Friday, July 3, 2009

I am new to this blog, and I have to say that I am very shocked at some of the comments made here. Some I understand, while others are just shocking.I am just a worker that goes to work every day and am thankful for the opportunity to do so. It is a very very scary place out there right now, and when I read how some people say just shut the place down, it verifies to me just how uneducated these people really are when it comes to the economy.

• Fact: Not a lot of work out there today.
• Fact: Offshoring is happening everywhere so good paying jobs are gone now.
• Fact: I don't want to earn $12.00 an hour anymore. (If you're lucky)
• Fact: We have excellent benefits
• Fact: I am not management
• Fact: I have worked for companies that you have to have someone do your job while you go to the washroom. Equal paying jobs. (Gone now)
• Fact: We have it pretty good here yet all I read is complaints

I love my job. I enjoy the people. I know that there are a lot of things that are unfair; but who said life is fair? I have had job postings disappear on me. Not fair. I have lost jobs in the past and not because I didn't do my job, but because of being that number. And believe me, if Rockwell shuts its doors, you will be a number, and not a high one. So, trust me when I say BEING A NUMBER SUCKS! I hate being a number, and that is what the unions do. They make you a number. I firmly believe that everyone who works hard should be able to achieve their goals. Unions stifle that opportunity.

We are a great group of people, and we have more talent at Rockwell than you can shake a stick at. So lets find a way to make it better without a union. Remember the grass is always greener on the other side.

I have not been at Rockwell for 30 years, so trust me when I say that it sucks out there in the world of EI. It is not the answer. It is the spring board to hope. New careers are great but without experience you fall back to manufacturing and so many people are unemployed the good jobs are already gone.

As for the barbeque. Thank you. It was free. And I am thankful for the extra 15 minutes.

Long live Rockwell, and the opportunities that we all benefit from!

Wednesday, July 1, 2009

Thanks Jim, for allowing us to post on your website.

Why is July 5th important? Why did RA corportate notify Dublin, GA and Sumner, IA one year in advance that they will be closing their doors in 2010? When RA changed the pension clause in Dec 31, 2005 allowing certain groups of people to get the supplemental with their pension, and most of them being management at Richland Center, why 2010? Amazing - does canada have the supplemental clause in your pension? Being a profitable facility and with lean taping of our garbage cans area and telling us what our drawers in our tool carts should look like, it is amazing they survive lean-5s-8d- etc.. 2010 is an important year

Wednesday, July 1, 2009

Wow! If you were in Cambridge today for the Canada day barbeque, you will know exactly what I am referring to! (Not even a Barbeque - it was cooked in the kitchen). Talk about laying it on thick! It was almost like a Monty python skit. Any intelligent employee would have seen right through it.

Company cut backs? For the incredible hard times we are facing, we can't seem to find the money for new tools to do our job properly. But we can splurge for a barbeque to obviously soothe the savage beast. We have the incompetent management team to thank for the UAW at the the main gate.

Don't get me wrong; the food was great, the line moved very quickly, they even gave us a 15 minute extension on our lunch. Very nice! We have never seen such enthusiasm and circus-like atmosphere in the 25 years I have worked here. The painted smiles of the managers, silly hats and the willingness to help, gave me indigestion...

Without the C.A.W on our door step, I am sure that the new policies and the good food would have never been on the agenda. Just the continued poor treatment of the unprotected worker. Maybe we do need an alfa-dog like the C.A.W to keep the management muts in line. It is obvious that the management team has never taken courses in people management. Abuse of power is the biggest problem. The incompetent team lead is making far too many important decisions without guidance from the department managers.

I have never been a fan of unions. In fact, it just might be the best thing for everyone involved to just stop playing the games and close the place.

Wednesday, July 1, 2009

Just a lament for a great UK organisation in Wigan called EJA. This week the last production workers said good by to their plant, where the great Guard Master Safety switches were Designed, Marketed and Manufactured. The factory was ahead of its time in the deployment of Lean Enterprise and it R&D personnel sat on ISO committees determining the world standards for the design and manufacture of safety switches. Because of its agile leadership, its time from Development to Manufacture was exceptionally fast, which allowed the company domination of the EMEA Markets. Sadly it was closed because Labor costs were perceived to be cheaper off shore.

Tuesday, June 30, 2009

Rockwell doesn't give a hoot about any of its centres. If the facility is not cost effective or manufacture/supply of the goods/services concerned can be hashed to return increased margins, then thats exactly what it will do. Nothing is sacrosanct except for the survival of the same mercenary heirachy incl. "jobs for the boys" via the school tie network. This is how its always been; how it always will be.

Tuesday, June 30, 2009

Years ago I worked for Rockwell and lost my job, but about 1 year later took a job with a competitor (doing well). I recently spoke with an individual that left Rockwell and let Management know that he did not agree with the direction of where the Company is headed. If you have not made plans on your next job moves, or retirement, better do this soon before all is lost. Ask yourself why key personnel are leaving, including a key finance person. Why did Keith make over $5m with nearly $13m in stock options - ttal of $18m for 2008? (this info is available)on several bonafide business and newspaper sites.) The employees leaving are quietly telling Keith they do not agree with his management of the company. All of the cut backs impacts your retirement if you are vested.

Monday, June 29, 2009

Commenting on a PUBLIC WEBLOG, that has no affiliation with RA whatsoever, has absolutely no bearing on the current state, or future of business for this company. That comment is obtuse.

People are giving their opinions on fact. Hoping that someone who can help make changes at this plant can get the ball rolling. Why can you not understand the concept that people have rights? Voicing a concern and never letting it fester is a pro-active approach to gaining new ground.

Monday, June 29, 2009

I'll say it again just to drive the point home. Petty BS is what destroyed the Duluth, GA location. That location was to be the location for all of Rockwell's Industrial Computer Business. A lot of very talented people worked there. All of that business and potential business lost. If you can't learn from past mistakes, perhaps it's time to turn the driving chores to someone who knows how to drive.

Sunday, June 28, 2009

I'll thank Jim Pinto as well. He's allowed people to post here that have real concerns about the real problems they're observing or experiencing.

As for the "industry professional" - understand that people who post here are "professionals" as well. The only "losers" are the ones that think only they count. If you have any experience at all, you know you find out the health of your company, or industry, by reading posts like this one. Expressing you concerns openly at your job usually labels you as a troublemaker. Doesn't have to be that way, however, that's what some of us have experienced.

I also enjoyed the "ratgate" or "molegate" drama, as it so clearly illustrates what the real problem within this company appears to be. Any problem can be resolved, but only if it's openly discussed. Since most agree management reads these posts, it's the only "safe" way they feel they can express themselves. That's a good thing.

I'm interested in the "mystery date" of July 5th as well, no reason to be cryptic about it.

Sunday, June 28, 2009

Thank you for keeping this site open to all individuals, so that they may express there views about anything involving Rockwell Automation. In many instances this is the only forum or outlet that people working at Rockwell have. Please do not limit the responses.

Sunday, June 28, 2009

I would like to thank Jim Pinto for posting the comments that are from employees of Rockwell Automation. These are from frustrated employees who are not being heard at the plantm - not union losers with petty BS. These are "CRITICAL" concerns that have been going on far too long. Everyone knows that management reads these posts, so if this is the only way to have them hear us then this is how we will get it through to them. The petty BS actually is going on at the plant and we are proving that we've had enough and will not tolerate it.

To the person who some call a "rat": If you get away with yelling, with profanities, on the shop floor, this will also prove what has been written on here. That management is showing favourtism by allowing you to do it without concequences! This is also not petty BS. Most other employees would have been walked out immediately.

If anyone wants to talk about sales and marketing on here, you are more than welcome to do so, but if you find there is too much BS on here, just don't read it! There are many other people who use this site, not just people who "claim" they are someone else.

OK, then, lets have your views on just how well Rockwell Automation is doing in the market place. Give us a clue!

Friday, June 26, 2009

A.B. Canada pumps out massive product for Rockwell as a whole. We have been running overtime pretty much since January. Almost immune to the recession we are probably one of the only plants still making large amounts of money for the company at this time, and thing said on this blog are important to us. Sorry if you are not interested on the current topic then write something about marketing or sales, O wait I just did. Thanks again Jim Pinto for letting our voices be heard.

Friday, June 26, 2009 - from Industry Watcher:

"Ratgate", or "Molegate" as it is to some, had me and my colleagues in stitches. Maybe some of those "disaffected union losers", as the previous blogger calls them, should consider a career writing TV comedy sitcoms.

On a more serious note - anything new regarding the cryptic date "July 5th 2009" mentioned previously on this blog?

Thursday, June 25, 2009

Enough with the disaffected union losers posting their petty BS in just one small part of Rockwell, in Canada. Can you please limit topics to sales and marketing related issues? As an industry professional that is where my interest in your weblog lays. Thanks!

Thursday, June 25, 2009

I haven’t worked for Rockwell in over a year, but I know that John Whibbs will be successful in any company that's lucky enough to land him. The fact that he's left Rockwell (or asked to leave) is an indication of the deteriorating condition of the company. If Rockwell really wants to get out of this mess (in Canada), they should start with the firing people who are liabilities.

Wednesday, June 24, 2009

Remember when Management cancelled shifts and all those employees had to find jobs. No one was allowed to bump, and senior employees had to take lesser jobs and work our way back up. We didn't here a peep from anyone on how unfair it was. You were able to sit in your comfy chairs while the rest of us suffered. Did we complain or try to organize representation? No we sucked it up.

So now the shoe is on the other foot and there's a whole lot of whining and complaining. What a bunch of hipocrites you all are. You are only looking out yourselves and care little for you fellow workers. All this innuendo and hearsay shows how pathetic you really are. Who cares about your senority and whether you end up in a job you don't like, or on a shift you don't want. You sure didn't care about us before the new year.

Tuesday, June 23, 2009

RA recently sent this email announcement (extract):

After 24 years with Rockwell Automation, John Whibbs has made a personal decision to leave our company and pursue other interests in Canada. His last day will be June 30, 2009. John's contributions and dedicated service have made a positive impact to our Canadian organization and we wish him well in his future endeavors.

Tuesday, June 23, 2009

And the rat speaks! A mole is someone who strategically infiltrates an organization to get information or documentation regarding secretive or sensitive information. You are not a mole. A "rat" is someone who goes into a group knowingly and willingly putting themselves out there for everyone to see and then informing the higher ups on what exactly took place. I think rat is definitely a better description of what you are.

I hear that today you went on a little rampage at work, accusing not one but two people of writing about you on this site. You must have missed the crowd gathering behind gawking at you. I would really watch who you accuse and what you say to people because you might just find yourself out on the street. I think HR frowns on harassment and verbal abuse of fellow employees. You should think yourself lucky you don’t get hauled into HR because of it.

Fact: You did write down how many people were in attendance at the union meeting. Now to me that does not seem like valid information and has absolutely no relevance to the questions that your friends would have asked. Unless your friend was the plant manager or a "manager friend" as you put it.

Secondly, your manager friend kind of blew it for you the next day anyway. I guess she just couldn’t keep her mouth closed and told her entire material-handling team about the meeting the next day. Maybe it made her feel smart, or maybe it gave her some sense of power knowing everything that went on at the meeting, and letting the whole group know that she knew.

Last, but not least. For you to sit here and write that everyone else is wrong and are oblivious to what you are and do is just foolish. You have lied and misled fellow employees and management repeatedly. You have also been involved in trying to get fellow employees fired, and have done everything in your power to claw your way up, regardless of who you have stabbed in the back along the way.

I feel no pity for you. The mess your in now is of your own doing. A "coward" is somebody regarded as fearful and uncourageous; this word you use is incorrect. The word you're looking for is "courageous" - the ability to face danger, difficulty, or uncertainty, without being overcome by fear or being deflected from a chosen course of action. This includes harassment and scare tactics from your management friends.

I suggest you apologize to everyone you have wronged, and try to gain a little dignity and self respect back. Then maybe, you will not be so despised by your co-workers. Remember you have another 25 years to go. Do you really want them to be the same as the last few?

Tuesday, June 23, 2009 - Re: "Rat in Cambridge":

We all know you'll be back! Well, I have to say you outdid yourself this time. You approached 2 people today; too bad you didn't yell at the right person. How can you expect that anyone would believe that you would have anything at all to do with a Union? These 3 people you were taking notes for; come on, everyone knows that anyone can phone at anytime to ask questions they didn't need you to go to a meeting for them. You have told people at work that the plant manager himself calls you at home when he "needs" to talk to you. This would be why nobody believes you were there other than to support management and give them information.

You don't know what someone is talking about when they say you leaked information about 2 managers? Well they aren't managers anymore and you went and told people there before they even knew themselves! Everyone was talking about it before they were "demoted". You don't want to admit to it because this would show what your "manager friend" is really like. But we all know what she's like anyway. Just a manager that makes everyone else have a more difficult day, including other managers. They know what their employees are doing, and don't need you to "rat" every little thing you see and hears. Don't forget the way she deals with her own mistakes. Makes up lies about employees to try and have them fired!!

As for the job you are doing now. Let's be honest now; we know that we have an employee who fell ill and one who has a very sick daughter. That has nothing to do with you being given "special assignments" so you don't have to do your own job. You were doing something (nobody really knows what) long before these tragedies and long before you had surgery. Make sure you are giving us all the facts here. Let's talk about the pressure you have to deal with. Whether it's okay to eat lunch with your "manager friend" and where you will go.

Now on to the bigger fish to fry. Everyone knows that you are doing exactly what your "manager friend" did, whatever it takes to get a management job. So we know you don't really want our jobs. You just want to rat everyone out so that you look like management material. So really, it's the other managers that you are out to fry. Be careful, I think some of them are on to you two. Hopefully you get fired first.

One last note. We all also know that you aren't the only "rat". We know about the other one, but I guess we talk more about you because you and your manager friend really don't care about who you hurt in the end, and what damage you could possibly do to a fellow employees family. You two have done others things besides being "rats" to obtain that reward, and I'm sure everyone knows what I mean. You have a lack of respect for the lives you have tried to ruin, whether it is intentional or not. Hopefully your "manager friend" gets to read all of this.

So just remember, as it has been put before: Remember what you do and how treat other employees at Rockwell Cambridge. We stick together and will NOT tolerate your BS or your manager friend's BS either. Eventually it will all come back to bite you and we will not be there for you, except to laugh you out the door!

Tuesday, June 23, 2009

I can't believe that you even wrote on here, Rat. You are a a poor excuse for a fellow employee. You are uneducated person, that has no regard for anyone other then yourself. You think anyone in that office really cares about you? I still can't believe you had the audacity to go up to another employee and start to yell at him because you thought he wrote on this Blog. Well guess what - you've got a lot of nerve. There are many of us that write on here. Go up to you're buddies office and tell him what you did. Oh wait - HR was already told. You may be lucky to even have a job by tomorrow. You just can't sneak around peoples backs that you work with. You are going to find this out the hard way. I hope you get what you deserve for messing with people jobs and lives, Rat. Time will tell!

Tuesday, June 23, 2009

Thumbs up for the "mole". Actually you aren't a mole either - just going to work everyday doing your job. Isn't it amazing how people "percieve" things happening that in fact aren't happening at all. Feel free to post here anytime.

Tuesday, June 23, 2009

I was wondering - if you were not at this union information meeting, then why were you taking names down? That is the question I have. If you are doing this for the company and the "bully" then where do you expect to go in this company? If you get a management position with some authority, then no employee will respect you. And when they down size, you will be the first to go because they know you can't be trusted. If you stay hourly, then nobody will want to work with you because you can't be trusted. You may not like the idea of a union, I don't really know, but the hourly employees need their rights back. The company continues to change the rules when they know it will benefit them.

Tuesday, June 23, 2009

Looks like the upenders forgot were they came from. The lies and the vindictive little games are over. We will not stand for this anymore. You both have played everyone for fools and now we all see it. Your days are numbered. We as management still have some pull in Cambridge and we will see that the plant manager learns of all your lies. You are the reason people want a union. A perfect example of how things have gone wrong. Your lies and games have ruined peoples lives and morale in this building. It ends soon.

Tuesday, June 23, 2009

Shakespeare wrote... the more you protest proves the guilt that you have.

Tuesday, June 23, 2009

I would be the person in which you cowards are all refering to. I don't need to leave my name because you have all figured out that I am "the rat". Please get your facts straight.

Firstly I would like to say to the first coward: I was not rewarded a job for being a rat. I was put in a position because I have some seniority. I was on a disability after surgery, and most importantly I was asked to step up to a difficult task because of a couple of tragedies that happened to two other employees. I feel bad for you that you would even insinuate that, when the person I am filling-in for is dealing with a very sick child.

Secondly, I sat at that meeting, writing things down for 3 people that were not able to attend the meeting. I was there mostly for my own ignorance of unions. I know nothing about them to be honest. I for one have been in a very tough situation here at Rockwell for the past two years. Those of you that know me well enough (such as my "management friend") would know the struggles and disappointments I have gone through in the past year here at Rockwell (that doesn't really sound like management doing me a lot of favors). As a matter of fact I challenge any one of you to step up and do what I am doing now. There is a lot of pressure, hmmm once again, doesn't sound very rewarding.

I sat in on, what? One of how many union meetings? I sat there very openly. You insist on calling me a rat (I prefer mole; much cuter). You however had to scurry over to where I was sitting and snoop through my things (I apologize, I guess you weren't snooping, because I left everything out in the open) while I was outside calling my children, and oh my goodness, supporting my, how did you put it, nasty habit.(BTW, i keep my desk drawers unlocked please feel free to sneak a peek when I am not looking).

Third, i would like to say straight to the point. Someone had posted that I was involved in leaking information about two managers and the future of their jobs. To speak candidly, I don't have a clue what you are talking about.

Believe what you will about me, it doesn't really matter, I couldn't care less. The only reason I am writing this is because I am getting so sick and tired of being a victim in my own company and not having any say. I am tired of having to face your little potty-mouthed, jobless cheerleaders handing out flyers when I come into work in the morning.

Union or no union, I have bigger fish to fry. I just want to be sure that I have a paycheck every week. I don't work for you, I don't work for me for that matter. I work for my children and that's what matters the most!

You need not respond to this message. I am sure you have some great comebacks for me. However, don't waste your time. This will be the very last time I visit this ridiculous web site.

Monday, June 22, 2009

Rats are everywhere in this sinking ship. On talking about the individual who is a "rat" sure sounds like one we have here in Richland Center. She, is a very good friend of one of the used-to-be Production Managers and has been placed in many jobs that she was not qualified for, but they Always have looked out for her. Furthermore, why is she allowed to work her business during working hours and on the Rockwwell e-mail selling beauty products? Does the fact she is a very good friend of one of the managers (and so is her husband) who used to work at the RC facility say anything? Does Paris Hilton "looks" say enough and she plays the game with the majority of the men.

If this was me selling items during working hours or honeying my way to the top, I would have been fired years ago. But I'm proud of my 30+ years; I go home and look forward to retirement hopefully.

Monday, June 22, 2009

Richland Center facility does 2100,2500, DSY (drives) ESB (eng spec boxes)AMAT etc. and employees 380 people, minus a few on VLO. Moneterrey, Mx. is gradually taking over the orders for 2100, drives and esb. Monterrey plant has GE workers. 2500 are done in Brazil, China and Poland. 2500 have many connection points and you can not move them around or add to units. Very hard to run wires up the wireway to top or side wireway to terminal blocks going through a control plug also. Future units need to be installed at the beginning. People out on VLO save their vacation days, what is going to happen this fall Oct-Dec. when everyone wants to use their vacation days. Did any of the employees from the two plants closing in 2010 get offered jobs in WI facilities?

Monday, June 22, 2009

The young work force does not challenge me; it is the butt kissing that makes my stomach turn. I guess when I was hired I was under the impression that I should shut up and listen to my elders, Learn about the product from the older work force and do good work. I guess if kissing butt and being a fake is what it takes, then I will have to lower my standards, which I would prefer not to do to compete with them. I can charm and BS with the best of them and not care how the company goes. Thanks for opening up my eyes. This will make me a better person. Too bad the 8 hr. days drag out so long at work, but I guess I will be like all the green astronauts.

Monday, June 22, 2009

Do not use the ombudsman's office. I have first hand experience with them. The first thing they do is "notify" the person or persons you are having problems with that there is a problem. Then they tell them "who" you are!!!! This is not a privacy first office! Do NOT contact them unless you want to lose your job!

Monday, June 22, 2009

Well, TechEd is going on now down in Orlando, FL. It would be interesting if senior management looked around at the RA attendees and see how much money is being wasted. Why would finance people attend or HR folks? I guess they are there to teach courses on our hardware and software. No wonder we have troubles. Spending money on expenses for the wrong people to attend. Where is finance reviewing the spending for this event? If they are not doing it proactively, then the money is already spent. Oh I forgot, finance is attending the event!!! They are just as guilty as the other folks who attend that are not customer facing.

Monday, June 22, 2009

Maybe the younger workforce is challenging you due to their willingness to change. A 35 year veteran in absolutely worth their weight in gold, if they get involved in the change. If they stand in the way, their value goes from positive to negative. They become a liability. Especially in these times.

I recall overhearing this comment one day from a supervisor: "I can't and won't challenge the employees, they are my neighbors, and my family members". Thoughts like that get plants downsized or worse.

Monday, June 22, 2009

12 years is a green-horn? Wow! I thought that kind of requirement was saved for astronauts, not assembly work.

Regarding watching the mighty fall. They don't fall. They have skills. They leave and go somewhere else for more money.

Monday, June 22, 2009 - from the guy from Duluth, GA again.

Although what I said about Ombudsman's office is true, and yes, the investigators do work for Rockwell, Rockwell is under no obligation to act on what Ombudsman's office recommends. That's the kicker. When I looked into the "legal"issues related to the Ombudsman's office, this is what I found: They keep no records of their investigations, and they are "barred" legally from testifying in court.

In my own mind, when I think of the Ombudsman's office I think of Mom. Instead of calling Ombudsmans office, call your Mom. Well, she'll look into it, if she believes you were wronged, she'll side with you, but in reality she can't do anything about it. So just cross out the word "ombudsmans" office and replace it with "Mom's" office. Same thing.

In case anyone might be interested in the results of the investigation, I'll quote, "I know they disagree with you, but the results of our investigation are that your termination was inappropriate".

I understand their HR department well. When you have to go to the feds for protection, the line between public corporation and Mafia blurs, you no longer can tell the difference. Unfortunately, that's been my experience. Fact is, it doesn't have to be that way, it was their choice. Once it goes into criminal territory, it becomes a DOJ issue.

Monday, June 22, 2009

Does anybody knows anything about the future of EMEA folks here? It would be very interesting to know about that, many of our "big" Customers have plants down there. Having such feedback would explain regarding the next future as well.....

Sunday, June 21, 2009

As I read about Sumner-Iowa, Dublin-Georgia - with plants closing in 2010, I am sure they have all facilities figured out when they are going to be closing them, based on transfer of work to lower cost markets and Rockwell Automation North American-based facilities operating below capacity. Our facility(RC) used to ship $12-18 milion a month, now we are down to $ 5-6 milion, through no fault of our own. But engineering product line are being built in Tecate, MX and sc-pe2 orders built in Monterrey, MX.

Yes, maybe it is cheaper and that's what it is all about. We also have people with few years of service back-stabbing older seniority people, trying to make themselves look very job-performance knowledgable. Management is buying into it. Years of dedicated service (35+) does not mean anything, when green horns with 12 years know it all. How you treat the old individuals who made A-B the Cadilac of the MCC world should come into play. But guess what? They are cutting there own throats by believing in these green-horns and shipping jobs south of the boarder.

Let's hope that they also pass the cost saving onto the customer, at a lesser price than the American dollar, when it is made in Tecate or Monterrey. Starters have been made in Mexico for years now. Hopefully the customer got a discount price. Someone had to pocket the money.

Why do you think I shop at Walmart,versus a local store? Because it is cheaper price. Respect of the older personnel has to be earned, not given out freely. This will either make or break this company.

Saturday, June 20, 2009

Cambridge has a proplem... When sides are being formed, it's clear that a battle is on the way.

Saturday, June 20, 2009

Well, let them promote those two to management (or at least salaried) positions. After all, we know how easy it is to get rid of salaried employees (whether it's with good reason or not). I can't see Rockwell Automation letting this go on at one of the few facilities that is actually doing well. If Operations is causing all this havoc, there should be a change soon! And then.... watch the mighty fall!

Friday, June 19, 2009

Call the Ombudsman's office first. They'll investigatate your complaints very quickly. They're very objective and complete their investigation in about a month. They're very helpful. You'll be assigned an investigator, and you can call them to check on progress, etc. My experience with them was very pleasant. They'll present their findings to upper management above the plant level. At that point, it's up to upper management to implement any changes, based on what the investigations discover.

The advantage of using the Ombudsman's office is that often a problem can be resolved before the "trainwreck" happens. That's why it's there. By using the Ombudsmans office, you are seen as someone using the right tool to resolve a problem you see as detrimental to the business. That's been my experience. I'm the guy from Duluth, GA. In my case the "trainwreck" already happened, and once things get to that point, nothing can save it; it's gone. So if you're thinking of calling them, do it now. They really are good and effective before a problem get's out of hand.

Friday, June 19, 2009

Yes, I agree. There are no ethics with some managers and friends. One employee was to be laid off and was written up for missing two days from the previous year (which was done, over and dealt with) - and then literally kicked out of the buidling by the manager being talked about. This employee is still home "laid-ff", while people with less skills, and senority are doing their job and other jobs they used to do. I guess a grudge can go a long way when you have some power.

Why is this? Is this not a direct violation of ETHICS? Nope, it's not a violation, if you DO NOT PRACTICE THEM!

HR is absolutley useless to talk to. All they do is shake their head, "yes, yes, OK, yes..." A lady that worked for HR actually quit and was quoted as saying, "This is the most corrupt and unprofessional office I have ever worked in; I have to get the hell out of here."

THE OMBUDSMAN: A paid Rockwell employee, paid by ROCKWELL...hmmmmmm. The chances of someone actually winning are worse than OJ's chances of people actually believing he's not guilty!

Friday, June 19, 2009

What is the name of the Canadian equivalent of the US's National Labor Relations Board? Ask them to intervene and investigate. You better contact them. You need to know the rules, and fast.

Friday, June 19, 2009 - Concerning the "person":

Has it not occurred to anyone that, whether or not her and her buddy manager use this information to help management, this is a direct violation of the ethics training we all take. This not the first time these 2 have done something like this to further their own goals. Unless something is done, it won't be the last. Is management gonna stepup and prove to us that all that they have been saying and promising lately regarding truth and better relations between us and them is not just smoke but a realization? Can they deal with these 2? I think not; so perhaps it is time to involve the ombudsman and not just a few of us...

Thursday, June 18, 2009

The proof is in the management. I must admit it is funny to see the head of production at the Cambridge facility scurry around frantically trying to oust union supporters and making us all watch anti-union videos on company time. I also enjoyed the facts-sheet that was created by management, telling us about the big bad union, which I later found out was mostly the plant production manager’s opinion not fact.

It's amazing how easily people believe someone based on their position; all you have to do is pop a Rockwell logo on it and it must be true. I am baffled though, at why a group of people would continue to follow someone so blindly, especially after being beaten down by that same person so many times before.

Now let's talk hypocrisy. I found it very odd why the plant supervisor would come all the way down to my work area to question me about the union. He opened the conversation with: "What do you think about the union?" to which I then stated, "I am undecided". The next question was the best because, after he said "Really", he then said, "I hear you’re a big union supporter". This coming from a man who says "don’t believe rumors", but starts a question with "I hear". Good leading question, by the way you've just proven to me yet again how dim-witted you think we are out on the floor. It is also funny that you would question me about the union 1 week after I attended a union meeting that you told us all to go to.

Now let's talk about the rat. Well I do know where you are getting your information from; even though I didn’t let on that I did know. Everyone at the meeting knew you had sent the little rat in to take notes. We looked at her notepad when she was out having a cigarette - nasty habit. She had written down how many people attended, who asked what, pretty much who was naughty and who was nice (too bad you're not Santa). These are the people you have in mind for management and currently have in management positions, and you wonder why people are handing pamphlets out front? Well little rat, you have definitely ostracized yourself once again from the rest of us. I just can’t wait until it comes back to bite, and someone higher up realizes how unprofessional and uneducated you really are, and that you got to where you are based on trickery over people skills. I can see from reading this webpage I am not the first one to talk about you.

H.R. - what can I say about you guys? I thought I got lucky the day the plant manager had questioned me because it just so happened that the U.S. had sent another H.R. guy down to listen to everyone's problems. I thought for sure he would see how it really was now up here. To my dismay, he and our own H.R. manager just listened and nodded at me, after I told them about the scare tactics that had taken place out on the floor. Then they proceeded to tell me about all the good things they plan on implementing - thanks for listening. It's ok though, it just solidifies my outlook on management at Rockwell.

When will corporate see that by leaving the splinter in (plant manager) it just spreads the sickness and infects other areas (the rest of management) and creates a poisonous atmosphere?

Thursday, June 18, 2009

It is hard to believe that this blog is just starting to deal with the deep seeded and long term cronyism which runs rampant in Rockwell. All you needed to do during FE was look at the marketing group. It was full of moving people out for retribution, moving people aside and posting friends to plush director jobs when they had ZERO experience and no clue as to what marketing was or did. I cannot fathom that this is the first time people are commenting on a common practice. Publicly, HR says that this does not and cannot happen - but behind closed doors, the practice exists and is allowed to continue under the nose and with the help of HR. Maybe it is new to the field but this is a 101 course in Milwaukee. Hide your friends and dump your enemies. Not too many more friends to hide anymore.

Wednesday, June 17, 2009

Just like the great substance-addicted singer from "The Doors" sang: "This is the END, my Friend."

Get out before they force you out. There is life after Rockwell. Reality will hit you like a rock. Most customers really do like Rockwell, but they have to use it or pay for the services they will never use. Rockwell I believe is looking to sell more off and make their books look good by laying more people off.

Wednesday, June 17, 2009

Keep in mind that while "this person" has not only be placed in jobs that have never been posted, or gone through the proper determination of qualifications, she has also been left on the Hourly Pay Scale at Labour Grade 6, which is significantly more then the correct rate the current position she holds should be paid at. That position should be paid under the Career Band A scale.

This should further demonstrate how all the management rules from Rockwell, before current management took over, have been thrown out. I would think that the other employees doing the same job for years and with more experience, but at a much the lower rate of pay would be more than a little angry.

Perhaps the Rockwell Ombudsman would be interested in hearing from some of her fellow employees. Problem is for various reasons she is one of the "protected" employees.

This is a perfect example of how current management has destroyed the concept of fairness within the plant. Hard to believe someone in the U.S. can’t see that it didn’t have to come to this horrible situation. All that needed to be done was simply following established RA guidelines, procedures and polices instead of ignoring them, and instead of promoting and rewarding certain employees to become simply a "secret police" and turning RA Cambridge into a perfect model of an 18th century sweat shop. Little wonder there is Union talk.

Wednesday, June 17, 2009

It won’t matter if RA-Cambridge decides to certify a Union or not. U.S. corporate has already decided to move the manufacturing to Mexico. Unfortunately they haven't learned from their experiences in Tecate, JZE and Katowice. This consolidation of manufacturing will prove to be a huge and expensive error. Perhaps having a Union in RA-Cambridge will simply protect the hourly workers while the operation winds down and ensure the employees get all the monies that they deserve. If you don’t believe me ask the RA-Cambridge General Manager what the project code named "Tropicana" means.

Wednesday, June 17, 2009 - Response to RE:This Person posted on June 16:

I used to work for Intecolor/Rockwell in Duluth, GA. That plant closed down in 2001. We also had a "person" who did the same thing to me personally. Unfortunately management listened to her, she even got a promotion, although she didn't know what she was doing. I was fired, based on the false allegations. Long story short, Rockwell had planned to close down Manufacturing, keep Sales, Marketing,Engineering and Tech Support, if I recall correctly. Even though I was fired, I saw the memo from corporate describing the plan. Once corporate got my story, and investigated. They closed the plant completely. Still to this day I have an outstanding Defamation of Character claim against Rockwell, and had to get the US Dept of Justice involved as I was literally run out of town. Use this real world example of what could happen. Unfortunately by the time management understood they were being "snowed" it was way too late. "Informers" have their own agendas, and it's never the companies.

Tuesday, June 16, 2009 - RE: This "person":

There is nothing we can do for this person. It's already too far gone now. She has "friends" on the floor who actually believe they can trust her and they tell her things that other employess are saying. First person to catch wind of this information is her Manager friend, who makes sure all the right people hear about it. She is rewarded by being given jobs that are made just for her, even when they've been told that she doesn't even know what she's doing! Huge favoritism. This manager has caused enough trouble of her own around the plant, but still manages to be there. We all wait for the day the she is "escorted" out the door!!!

These are the type of people that upper management seem to want around Rockwell Cambridge, and this is part of the reason why company morale and trust is at an all-time low. Management knows that in a place this large there are going to be personalities of all sorts; so when are they going to accept that? They need to worry about whether the work is getting done, and not try to prosecute every employee about every petty little thing they hear about them. If this doesn't stop and the "person" and "manager" friend aren't stopped, it will just snowball. Not that it hasn't already but it's just getting worse.

We also have employees on the floor that for some reason feel that they are bosses as well. When is management going to realize that these people who run and tattle about every little thing are only doing it because of lack of doing any work themselves. They take the spotlight off themselves and talk about other employees doing nothing, talking too much, or what ever they can drum up, just because they get a pat on the head like a good little pit bull! These people make it almost impossible for the employees to come to work and even tolerate a couple of hours! Wow, they are really going to get a lot of work done now, aren't they! Put a stop to these pit bulls (or pit bullies) and tell them to get back to doing some work themselves instead of acting like 6 year-olds.

We know that Rockwell was considered the "country club" of all Rockwell plants; but now it's being called "Alcatraz". Everyone knows that they can't stand around and relax like the old Rockwell days. But now this is all getting carried away. Put some trust back into your skilled employees and let them get the job done the way they used to, with pride and perfection. Then you may see the changes that you're looking for out there on the floor.

Monday, June 15, 2009

Like the Huey Lewis song says: "I'm taking what their giving cause I'm working for a living". And that is about the truest statement ever made regarding working for a wage. You take what they give.

There is only one way out of this mess for most of us: training, education, and skill sets. Reinvent yourselves - absolutely. Do something. Sitting around and yacking about it isn't going to put food on your table. Go to the local colleges, take welding, paint tech, computer tech, lab tech, health care, equipment repair, automotive repair, electronics, plc programming, hydraulics, machine controls, etc.

The thing that truly amazes me is that many of the workers at Rockwell just don't get how skilled they really are. How small of a jump is it to go from assembling these systems to being able to debug them? Heck most of you already know how they work, how they are wired, and the products in them. How much of a reach is it to be able to wire homes and businesses? Or repair machine controls in factories? One or two courses, coupled with the knowledge you already have, could easily unlock a new future. People who do this, who take responsibility for themselves, and see their worth, will be well rewarded.

Do you have any idea how much I'd give for a maintenance tech that could read wiring schematics, and be able to plug a laptop into a plc and debug a machine problem? And I'm only talking 24 volt or 120 volt systems, nothing like the systems you all work at.

The other ones who might be well rewarded are the survivors of this economic battle (and it is a war, get used to that thought), who stay at the companies they are with today. Percentages are lower with this tho. And you have no way to help yourself out of the mess. As many leave, the remaining become worth more, but only if the company survives. Otherwise, you'll be the one looking at others that left early, and got the first jobs available. The ones who lose are the ones who won't make the required leap to the next level. You'll be left in the dust, wondering what happened, and getting bitter.

As far as your little informer friend; read the Labor Relations Laws. They are published on the government websites for both the US and Canada. Read them well.

As far as getting a union, go ahead if you want. Understand this: the very 1st thing the union will likely do is negotiate with the company behind closed doors for automatic withdrawal of the union dues from your pay. That is their highest priority, to get that piece of the pie. My personal experience suggests this is the case, and is my opinion based on that experience.

Good luck with your futures! You can make them, or have them made for you.

Monday, June 15, 2009

In the South Pacific there seems to be more emphasis on keeping our Orion opportunity tracking package up to date and accurate, when you don't get the information from our distribution channel. At the same time, they expect us to report on what's happening in the region, when we are not allowed to see what our new distributor are selling to OUR customers. It's like them asking you to drive in a race, then they say "here's a blind fold - wear it" and expect you to win and feel confident. The focus is in the wrong place. It's getting too hard.

Monday, June 15, 2009

As a former employee, it is poor morale and a lack of trust that our management are good stewards of this company called Rockwell Automation, that's killing the ROK. There also seems to be no accountability for the executive leadership team. When was the last change at the executive level (7 years ago)?

For you folks that are talking union: Slap yourself in the face; understand that you are part of the problem with America. We rank 25th academically around the world. That means there are 24 other countries better educated than the USA. We need to reinvent our value in this world. Unions will only fight that change. The quicker our country goes through chapter 11, the better off our kids will be for it. If you shake our country like an old couch looking for loose change, nothing but credit card bills would fall out. You get it! GO RE-INVENT YOURSELF, PEOPLE!

Sunday, June 14, 2009

All this talk about a union in Cambridge. As a recent former employee, if only the employees were treated with respect, rather than a clock number, perhaps the situation would be different. If the two at the top understood this, boy, how things would be different.

Saturday, June 13, 2009

Yes, true, we all know who this person is, but I am just curious on what it is exactly, we hourly employees can do to help her? We cannot negotiate anything, barter services or demand anything? I do think it was a mistake to do what she has done, as it has completely alienated whatever respect was left. Not that it matters I guess, as we all still go into work the next day, and the day after, collect our paychecks and do the same thing over every week... She will, I will, you will, everyone will. My point: Does it really matter that management knows who was there, what was said? NO....

Saturday, June 13, 2009

When somebody records people's names and the attendance figures at a union meeting, it just shows what she is about. And management better beware, as this lady desperately wants into management. If she will betray us to get ahead, don't you think she would do the same thing to her superiors in management? People like her do not change as they move up the ladder. So be careful if you are ever 'her' boss in the future. You will be next.

She could not have made it any more obvious. And as for the 'employee' reps who attended; people actually groaned when they saw them pulling into the parking lot. What does that say about our representatives?

Friday, June 12, 2009

Do you think that having a union in Cambridge will help? Do you understand what the term "Globalization" is? If a union ever got in, Rockwell will close Cambridge down in like the blink of a eye. You can then get your minimum-wage job without any benefits after your UI runs out.

Friday, June 12, 2009

For those who are laid off, you might want to look at Emerson or Yokogawa. They both have excellant reputations as a good place to work. You will be respected there. Yokogawa is actually in a growth mode and not laying people off.

Friday, June 12, 2009 - Regarding the Cambridge plant Union meeting:

There is a certain person that attended the union meeting who reported back to management regarding who was there and what questions were asked. This person has already in the past leaked information received from management to "hourly" employees, regarding very sensitive information. There were managers that were being either demoted or fired and this person told people on the floor. Now this person is working on management's side to report back all information from fellow employees.

Everyone knows who this person is. It is pretty sad that you put yourself right in front of everyone this time. Everyone knows what you do, so you had to go to the union meeting to dig up what ever you could so you could run back to management and say "look what I found out!" Just remember that if you keep this up it may come back to haunt you some day. We "hourly" employees stick together and feel each others pain and try to help each other when in need. You may find yourself in a situation where you need these people to help you, and remember what you have done because they may not be there for you in your time of need.

Friday, June 12, 2009

The security guards are the transition support. They support you when you are transiting from being employed to becoming unemployed. So simple.

Wednesday, June 10, 2009

Glad they're getting transition support. Let's hope this won't be another "escorted out by security guards" fiasco.

Wednesday, June 10, 2009 - Rockwell to close plants in Iowa, Georgia - Associated Press (extracts):

Sumner, Iowa – Rockwell Automation Inc. said it will close its plant in Sumner in northeast Iowa by the end of 2010, affecting 163 workers. The Milwaukee-based company notified workers Tuesday, saying the work will be moved to existing plants in Wisconsin and Mexico. Rockwell Automation also announced it would close its plant in Dublin, Ga., by July 2010, affecting 145 workers. Company spokesman said the closings are necessary to remain competitive. The plant in Sumner opened in 1995.

Wednesday, June 10, 2009 - Dublin plant to lay off 145, close next year - From Macon.com (extracts):

The Rockwell Automation plant that opened in Dublin 30 years ago will close next year, impacting 145 workers. Employees were notified Tuesday that the operation would face a phased closure beginning in October and ending in July 2010.

The Milwaukee-based company, which opened the 190,000-square-foot Dublin facility in 1979, provides industrial automation power, control and information systems and services to other manufacturers. It runs two shifts a day. The company also plans to close its Sumner, Iowa, manufacturing center by December 2010, affecting 163 employees.

Work done at the Dublin facility would be sent to existing plants in Ohio and Mexico, according to a news release.

The company announced in 2005 that 200 workers would be laid off during a three-year period beginning in 2006, which occurred. Peak employment at the Dublin plant was “about 600 employees a few years ago”. Employees will receive severance packages and transition support.

Rockwell Automation Inc. employs about 20,000 people and serves customers in more than 80 countries.

Tuesday, June 9, 2009

I understand that Rockwell facilities in both Dublin and Sumner will be shutdown/closed for good as of April 2010. Any news on Twinsburg and Highland Hts closing?

Monday, June 8, 2009 - To the blog reporting that Anorad Israel has no profit:

You are absolutely right; first time of not meeting AOP (it is pouring on all of us around the globe) no profit after 11 years of covering Anorad US disasters investments. First action is "lets cut the bleeding leg", without thinking what will happened to the entire body... This is the the difference between being right and wise. As mentioned, RA management need to take the Ethics classes again and again.

Sunday, June 7, 2009

It’s a crying shame that despite the fact the MV voltage business is apparently doing quite well in these tough economic times, the hourly personnel at the Cambridge plant feel that they even have to talk of a union. We have a great group of people in Cambridge, and even with the loss of Dept 16, we continue to be very busy, as can be seen by the cancellation of the unpaid day.

It’s too bad that they feel so helpless, that they feel they have no one to turn to but the one group of people that have quite instrumental in the loss of jobs in the area. Look at other companies in the area. Without naming names, how many jobs have been lost even though (and probably because) they were unionized?

We used to have a facility where anyone could walk in and talk to either management or HR when they felt they had an issue to talk about. Obviously that was in the past.

I do hope that Milwaukee is looking closely at us and determining when the deterioration started. I hope that they look back and see what has happened to the once wonderful place to work at. When canning employees with up to 35 years of dedication to a company became fashionable. When decimating a whole HR department, and replacing them with robots that obviously care more about what the business unit managers have to say, than what an HR department is supposed to do, which is to look after a company’s employees.

This is definitely one time that I hope Milwaukee has a good look at us and helps us to get out of this mess. It’s obvious that we have no one up here to do it. We are supposedly one of Rockwell’s best. If you walk around up here, it’s easy to see why. We have some of the most dedicated employees, both salaried and hourly. We are an example to be followed. Look at when it started to go wrong, and fix it. Meanwhile, I hope that our employees hang in there, until such a time.

Sunday, June 7, 2009

I'm an ex-Rockwell employee from way back and would have to agree with the last post. Until management understands that you will not get good output from employees by treating them like animals you'll never be successful.

The wonderful degrees, the black belts, that all sounds good, but is it accomplishing anything? Many years ago I used to train new Mechanical Engineers (not at Rockwell). I was a Mechanical Designer (meaning an ME without a degree). The reason I was chosen to train was that all my programs got completed on time and usually under budget. I'd spend two days with a new ME teaching him how to interact with other employees, that was the key to my success. Yes you must have the technical skills, but it's how you treat the people in your organization that determines the success of it, and your own. That's real teamwork, not just an "idea" to shoot for. If this organization ever gets that, it can go far forward.

Like the last post said, if you beat your dog, it will bite you; but if you pet it, it will do anything for you. It has nothing to do with pay, but has everything to do with respect.

Sunday, June 7, 2009

I too work at RA in Cambridge. Less than 20% of employees want a UNION. It is a stupid idea for numerous reasons. For most people, the biggest one is paying out approx. $1,500 each so other guys can ride around in their Lexus; no thanks. A union cannot stop a business from closing, paying you more, etc. Unfortuneatley, unions are abused by lazy jerks, and people who just use it to their advantage.

With that being said, the RA plant is full of favoritism, deception, lies, unethical practices and manipulation. A union would definitely put an end to this, but at a great cost, financially and figureatively.

I think it is time for management to wake up, smarten up, listen and be pro-active in creating a positive shift for the employees. The atmosphere you guys created certainly isn't working; try again!

If the "bullies" had any sense, they would take the advice given to them and run with it. What is the worst that could happen? People hating you more? Remember, a dog will do more for you out of love, than fear!

Saturday, June 6, 2009

I work at Rockwell Automation, in Cambridge. Recently the CAW has been trying to help us get organised. I was'nt a union person, but the way this place is run is like a jail. It is time we had someone help us fight this bully. When the union showed up to hand out flyers he did not go out there himself, he sent 2 woman out to try and get rid of them. He has no problem being a bully to the employees. But he cannot stand up too people outside the plant and tell them to leave.

Thursday, June 4, 2009

It's not really big news... Rockwell are just selling over to a company ...its been referred to here before a few times.

Thursday, June 4, 2009

July 5th, start of year end quarter. Who does this affect?

Wednesday, June 3, 2009

Don't know what the July 5th 2009 post means, but if it's what I think it is, I can't wait.

Wednesday, June 3, 2009

The day is here: July 5 2009. Watch the news.

Tuesday, June 2, 2009

At RC they announced more changes, looking for volunteers to be laid off for three months ---- number of employees unknown, and if they do not get the desired number (only they know) who knows what the next cut will be. They cannot answer many questions. We are all saying, between June and December 2010 is when the doors will be "locked" at this facility. The new plant manager is the "Grim Reaper"--yup that's what we call him.

I do not understand, we have all of these business high-to-do's that have degrees but do not know "beans" of operating a business. The high falutin business types bigshots in them fancy cars blame the economy. I say mostly bad business decisions and to avoid eating crow, they punish the ones that pay their wages. The man on the street knows more since they are the ones that get the dirt on their hands.

Tuesday, June 2, 2009

To the May 27th comment about the Anorad closing: I don't want to go into specifics on a public site like this, but I can say with all certainty that the Israel operation was not making profit. To say otherwise is simply not accurate. I have been very close to this situation and I am not just a representative of RA management. I just wanted to clear of any mis-statements on this site. Thank you.