as safe as possible."

Job Benefit Income Security Program Available To Members

The Job Benefit Income Security Program (JB/ISP) is a plan providing payment for a specific amount and period of time to an employee suspended, dismissed or removed from service for alleged violation of rules or operating procedures, provided that such violations do not come within the category of exceptions covered in the Income Security Program.

The United Transportation Union International operates the Job Benefit Fund Income Security Program as a non-profit service for members.

The program is only available to UTU members in the U.S. and Canada.

The UTU International board of directors recently voted to lower monthly assessments by 40 %, and raise the maximum daily benefit for Canadians.

Members choose the level of benefits they want, from $10 to $150 per day, all at low monthly assessments. The term of benefits, from 100 to 300 days, depends on how long you have been enrolled in the program.

In addition, the new JB/ISP allows members who are involved in other out-of-service plans to bring service in those plans with them if they participate in the JB/ISP. This way, no one is penalized for changing to the UTU program.

For example, members of the BCRF who could claim entitlement for 100 days can switch over to the UTU program and maintain that 100 day coverage, at less than 40% of what they are paying the BCRF.

In the past two years alone, the UTU Job Benefit Income Security Program has paid out more than $9.5 million USD for over 3400 claims.

Payroll deductions in conjunction with your regular union dues are available.

For more details, and to arrange for membership in the program, please contact David Moorhouse.

'Twas a dangerous cliff, as they freely confessed,

Though to walk near its crest was so pleasant:

But over its terrible edge there had slipped

A duke and many a peasant;

So the people said, "Put a fence round the edge of the cliff";

Some, "An ambulance down in the valley."

But the cry for the ambulance carried the day,

For it spread to the neighboring city;

A fence may be useful or not, it is true,

But each heart became brimful of pity

For those who had slipped o'er that dangerous cliff,

And the dwellers in highway and alley

Gave pounds or gave pence, not to put up a fence,

But an ambulance down in the valley.

"For the cliff is all right if you're careful," they said;

"And if folks even slip or are dropping,

It isn't the slipping that hurts them so much

As the shock down below - when they're stopping."

So day after day when these mishaps occurred,

Quick forth would the rescuers sally

To pick up the victims who fell off the cliff

With their ambulance down in the valley.

Then an old man remarked: "It's a marvel to me

That people give far more attention

To repairing results than to stopping the cause,

When they'd much better aim at prevention.

Let us stop at it's source all of this mischief," cried he,

"Come, neighbors and friends, let us rally;

If the cliff we will fence, we might almost dispense

With the ambulance down in the valley."

"Oh, he's a fanatic," the others rejoined;

"Dispense with the ambulance? Never!

He'd dispense with all charities, too, if he could:

No, No! We'll support them forever.

Aren't we picking up folks just as fast as they fall?

And shall this man dictate to us? Shall he?

Why should people of sense stop to put up a fence,

While their ambulance works in the valley?"

Thus this story so old has beautifully told

How our people, with best intentions,

Have wasted their years and lavished their tears

On treatment, with naught for prevention.

But a sensible few, who are practical, too,

Will not bear with the nonsense much longer;

They believe that prevention is better than the cure,

And their party will soon be the stronger.

Encourage them, then, with your purse, voice, and pen,

And (while other philanthropists dally)

They will scorn all pretense, and put up a stout fence

On the cliff that hangs over the valley.

- Joseph Malines

Meeting Point is published four times yearly for the information and entertainment of the members of United Transportation Union Locals 1778 and 1923 (BC Rail).

Casey and his fireman, Sim Webb, rolled into Memphis, Tenn. from Canton, Mississippi on their regular run about 2200k, Sunday, April 29, 1900. Upon their arrival, they discovered that Joe Lewis, the regular hogger on engine 382, had been taken with cramps and booked off. Casey and Simm doubled out on Joe's turn.

Records show that Casey and Simm departed Memphis at 0050, one hour and thirty five minutes late. By the time Casey made it to Goodman, twenty miles outside of Canton, he was on time. In those days, passenger comfort was not important, and damage suits for being thrown around at high speed was unheard of. Dispatchers and officials tended to look the other way when too much time was made up.

Meanwhile, the stage was being set for his tragic wreck. Freights #72 and #83 were head to head in the passing track at Vaughan, attempting to clear Casey's schedule. The two trains had more cars than the track would hold. Several cars of #83's train were on the main line, north of the north switch. The plan was to flag Casey, pull clear of the north switch, then clear him again at the south switch. During this move, #72 had separated an airhose.

According to the accident report, flagman JM Newberry had been in position to flag the tail end of #83. He had set up torpedoes at the required distance, and had two lanterns--one red and one white. According to Simm Webb, he had been on the hogger's side, talking to Casey about the new multi-toned whistle recently installed on Eng. 382. He bent down to put in a fire, heard the torpedoes explode, looked out the hogger's side and observed the flagman, he then looked out the fireman's side and saw the markers of #83. He then called out to Casey there was a a train ahead.

Simm jumped, landed in some bushes and was unhurt. Casey rode it out. Engine 382 crashed through the caboose and several cars and came to rest on the right side pointing back north. Casey was fatally wounded in the throat. He was carried one-half mile to the depot were he died lying on a baggage wagon. No one else was injured.

The railroad's formal investigation concluded that "Engineer Jones was solely responsible for the accident as consequence of not having properly responded to flag signals." The implication was Casey got a saw-by sign from Newberry, and had assumed the north switch had been cleared for him.

The song about Casey Jones that turned this tragedy to legend, was written about 1902 by Wallace Saunders, a Negro engine wiper, and close friend of Casey's.

Sources:

The Water Valley Casey Jones Railroad Museum
http://www.watervalley.net/users/caseyjones/home.htm

Casey Jones Railroad Museum State Park
http://www.trainweb.org/caseyjones/home.html

The BC government announced the minimum wage in this province will be increased from $7.15/hour to $7.60/hour on Nov. 1, 2000 and further to $8.00/hour on November 1, 2001. There will be plenty of air time given to the business interests views on this matter. In the interest of fairness here are some facts that support these increases in wages for the poorest workers in the province.

	There is no relationship between raising the minimum wage and increased unemployment. The NDP government in BC has raised the minimum wage by 43% since 1992 and unemployment has gone down from 10.2% to 6.8% in the same period.
	-The majority of minimum wage earners are over the age of 20. Nearly two-thirds of minimum wage earners are women who already experience wage disparity in the workforce and suffer greater poverty.
	An increase to $8.00/hour raises the minimum wage to the poverty level.
	At the current rate, the minimum wage is $1.50/hour less than it was in the 1970's.
	In Washington State the minimum wage is $9.75 Canadian, and is tied to inflation. As the cost of living goes up, so does the minimum wage.
	The Alberta Chamber of Commerce conducted a survey which found that two thirds of businesses that responded would support a minimum wage of $7.50.-BC Fed

Unrealistic Expectations, Part 1

From "Snakebites", August 2000
www.snakebites.org

Railroad Managers typically have high personal expectations. They routinely push themselves to the limit, foregoing family, friends, sleep and other activities to get ahead in the company. They work long hours slavishly for the cause. That is the choice they make, and they reap both the positive and negative results of that decision.

But managers have a nasty habit; They tend to apply the same expectations they have for themselves to the employees who work for them. This is what we call "unrealistic expectations."

Why is it unrealistic? Well, not all employees value work above family. Nor should they.

Most managers are trying to create a place for themselves in the corporate structure. This often means that they are trying to land an extremely well-paying upper management job and all the perks that go along with it. Employees, on the other hand, while they are part of the process that generates that well-paying job, do not participate equally---not in the risks , or the rewards. Even if stock options are granted , they are typically small and there is no guarantee the options will ever be worth anything.

This means that employees don’t have the same stake in the company that managers do. Therefore it is realistic to assume they will not have the same level of motivation.

Employees, like managers, also have selfish needs and desires. Most of us who work for others want to strike a balance between work and time off to enjoy family and friends. We don’t simply exist to benefit our employers. We work because we are trying to support our families.

That is, we work to live, not live to work.

On the other hand, many employees think the company owes them something just because they work here. Nothing could be further from the truth.

The reason anyone is employed by anyone else is for the benefit of the employer. Think about it: If you hire a kid to mow your lawn, you probably do it because its easier, cheaper or more convenient than doing it yourself. The same idea applies to railroads. Managers can’t, won’t or don’t have the time to run the trains and do all the associated tasks involved to make a profit in this business. So they hire employees to do these things. What these things are, how they are done, and who does them are agreed upon by written contracts in this industry. We are paid to do a job, as specified in an agreement. Nothing more, nothing less. No one owes us anything. It is unrealistic for employees to expect more.

On closer examination, most of the problems between labor and management can be boiled down to "unrealistic expectations."

Little Bones

Lat 49 - 18’- 72" N

Lon.123 -05’-14" W

"Ahoy, all ye rat eatin', rum swillin', gulls an gullettes." "I see ye survived another weird summer a workin', congrats."

So Maddog an me was on the poop-deck, shootin' the breeze, an we gets te yappin' 'bout stress. What it is, what it does, how we gets it, an how we gets rid of it?

"Like when ye gets called fer what's supposed te be a three hour tour an wind up at some godfersakin' spot named Gilligan's Siding." "Harrr, shiver me timbers!"

"Ya, yer contemplatin' the new Mutiny," not te mention odd schedules, slave wages, floggin's an the odd keel haulin'.

Stress is unique te the individual, an fer every problem, there is a solution. A little common respect, courtesy, an sense, goes a long way . So keep an eye out fer rabid sea-monsters, Tsunamis, an' recall what General MacArthur once barked, "There is no substitute fer victory."

Take it easy, or we'll 'ave te kill ye.

Aug. 21, 2000

BC Government News Release

SQUAMISH - The province, the Squamish First Nation and the BC Rail Properties Ltd. Group have signed an umbrella agreement that will allow the Squamish Estuary management plan to move forward, creating joint venture opportunities for the Squamish First Nation and the BCR Group.

A separate agreement provides for a land exchange between the province and the BCR Group, which includes BC Rail Properties Ltd. and BC Rail Ltd.

"Signing this agreement today means the rich and diverse environment of the Squamish Estuary will be protected for future generations while providing immediate and long-term economic opportunities for the local community," said Environment, Lands and Parks Minister Joan Sawicki.

The Squamish Estuary management plan allows for the designation of about 60 per cent of the Squamish estuary for conservation with the formation of a wildlife management area, while leaving key areas next to an industrial area for commercial and deep-sea port development.

The key components of the land exchange and umbrella agreement include:

The province will acquire 353 hectares of estuary land from the BCR Group in exchange for a 64.1-hectare parcel of land know as Site B. Site B consists of 4.86 hectares of upland and 59.2 hectares of land covered by water.

The BCR Group will enter into a joint venture with a band corporation of the Squamish First Nation to develop a deep-sea port at Site B.

Once acquired by the province, a portion of the estuary land will be established as a wildlife management area following the recommendations of the Squamish Estuary management plan.

A 27. 7-hectare parcel known as Site A will be transferred from the BCR Group to the Squamish First Nation to be managed co-operatively with the province as a conservation area. Site A is next to the proposed wildlife management area.

The Squamish First Nation will be able to make recommendations to the minister of environment, lands and parks on the management of the wildlife management area.

The Squamish First Nation has an option to buy BCR Group land at Porteau Cove to add to their reserve lands.

An ll-hectare portion of land will be transferred from the BCR Group to the province as an addition to Stawamus Chief Provincial Park.

In a related land exchange, the province will convey to the BCR Group 97 hectares of land south of Porteau Provincial Park in exchange for three BCR properties:

205 hectares of woodland fronting the Fraser River near Quesnel.

124 hectares near Clinton as an addition to Edge Hills Provincial Park.

32 hectares in Williams Lake for use as a local park.

"This is an outstanding example of a successful government, industry and First Nations negotiation under the umbrella of the Delgamu'uk decision" said Chief Gibby Jacob of the Squamish First Nation. "We all agree that this agreement will bring long term benefits to the people, animals and fish that depend on the estuary."

"We are delighted to sign the umbrella agreement that will allow the BCR Group to move forward with port expansion and business opportunities in Squamish," said Jim Cox, president and chief operating officer of BC Rail Properties Ltd

UTU Local 1778 recently hosted their 9th Annual family picnic.

Rain did not dampen the spirits of the 70 members and their families who turned out for good food, good company and games and toys for the kids.

This year's activities featured a "Survivor" game for the kids, which included a scavenger hunt and a tabletop challenge to build a raft out of limited materials. Participants were also challenged to build a trap to catch their "food", which they then had to eat. Lacking tropical grubs, the kids mustered their courage to eat a cracker with green cheese, liver, and sardines!

We've learned a thing or two over the past nine years, and we want to share our knowledge with other locals who may want to host a picnic of their own. Check out the resources section of our website www.utubc.com for a "Recipe For A Successful Picnic".

It just stands to reason, one should follow safe practices while filming a safety video. But Peter, the 52-year-old owner of a machinery and equipment training school, violated that rule of common sense while filming a forklift safety demonstration. With the cameras rolling, he was thrown from the cabin of his forklift and crushed. Subsequent investigation revealed the culprits responsible for the fatality: driver error and high speed over varied terrain, coupled with an unused seat belt. His final safety demonstration was the most convincing of his career.

Charges are pending against a 57-year-old Coast Mountain Bus Company driver who crashed his bus yesterday morning after apparently falling asleep.

The accident occurred at about 3:45 a.m. at the corner of Winston Street and Lozells avenue in Burnaby. The bus severed a power pole and a fire hydrant, bringing down Hydro wires and causing water to spray the scene.

Two of four passengers aboard the bus suffered minor injuries.

The driver faces charges under the Motor Vehicle Act.

VANCOUVER - A guide to preventing harassment in the workplace was released today by the B.C. Human Rights Commission at the International Association of Official Human Rights Agencies' 52nd annual conference.

"Harassment continues to be a major problem in the workplace," said chief commissioner Mary- Woo Sims. "Eighty per cent of complaints filed with the commission are about discrimination in the workplace. Our goal is to give employers and unions the tools to resolve human rights issues in their workplaces and not through the commission's complaint process."

The commission worked with representatives from labour and business in developing Preventing Harassment in the Workplace. The guide helps employees, employers and unions to recognize harassment and to develop and implement anti-harassment policies and programs. The guide can be downloaded from the commission's Web site at www.bchumanrights.org on the

Internet.

Link to the guide on our web page

This article first appeared in the North Shore Outlook on July 21, 2000

The provincial government is using its power to boost the profits of its crown corporations at the expense of the municipalities and it has to stop contends one District of North Van councilor.

Coun. Bill Denault told The Outlook that Vancouver Wharves paid $8 million annually ($5.2 million went into municipal coffers and the rest went towards other services such as school taxes) in taxes to the district before BC Rail purchased it several years ago. But a loophole in provincial legislation allows the BC government exemption from municipal bylaws relating to land use, development and improvements.

Meaning that since the BC Rail takeover, Vancouver Wharves now only provides an annual grant of $2 million in lieu of taxes to district coffers.

Denault says it's adding insult to injury since the provincial government has also made deep cuts in grants to the municipalities. He will ask five north shore municipalities during a meeting this Tuesday night to support a private member's bill from BC Liberal Municipal Affairs critic Ted Nebbeling that would block the provincial government's ability to bypass municipal bylaws.

"If you look at the profits (BC Rail) has been posting, it's just frustrating to us. Give us a break, give us the taxes owed to us so we can do our job," Denault said.

Brothers and Sisters:

The battle is about to begin. The Council of Trade Unions has issued notice to commence collective bargaining and I am sure that every delay tactic known to mankind will be brought to bear.

We are not dealing with a group of people who have any consideration or respect for the working people on this railway! Any way that management can undermine and attack our respective Collective Agreements means another "BONUS BUCK" in their pockets right around Christmas time.

A prime example of how not respected the running trades are: A terminal supervisor is called to work as a helper on the midnight yard in Williams Lake. Grievance submitted at Step I and the response is "There is absolutely no value in reviewing the grievance on merit and I suggest we expedite this issue to an arbitrator as soon as possible." I made it very clear to this manager the end result, if there is a next time, will not be very pleasant. I personally have had enough!!!!!

I know that many of you think the same way I do. Just leave us alone and let us do our work. We know that change is inevitable but not constantly!!!!!

Every penny this company makes is made on the backs of each and every employee. For those of us in the trenches, that means all hours in all weather while the "BONUS BUCK BABIES" are sleeping in their cozy beds dreaming of tee times and toddies!

If you are not ready, GET READY!!!!!

The opening salvo has been fired and things are about to get ugly!

Fraternally

D.G. Byron

Local Chairperson

Local 1923

There seems to be a dangerous trend developing. Members have been reporting cab driver's poor highway driving skills, erratic driving habits, close calls, fatigue, talking on cell phones and cabs in poor mechanical condition.

Your local committee reminds you that the right to refuse dangerous work also applies while riding in a taxi. Do not take risks. If the driver demonstrates a lack of skill, violates the Motor Vehicle Act or is driving a cab in poor mechanical condition, stop the ride, get out and call for another cab with your portable radio. Make note of the date, time, car number and driver's name, if possible. Report these details to the crew office, as well as a short explanation of why you refused the ride. Be sure to copy your local chairperson.

To assist reporting, and to ensure members are aware of the conditions under which others have refused a ride, Local 1778 will provide a form on the yard office wall in North Van. and Squamish. Please fill in details of your taxi problems in the blanks provided.

Members in other parts of the country have suffered serious injuries or even death as a result of riding in taxis. Don't let it happen to you!

~ Adrian Telizyn ~

(apologies to George Thorogood)

I was a trainman since the day I left school.

I went to North Van and learned all the rules.

I'd sit and listen to Barney all day,

with big schemes of how to get paid

My foreman taught me what the yard was about,

so I became the switchman the crew office warned us about...

They said my crew was an unruly mob, and I should,

Be a trainman and hold a real job ___________!

CHORUS:

Be a trainman and hold a real job.

Work the Budds, and don't be a slob

Get it together like big Brother Bob,

Why don't you be a trainman, and hold a real job?

I even tried that yard office scene,

I told myself that it was all a bad dream.

I saw so many lists that I wanted to scream.

I found a crew and some good trips that paid

And now I work all night and sleep all day.

(To Chorus)

I met this official, when I answered an ad,

She grilled me about the right side of the cab.

She took one look and said, "Oh my God!"

You'll stay a trainman and hold a real job!

(To Chorus:)

I make the big bucks on the Fort Nelson Line

The run's so long that you have time to whine

I'm ten times richer than big Brother Bob

But he's got the Budd cars and he's got a real job.

(To Chorus:)

Well Brothers and Sisters, it appears BC Rail has once again decided to start this round of collective bargaining in the usual manner. The Council of Trade Unions (CTU) served notice to bargain on September 7, 2000 and made the suggestion that the CTU and the Railway meet to set dates for bargaining during our CTU meetings of September 13, 14, and 15. Their response was to meet on October 2, 2000 to set dates for collective bargaining. Obviously this was not acceptable to the CTU as the Labour Relations Code requires that the parties meet for the purpose of collective bargaining within ten days of the notice being served. We did offer to meet with the Railway on October 2 to exchange proposals and start bargaining but the Railway declined this offer.

In order to delay this round of bargaining the Railway filed a submission with the Labour Relations Board to delay bargaining because of the IWA raid on CUTE 6. The Railway admits that the CTU is the bargaining agent for the unionized employees on BC Rail, but then says they can't bargain because of the uncertainty of who they would bargain with. The Council has told the Railway that the people elected to represent the unionized employees at the bargaining table are prepared to exchange proposals and start bargaining. The Railway fully knows that once this is done those proposals don't change even if the people representing the unionized employees change.

Once again it appears the Railway is going to do everything it possibly can to delay negotiations with the CTU. The Railway has been told the message delivered to the CTU by its members when the last agreement was ratified. The message: if we do not have a new contract by January 2001 there is an extremely strong chance BC Rail will not be operating.

Do not believe any excuses you hear from management regarding collective bargaining! There are no reasons to delay this round of negotiations. The Railway may have their reasons for not bargaining but they certainly don't have anything to do with what they have explained to the CTU. The term "smoke and mirrors" comes to mind when we see what is going on.

Brothers and Sisters, these are the same people who locked us out for nine days to achieve an agreement they could have had with a minimum of bargaining with the CTU. Remember all we asked for was the government imposed guideline - it was the Railway that demanded concessions for a 0-0-2% raise. This was done even though they knew that no other crown corporation or public sector union had given concessions for 0-0-2%.

If BC Rail put half as much effort into negotiating with the CTU as they did thinking of ways to avoid negotiating, we would probably have an agreement in very short order. They seem to have more interest in ensuring the process doesn't work. Could it be that BC Rail's tactics are simply designed to support their position when the Labour Board reviews the consolidation award. Surely not, this must just be my paranoia!

It is the intention of this Council to do everything within its power to conclude a new collective agreement before December 31, 2000. We cannot achieve this as long as BC Rail is going to refuse to come to the bargaining table. When management starts telling you all the excuses why they aren't negotiating, tell them you aren't interested in their excuses and that you want them at the bargaining table with the CTU.

We remain hopeful that with your support we will get BC Rail to the table and conclude a new agreement before December 31, 2000. The CTU is looking at getting a web site up and running soon to keep you informed as to what is happening with collective bargaining.

Also, just a reminder that the United Way Campaign is now up and running. As you know, no matter what our situations are, there are a lot of people in situations worse than our own. These people will benefit greatly from your United Way donations. I encourage any of you who can, to donate. You may direct your donation or a portion of it to a specific charity through the United Way if you wish.