NLRB Finds for Customer Engineers 113J –

NCR Required to Admit Wrongdoing, and Provide Employees with Notice from NLRB.

NCR Board Decision 2015

NLRB ORDER

The National Labor Relations Board orders that the Respondent, NCR Corporation, Dayton, Ohio, its officers, agents, successors, and assigns, shall

  • 1. Cease and desist from
    • (a) Failing and refusing to recognize and bargain with International Brotherhood of Electrical Workers Local 2222 as the exclusive collective-bargaining representative of the employees in the bargaining unit.
    • (b) In any like or related manner interfering with, restraining, or coercing employees in the exercise of the rights guaranteed them by Section 7 of the Act.
  • 2. Take the following affirmative action necessary to effectuate the policies of the Act.
    • (a) On request, bargain with the Union as the exclusive collective-bargaining representative of the employees in the following appropriate unit on terms and conditions of employment and, if an understanding is reached, embody the understanding in a signed agreement:

NOTICE TO EMPLOYEES

POSTED BY ORDER OF THE NATIONAL LABOR RELATIONS BOARD

An Agency of the United States Government

The National Labor Relations Board has found that we (NCR Corporation) violated Federal labor law and has ordered us to post and obey this notice.

FEDERAL LAW GIVES YOU THE RIGHT TO Form, join, or assist a union

Choose representatives to bargain with us on your behalf

Act together with other employees for your benefit and protection

Choose not to engage in any of these protected activities.

WE WILL NOT fail and refuse to recognize and bargain with International Brotherhood of Electrical Workers Local 2222 as the exclusive collective-bargaining representative of the employees in the bargaining unit.

WE WILL NOT in any like or related manner interfere with, restrain, or coerce you in the exercise of the rights listed above.

WE WILL, on request, bargain with the Union and put in writing and sign any agreement reached on terms and conditions of employment for our employees in the following bargaining unit: All full time and regular part time NCR Services Organization customer engineers and customer engineer specialists employed by us in our 113J Territory (which encompasses Massachusetts and Rhode Island except for that part of Rhode Island encompassed by our 113H Territory), but excluding all other employees; employees employed in any other Territory who perform work in Massachusetts or Rhode Island; employees in the 613 group; managed services contract employees; office clerical employees; confidential employees; managerial employees; and guards and supervisors as defined in the Act.

NCR CORPORATION The Board’s decision can be found at http://www.nlrb.gov/case/01-CA-150154or by using the QR code below. Alternatively, you can obtain a copy of the decision from the Executive Secretary, National Labor Relations Board, 1015 Half Street, SE., Washington, D.C. 20570, or by calling (202) 273-1940.

A. The Certification

Following the representation election held by mail ballot, in which the ballots were mailed to voters on July 21, 2014, and counted on August 5, 2014, the Union was certified on April 2, 2015, as the exclusive collective bargaining representative of employees in the following appropriate unit: All full time and regular part time NCR Services Organization customer engineers and customer engineer specialists employed by the Employer in its 113J Territory (which encompasses Massachusetts and Rhode Island except for that part of Rhode Island encompassed by the Employer’s 113H Territory), but excluding all other employees; employees employed in any other Territory who perform work in Massachusetts or Rhode Island; employees in the 613 group; managed services contract employees; office clerical employees;confidential employees; managerial employees; and guards and supervisors as defined in the Act.

NCR ARTICLE Jul 10, 2015

Click on link for the article.

NCR CEO Bill Nuti: Where’s The Cash?

“Why did NCR borrow $3.6 billion in the first place?”

In five short years, NCR’s balance sheet has gone from debt-free and cash-rich to debt-laden and cash-poor. Here’s how it was accomplished: NCR borrowed about $600 million to take care of a really big pension problem (it’s still a really big pension problem).

NCR also borrowed $3 billion to fund acquisitions Radiant, Retalix and Digital Insight. Each of the acquisitions has been a disappointment, each is struggling to grow, and each is generating lower than expected profitability.

The Digital Insight purchase tells you a lot about management’s approach to capital allocation. Digital Insight was up for sale via an “open auction” in the summer of 2013 – open to all, including NCR – and was sold for $1.025 billion to Thomas Bravo, the deal closing on August 1.

Just 90 days later, here comes CEO Bill Nuti, suddenly ready to make a deal. He agreed to have NCR pay $1.65 billion (borrowing all of it), a 60% premium to the open auction price. (Understand, nothing fundamentally changed with respect to Digital Insight’s value during those 90 days.) It should come as no surprise, given the premium paid, that NCR’s acquisition is struggling to generate enough cash to cover the interest on the debt incurred to purchase it.

Dear NCR Stockholders: Did you see this already?

FYI NEWS for Stockholders of NCR Stock-

Investigation Article Link

ncr corporation logoAn investigation on behalf of current long-term investors in shares of NCR Corporation (NYSE:NCR) shares was announced over potential breaches of fiduciary duties by certain officers and directors at NCR.

Investors who purchased shares of NCR Corporation (NYSE:NCR) have certain options and should contact the Shareholders Foundation at mail@shareholdersfoundation or call +1(858) 779 – 1554.

The investigation by a law firm concerns whether certain NCR officers and directors breached their fiduciary duties and caused damage to the company and its shareholders.

On April 24, 2015, SeekingAlpha published an article which asserts that the Company has, “numerous signs of aggressive accounting” and “NCR’s pension folly has resulted in complicated accounting and failed objectives” among other potential business issues.

On June 24, 2014, after the close of trading, it was reported that NCR Corporation’s “opaque and aggressive” accounting issues were deterring potential bidders and that “[t]here is not enough financial information to make a binding bid.”

Those who purchased shares of NCR Corporation (NYSE:NCR) have certain options and should contact the Shareholders Foundation.

Contact:
Shareholders Foundation, Inc.
Michael Daniels
3111 Camino Del Rio North – Suite 423
92108 San Diego
Phone: +1-(858)-779-1554
Fax: +1-(858)-605-5739
mail@shareholdersfoundation.com

Read more: http://www.octafinance.com/investor-investigation-over-potential-wrongdoing-at-ncr-corporation-nysencr/86798/#ixzz3hJkWmGnL

Article Warns: NCR Corp.: Major Accounting Issues, Excessive Leverage And Limited Strategic Alternatives Point To 45-70% Downside

Employees of NCR: This article is VERY troubling, and not good news but I still think you should at least be aware of what is being written about NCR .

http://seekingalpha.com/article/3093226-ncr-corp-major-accounting-issues-excessive-leverage-and-limited-strategic-alternatives-point-to-45minus-70-percent-downside

The Author’s analysis stated:

  • Using behavioral analysis, we observe many striking similarities between what unfolded during Nuti’s tenure at Symbol and NCR’s current predicament, including: 1) hiring of numerous former Symbol associates, 2) issuing overly optimistic guidance, 2) aggressive accounting, 3) questionable Brazilian dealings, 4) restructuring announcement and 5) liquidation of shares ahead of a major stock decline.

An Array Of Accounting Gimmicks Appear To Be Overstating Its Financials

And Also:

Recent Events At NCR Appear To Mirror Past Outcomes At Symbol Technologies

Industrial Democracy: What does it mean? Why would I want it?

The phrase: “To Promote Industrial Democracy” was one goal of the National Labor Relations Act and allows a way for employee’s to empower themselves.

Usually they are employees who value their rights and realize they can choose not to give up their rights each time they report to their workplace.                Simplified-the idea of not having to leave your democracy at home or out in the employee parking lot. You bring that democracy right into work with you!

So, anyone with a love of democracy and rights….You may want to consider finding out more.

You might not have even realized that it was happening! I don’t know how or why it began, but somehow, it has become the norm.  People rarely stop to question it until pointed out. But you have to ask yourself how we became willing (in a country willing to wage war in defense of the same rights and freedoms) and agreed to relinquish our rights and protections just because we report to our workplace?

See the comparison below of the rights you have:

Your Rights Outside the workplace VS. Your Rights as an At-Will Employee (not under employment contract)

Constitutionally Guaranteed Rights: Outside the Workplace:

  • Right to Privacy (free from unreasonable searches and seizures unless their exists probable cause)
  • Right to Vote (A voice when creating policy that effects you)
  • Right to receive Due Process  (be informed of the nature and cause of the accusation; to be confronted with the witnesses against him,not be deprived of life, liberty, or property,) 6th Amendment
  • Right to Free Speech (the freedom of speech, the right to peacefully assemble, and to petition for a redress of grievances.)
  • Presumed Innocent Until Proven Guilty

Welcome to the At-Will Workplace. Come on in…..Here’s what you get:

  • At-Will Employment (free to quit and free to be fired at anytime, be it first day or after 30 years, no cause is necessary or required to be provided )
  • No right to vote (Employee’s voice/ input need not be considered when making decisions that will significantly effect them)
  • No right to receive any Due Process (Policy and rules don’t have to be fairly or equally enforced, management is free to enforce rules unjustly, play favorites when giving raises or lay offs. Work hard, but you will likely make less if they don’t like you even if performing well.)
  • No right to be presumed innocent (you could be innocent-but you do not have any right to present your defense to charges. Similar to presumed guilty unless your boss is willing to believe you. Could be highly unlikely depending on his mood.)