Wednesday, January 30, 2008

QUESTION AND ANSWER

Please post any question you may have for IBEW organizers or other union members. We will do our best to answer your questions in a timely manner.

111 comments:

a man who knows how to get things said...

I was wondering if anyone knows what the pay structure and beni structure of unionized ce are/is. this will be the most talked about issue i tink. being a family guy its all about the beni's and pay is secondary

Anonymous said...

within a day or so the comparision sheet put together by a CE in the northeast showing the difference between a non union CE and the union CE's in N.Y. will be posted on this site... stayed tuned

HAMMERHEAD said...

Originally sent out on Dec 24, 2007 2:20 PM, NCR C.E. wrote:

THE HOLIDAYS ARE HERE AND IN WHAT IS BECOME ITS CUSTOM, NCR IS PUTTING THE SCREWS TO ITS CUSTOMER ENGINEERS ONCE AGAIN.

THIS YEARS "GIFT" IS THE ELIMINATION OF THE CE3 POSITION.

ALL CE3's ARE BEING REDUCED TO THE CE2 LEVEL WITH REDUCTIONS IN PAY RANGING FROM 10 TO 30%.

OTHER CUSTOMER ENGINEERS ARE BEING FORCED INTO "FIRST LINE TECHNICIAN" POSITIONS.

LAST YEAR THEY FROZE OUR PENSIONS, THE PREVIOUS YEAR'S GIFT WAS REBANDING, AND BEFORE THAT THEY DID AWAY WITH CE4's, DOUBLE TIME ON SUNDAYS & HOLIDAYS, ETC. ETC.

THE IRONY OF ALL THIS IS REFLECTED IN THE RECENT ANNOUNCEMENT THAT "WORLDWIDE CUSTOMER SERVICE" MADE A PROFIT OF 9 MILLION DOLLARS, ITS FIRST SIGNIFICANT PROFIT IN 15 YEARS.

IT IS TIME FOR CUSTOMER ENGINEERS TO SHARE IN BENEFITS OF IMPROVED PRODUCTIVITY AND EFFICIENCY RATHER CONTRIBUTING TO PROFITS THROUGH THE LOSS OF HARD EARNED COMPENSATION AND BENEFITS.

WE NEED TO ORGANIZE NOW!

THE NEW YORK METRO GROUP HAS A UNION CONTRACT WITH THE TEAMSTERS AND NCR.

THE REST OF US IN NEW ENGLAND AND NATIONWIDE NEED TO JOIN,

WE CAN'T TRUST NCR.

IF YOU WANT TO ANONYMOUSLY RESPOND OR SEND OTHERS AN EMAIL RELATED TO THIS SUBJECT GO TO THE GMAIL WEBSITE, THE LOGIN IS ncrteamsters@gmail.com THE PASSWORD IS "teamster"

IT IS TIME TO FIGHT FOR OUR RIGHTS.

MERRY CHRISTMAS AND HAPPY NEW YEAR TO ALL.

NOTE THAT THE RECENT NCR STATEMENT REGARDING A UNION IS ACCURATE TO A POINT.

1. IF CE'S IN REGION CHOSE TO AFFILIATE WITH A UNION, IT WOULD NOT NECESSARILY REVERSE THE CURRENT DECISION ON GRADES.

2. HOWEVER, THE PRIMARY BENEFIT OF UNION MEMBERSHIP IS BEING PART OF THE "BARGAINING UNIT" AND HAVING A CONTRACT WHICH COVERS SUCH THINGS AS WAGES, BENEFITS, WORK RULES, ETC.

3. NEW MEMBERS MAY OR MAY NOT BE COVERED BY CURRENT UNION CONTRACT, BUT THEY CERTAINLY WOULD BE COVERED BY THE CONTRACT NEGOTIATED WITH COMPANY NEXT YEAR.

3. THE COMPANY WOULD BE REQUIRED TO RENEGOTIATE THE CONTRACT THE NEXT TIME THEY WANTED TO CUT YOUR WAGES AND BENEFITS, OR CHANGE YOUR WORK RULES.

5. COMPANY NO LONGER HAS THE POWER TO UNILATERALLY CHANGE THESE THINGS TO THEIR ADVANTAGE WHENEVER THEY NEED TO REDUCE COSTS.

6. AS AN INDIVIDUAL, YOU HAVE NO RECOURSE, BUT THE UNION HAS STRENGTH THROUGH NUMBERS. REMEMBER THE OLD ADAGE "UNITED WE STAND, ETC.:

7. ALL THESE STATEMENTS ABOUT THE NEED TO IMPROVE "PRODUCTIVITY" AND "COMPETITIVENESS" MEANS THE COMPANY WANTS TO GET MORE WORK OUT OF EMPLOYEES FOR EACH DOLLAR SPENT ON WAGES, BENEFITS, ETC.

8. THERE WAS A TIME WHEN COMPANIES LIKE NCR COMPETED BY USING TECHNOLOGY TO IMPROVE PRODUCT PERFORMANCE, RELIABILITY, MAINTAINABILITY ETC. AND BUSINESS "SMARTS' TO IMPROVE OVERALL OPERATIONAL EFFICIENCY.

9. REMEMBER, ALL GROUPS OF EMPLOYEES HAVE THE RIGHT TO ORGANIZE OR JOIN A UNION
BY MEANS OF ELECTION WITH SECRET BALLOT PER NATIONAL LABOR RELATIONS BOARD PROCEDURES.

HERE'S A TEAMSTERS LETTER THAT WAS SENT OUT TO THE NEW YORK METRO GROUP CONCERNING THE LATEST EVENT AT NCR.

Dear Brothers,

Recently we all watched in horror as Chris Cheadle announced the restructuring of WCS. Some of the announcements made in this broadcast do not affect any CE's in the NY 106 Sub-Region to date because of the Union Contract that is currently in place and due to expire 7/1/2008. During the time leading up to the contract both NCR and the Teamsters will be preparing an agenda to re-negotiate our new contract. You can bet your life that NCR will try to implement some of the changes announced in this video broadcast in a effort to make us similar to the rest of the NCR/FLT CE's who are not represented by a Union outside of the NYC/NJ Region.

During this video broadcast he praised the CE's for their hard work and dedication. Some of the subject matter discussed was the hardships we face in the field and his plan to correct them to make the organization run smoother. He also touched on some of the markets NCR is looking to get involved with in the future. When he spoke about WCS he used catch phrases like "Treat your employees like you would your best customer" and "We cannot squeeze more blood from a stone". For the first 40 or so minutes it was a decent broadcast. Then all of a sudden doom and gloom.

Some of you may not have understood how these changes would affect us if we did not have the current UNION Contract in place. NCR is structured differently outside of the UNION environment that we work in. Throughout the nation in NON-UNION areas NCR operates under 2 companies. One Company is called FLT (First Level Technology) which employees all the CE-1's in NON-UNION AREAS and the other is NCR which employees only CE-2's and CE-3's in NON-UNION AREAS. In our Region which is represented by a UNION Contract CE1,CE2,and CE3's positions are held only by FULL TIME NCR Employees. What is the difference you might ask? Is it just a company name? I'm afraid it is not that simple or innocent as they would like for you to believe.

FLT (First Level Technologies) employees only CE1's for its parent company NCR. These CE1's are hired on for less wages than our current CE1's and consists of full time, temporary or part time positions. This flexibility allows NCR to adjust manpower as needed and gives NCR the ability to save tremendous costs in regards to Benefits which they don't provide to all, and Unemployment Insurance Costs since many employees are Temporary. These CE1's in some cases will be required to do work on the level of a CE2 or CE3 in certain circumstances at the pay grade of a CE1.

NCR NON-UNION employees only CE2's and up until recently CE3's. They do not enjoy the benefit of a UNION and the differences between us and them are too much to list in this email. Ask me one day if you have an hour or two to kill. For now take my word. It stinks to be them.

Now down to explanation of what happened throughout the NON-UNION areas. In the past NCR has re-banded (DEMOTED) a bulk of its CE3 workforce to CE2's and cut their pay. As of last week NCR decided it was no longer going to have a CE3 Position in NON-UNION areas and DEMOTED the remaining CE3's to a CE2 status and adjusted their wages to reflect this change. This would result a 25% decrease in pay for those affected.

With the sudden surge of former CE3's to the CE2 position NCR found itself with a surplus of CE2's in the ranks. In another cost saving move NCR will be taking the less talented, less favorite or the guy who parted his hair the wrong way CE2's from its ranks and will be DEMOTING them to CE1's and forcing them to work for FLT (First Level Technologies). The people affected by this change will face a reduction in pay and benefits. They might even have to accept a Part-Time or Temporary position.

Because this is a different company they will probably be treated as new hires and lose Vacation Benefits earned for the years they worked for NCR. If they do not agree to this move or change they are shown the door. Maybe a "THANK YOU HAVE A NICE LIFE". In addition if a certain area has a surplus in CE1's now because of the sudden surge of former CE2's to the ranks you can bet your life that the AXE man will be there to trim away the fat.

Well that just stinks for them huh? You might ask why I am reaching out to you? Well our contract is about to expire on July 1,2008. As you can imagine NCR will try at all costs to use this same formula for self-destruction in our area. As Teamsters we are united and strong. We do not have to take what NCR wants to shove down our throat.

NCR has created this tiered workforce of CE1,CE2,CE3 to try and divide us, years ago we had similar positions but there was a career path. A man on the bottom would work his way to the top within 1-2 years depending on where he started. Now it is just "Divide and Conquer" as the old saying goes. We cannot allow this to happen.

It is the goal of this UNION to set the bar high and enrich all of its members lives with great benefits and compensation. As long as we keep that goal in our sight, we will not be divided nor conquered. Together we can make Chris Cheadle live up to his words. He will treat the CE's in the 106 Region like his best customers. He will not squeeze blood from this stone. Now is the time to stay strong, UNITE with your fellow Teamsters, get involved by going to Union meetings, Let your voices be heard by all. Do not back down from intimidation and fear. Together we will rise up and overcome all our obstacles together!

Now I will leave you all with a little catch phrase a wise man once told me "In life some people are the Bulldogs and some are the Fire Hydrants". The choice is yours my brothers.

TIME FOR CHANGE said...

THOSE "ANTI-UNION PEOPLE" ARE A JOKE. HERE IN THE NORTHEAST I HEAR WE ARE GETTING .17% OF 1% FOR A BONUS. IS THAT CORRECT "ANTI UNION PERSON" (NCR MANAGEMENT
PERSON)????. YOU SHIFTED THE PLAYING FIELD ALL YEAR TO GET THE NUMBERS YOU WANT TO PAY THE SMALLEST BONUS YOU HAD TO.

Anon said...

Absolutely!

Anonymous said...

we need a hit meter for this site

Anonymous said...

I agree with everything being said on this blog. A union is needed in our case meaning NCR Ce's. I hope this happens quickly. I was a t first againt having a union but have changed my tune. I studied up a little more and now realize that this must happen to ensure a decent future for the company and it's workers. I believe NCR is on a path of destruction and they are unaware.

I also agree with the last blogger inwhich we need a hit counter.

Anon said...

yes

Anonymous said...

Ncr is looking to get rid of senoir ce's for lower paid guys. We all know that the knowledge you gain over many years is worth money. The company has enjoyed and profited from the fruits of our knowledge and labor. Now when its time to take care of us and show us that we are a asset to this company and not a liability, they cut our pay. This is the thanks for many years of good quality service which now will be sacrificed for more profit. The corporate greediness for more profits to share with the ones already making more than thier fare share will not stop until we organize and take back what is rightfully ours. Vote yes to a union and together we will win.

Anonymous said...

Right now the the relationship between employees and NCR is: it's their bat,ball,glove and field -it's their game. Whats forgotten these days is "its our company too" we also are shareholders we own stock directly or indirectl (401's). SHV "shareholder value" apply to us as well and when morale company wide is as low as now-- then what are our shares worth worth?

Anon said...

Good points

windyweb said...

I'm not asking names but how many States have visited this blog so far? I am a ce and I am wondering if this is a few ce's or many. I am a Chicago CEII and for the union

Anonymous said...

new york yes to union

Anonymous said...

Quick summary from the AFL-CIO information about rights to form a union

Most working people have the legal right to join or support a union and to engage in collective bargaining. Under the National Labor Relations Act (NLRA), workers have the right to:

Attend meetings to discuss joining a union.

Read, distribute and discuss union literature (as long as you do this in nonwork areas during nonwork times, such as breaks or lunch hours).

Wear union buttons, T-shirts, stickers, hats or other items on the job at most worksites.
Sign a card asking your employer to recognize and bargain with the union.

Sign petitions or file grievances related to wages, hours, working conditions and other job issues.

Ask other employees to support the union, to sign union cards or petitions or to file grievances.


Here’s what an employer legally cannot do under the NLRA:

Threaten employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.
Threaten to close the plant if employees select a union to represent them.

Question employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.

Promise benefits to employees to discourage their union support.

Transfer, lay off, terminate or assign employees more difficult work tasks because they engaged in union or protected concerted activity.

Anon said...

Good info

Cicero said...

Good question windyweb. I am putting a sitemeter on here so that I can tell how many people are visiting, and their approximate location. This will be password protected and only viewable by me. I will report to all you guys what I see!!!!

Keep the faith...Stay Strong...More info. to come.

Anon said...

Thanx!

Norman Ray said...

I have received calls from all of the states in the northeast region, N.J. ,Pa.,N.Carolina,Fla., Ill., and Mich., the time for change is now. Take charge of the future!!!

Anonymous said...

NY/NJ already enjoyed all the fruits of the UNION. You MUST all follow suit. GO TEAMSTERS

Anonymous said...

What Now ?
If you are interested in taking the next step toward a prosperous, future at NCR, or if you would simply like more information Please Call:
STEVE SMITH @ 978.302.3690

Anonymous said...

How much of my pay will I be giving up for a union to talk to NCR for me?

union dues said...

The initiation fee is just $15.00, after that 1.3% of your gross pay goes to the union from each paycheck. So if you make $750 a week the $9.75 a week would go to the union.

Anonymous said...

keep in mind union dues are tax deductible.

Anonymous said...

WE MUST ACT NOW!!! WE WILL SURVIVE IF WE ALL COME TOGETHER AS ONE BARGINING UNIT.

wake up said...

get real guys. if you think a union is going to make big changes in NCR you're dreaming. All I've heard is how they are going to get us higher pay, better benefits, better working conditions blah, blah. They are just telling us what we want to hear to increase their membership. They don't give a damn about us - it's all about what they get out of the deal. Why else would they be so aggressive to sign us up. I've worked in a union once before and it was a nightmare loaded with stupid things you can and cannot do. Unions have destroyed or seriously harmed many companies in this country and I want nothing to do with it. Wake up and stop being sucked into this hard sell by used car salesmen.

Anonymous said...

Dont Listen to this asshole. Spoken like a true company man. How many CEs takes the side of this asshole? He is a Company plant. What union have you worked in? Not while you were employed with NCR. Every CE have lost a nice piece of his or her paycheck But not here in the NY/NJ area. Why you ask? It is because we have representation and we have for 30 years. We have never suffered because of it!

Concerned said...

I thought this is the question and answer section of this blog but I must respond anyway.

If you really do not think the Union can help change the direction the company is going in just try doing anything without it.

you all know who this is said...

I read what WAKE UP had to say and I do appreciate honesty, however, you are wrong on this one. We do need a union. The changes are not over and you will regret missing this chance at some point. You should also read the postings and links in the FORUM. There are links that explain how and why NCR Australia went union. The CE's in Australia got what they wanted and got what is FAIR. NYC and NJ are pleased with the union and hell we can throw in NCR Toronto too! Ask me this question (Wake Up) - why are the union areas ce's doing so much better than us? Do you really feel NCR has YOU and your FAMILIES best interest at heart after the things they have done? Did you look at how much Family medical costs? The Paycuts? How much is your bonus this year? Matter of fact, are you even a ce?

CE3 NOW 2 said...

WAKEUP,SO IF UNION IS FORMED, THEN "YOU" CAN GIVE THE COMPANY BACK ANY GAINS WE MAKE.

Anonymous said...

we should have a union call sometime so all people from around the counttry can get on and see how they feel. can we do this???

pissed off said...

I spoke to a couple of newer CE's in my area today and they seem to think they can wait and see how the NY Metro Area does with its contract before they commit to the IBEW. They need to know that the IBEW is not going to wait until June for the vote to take place but they don't believe me. All the older former CE3's in this area are ready for a union but are out-numbered by the folks hired since 2001 who seem to think things are OK. We kept the company afloat after NCR's ass brained early out in 2001 when we lost 3/4 of our workforce. Now the ship is slowly sinking

Anonymous said...

I have never been a union member but what bother me is the way the dues are used for political purposes especially if the politician is someone that makes a lot of promises just to get the union endorsement.

I am awake said...

you say that the union is only saying what people want to hear. Well your right if what you want to hear is that giving pay cuts to senior Ce's in the face of "better than expected earnings" is an insult to the people responsible for those "earnings". The union hasn't "promised" anything other than for you the CE's of NCR the right to sit with management and negotiate "your future". You see when you vote in the union "you" are the union. You the Ce's determine what issues are important to you and you negotiate with NCR for fair treatment. It's really very simple if you the CE's vote to become a union then "you" have a say in your future. How much of a say do you have now. Just a thought for you the junior CE's who haven't gotten a pay cut and in some instances have received pay raises. You will be senior a lot longer than you will be junior and you know how NCR treats its senior Ce's.

Anon said...

I agree that unions endorsing political party's can be an issue, but, if I'm not mistaken,we would have the ability to say whether-or-not our dues could be used in that manner. Am I right?

Anonymous said...

what no one wants to create a call for this so we can voice it there also i think it is a great idea

you know who this is said...

We do have a conference call every Thursday at 6:00pm at this time with CE's and the IBEW. If interested e-mail me at clouise@twcny.rr.com and I will send you the number. I do not want to post it on the blog in case we get some joksters or have management listen in if we can help it.

Anonymous said...

Everyone Listen Up...There are always 2 sides when it comes to THE COMPANY AND THE UNION...Us against Them. The employees did not create the ugly mess. The Company did. The union is not looking to put the company out of business. We the employees, who by the way, would become the union, not the IBEW, TEAMSTERS or what every unions that are out there, are looking for a fair days pay for a fair days work. We just need one voice that could be heard by the company and if it happens to keep us gamefully employed, pay the mortgage, gas and electric bills, well so be it. The union will never make us rich but maybe they will allow us to keep a roof over our heads, feed our families, and be that security blanket that we all need right now! Thanks for listening and excuse all the run on sentences.

swedishknightmare said...

The company can say all that it wants about customers not getting the right service. Hell if i had to wait for a part for long periods of time i would be upset. In my opinion the union would be benefical to us as ce's who try to meet the companies measurement on perforance, but with the the econamy the way it is how can we live as health care benefits keep rising. I have only been working with the company 2yrs and had alot of issues on there policies on employees benefits,wages, and advanment in moving up. I feel that it is sad that we are just numbers to them so that they can get their bonuses and move to another company, i call this headscalping the company.

Anonymous said...

I think it's time that we (the CEs) have a voice in our future at NCR. Management at NCR has shown time and again the they do not care one iota about our future. Nancy Daniels and now Chris Cheadle pay lip service, nothing more, when they say our "quality of life" is important to them. They care only about themselves and how they can maximize profits (for themselves if you see what their bonuses are, if they make the numbers at our expense). What kind of decency can these people have when they cut pay, call it re-banding or anything else they like, it's still a cut in pay, then they announce higher than expected earning and profits?
FELLOW CEs.. If you do not stand up for yours and your family's future now you better not utter a peep when they stick it to you again in the near future, and you better believe that they will. Just look at the past 10 years.

JOIN THE UNION>> Send a message to Nuti, Wallace, Cheadle and all the other managers that we will not let them SCREW us again.

HAMMERHEAD said...

TO MAKE THIS HAPPEN CONTACT THE IBEW. IF YOU CAN, EMAIL THEM AN ADDRESS LIST OF ALL THE CE'S IN YOUR REGION SO THEY CAN SEND OUT LETTERS AND UNION CARDS. SEND THOSE CARDS BACK IN ASAP SO THEY KNOW YOUR INTERESTED!!!

If you need cards, or have questions, concerns, or just want to chat:
Reach out to Steve Smith IBEW @ 978-302-3690,
Gerry Leary IBEW Local 2222@ 617-543-1354,
or the organizing hotline @ 617-929-6096

to respond by email: ibewrcn@yahoo.com

One Happy Union Member said...

This is a personal plea for one person in each office nationwide to give the Steve Smith a call. All you have to lose is a few minutes of your time and trust me by the time youre done with Steve, you will be happy that you did it. You have nothing to fear. You have legal rights. The company can not fire you for inquiring. We have a union here in NY/NJ and have never looked back. We benefit from higher pay, walkers pay(in NYC), Higher availibilty pay, 8hrs Down time if you work any 12 hours in a 24hr day. Not to mention, we don't get abused by Management. It is time for the rest of the country to have a piece of mind and a restful nights sleep.

Anonymous said...

Hey in Southern Cal were feeling the pain. I recieved a message on my phone today. Im glad and will be hanging out

Anonymous said...

let ncr take care of you?????ha ha ha ha ha ha ha ha ha ah ahah ha hhah ah ah ah hah haha ha ha ha ha ha ha
come on union!!!!!!!!!!!!!!!

you all know who this is said...

TO ALL:

WE WILL BE HAVING A ONLINE CHAT I BELIEVE THIS COMING THURSDAY AT 7:00PM. ALL ARE WELCOME!!! IF YOU HAVE ANY QUESTIONS OR CONCERNS YOU CAN ASK THEM. I BELEIVE STEVE, JERRY AND CICERO FROM THE IBEW WILL BE ONLINE FOR QUESTIONS.

THIS BLOG SITE'S MAIN PAGE SOON WILL ANNOUNCE WHEN THIS CHAT WILL BE TAKING PLACE SO CHECK BACK.

Anonymous said...

will this improve work conditions also? I pull on-call shifts every other weekend...NCR is affecting negatively on my personal life, and i get a phone calls to help out everyday during the time i'm off. Its like i married the damn company and i feel like the bitch.

Anonymous said...

As an ex vice president of a municipal union, i believe a union is not needed if a company takes care of its people. but NCR isn't and the management has taken NO LOSS in pay. IT IS TIME to band together and say NO!, we can't do the job THEY EXPECT at these wages. I can offer my experience to help organize ourselves as it is only going to ensure our survival. it is time. And they are truly hoping we don't have the resources or intelligence behind us to accomplish the task. I know the large customers will not be happy with poorer service, and we really are the best, and thats the big chip we need to play. I'm ready to "embark on this journey" and make the new ncr a place worth retiring from.

Get it done said...

In todays working climate we need to organize in order to better secure our futures . We hasve to stop the blood letting the only way I know of doing these is by unionizing . We can't wait on the Teamsters local 111 to renegotitate there contract in June we have to get ours done asap . If you think the benifits of a union is full of crap read the artical below .From the New York Times. Hopeful Year for Unions


By virtually every indicator, 2007 was a dismal year for American workers.
Job growth slowed, unemployment jumped and wages lost what little ground
they had gained against inflation since 2003. There is one sliver of good
news: the percentage of American workers who belong to a union rose for the
first time in three decades.

The Labor Department reported that the number of workers belonging to a
union grew by 311,000 to 15.7 million. That means union members increased
from 12 percent of the American work force in 2006 to 12.1 percent last
year. In the private sector, unions' share of workers inched ahead from 7.4
percent to 7.46 percent. While the rebound is tiny, and might yet prove to
be a statistical mirage, it is the first recorded increase in organized
labor's ranks since the 1970s, when almost one in four workers belonged to a
union.

There is little doubt that American workers need unions. Wages today are
almost 10 percent lower than they were in 1973, after accounting for
inflation. The share of national income devoted to workers' wages and
benefits is at its lowest since the late-1960s, while the share going to
profits has surged. The decline in unionization has been a big part of the
reason that workers have lost so much ground.

The future of organized labor is not cause for great optimism. Employers
have become more aggressive about keeping unions out. Competitive pressures
from globalization, deregulation and technological change have resulted in
the loss of many union jobs.

Indeed, unionization rose last year partly because of the slow pace of job
creation in nonunionized sectors of the labor market. The jump in
unionization rates in the construction industry, for example, was partly
attributed to the steep decline in residential construction, where there are
fewer unions, while the more heavily unionized commercial construction
sector remained strong.

Still, the uptick offers hope that the renewed emphasis on organizing
workers by some of the nation's largest unions - like the service employees'
union, the Teamsters and others that split off from the A.F.L.-C.I.O. to
form the Change to Win coalition - might start paying dividends despite the
difficult odds.

A bill that would have made it easier for unions to organize workers died in
the Senate last June. Congress should take up this issue again to stop
companies from using threats and other aggressive tactics to keep organized
labor out, and to help win workers their rightful share of the economic pie.

stressed & tired said...

I'm the C E who sent out the text messages to everyone the last couple of days. It took allot of time but was worth it. I'm hoping I hit every C E in the country who's cell number was listed. I also sent messages to C E's in the New York Metro area as I know they're already in the Teamsters and hope they support our effort by leaving some positive comments on our BLOG. We've been trying to get a Union to support us for years and Steve Smith & IBEW was the first join us in this venture.
If you are interested in taking the next step toward a prosperous, future at NCR, or if you would simply like more information Please Contact
STEVE SMITH @ 978-302-3690, his EMAIL- smithhousem@comcast.net or GERRY LEARY, IBEW Local 2222 @
617-543-1354 or the ORGANIZING HOTLINE @ 617-929-6096 To respond by EMAIL: ibewrcn@yahoo.com

Anonymous said...

Hey Guys and Gals in the west and north west. I was a union worker for years in another field before I came to NCR via FLT (Permond) The union I used to belong to treated us good, and DEMANDED that the company treat its workers fair.
We got better pay and benifits, working conditions etc...I just hope all of you wake up and smell the coffee before its too late. as for me I'm all for being UNION. Where do I sign up???

Solidarity Speaks Loud said...

Attention everyone!

While all this roar for a union is being sounded there is one problem.

Don't be a bunch of !@#$%^&......

If you really want a Union, then show up and sign the union card. Don't be intimidated by anyone. Be a man/woman and get it done now!

How many times have people throughout the country besides the NY/NJ area said they wanted to join a union and never actually did due to fear! Don't fear anyone but God!

If you walk the walk then talk the talk. Grow some balls and say "Enough is Enough"

President Kennedy said, "Ask not what your country can do for you, but what you can do for your country!"

NCR needs a union country wide!

I say to you people suffering out there:

"Ask what has NCR done for me?"
"And why are people much happier in a Union?"

"The object of war is not to die for your country, but to make the other bastard die for his!"

NCR has to bow to Unions!!!!

you all know who this is said...

I am open about wanting a union. Management knows I am pro-union (thus my login name) and talked to me about it. They said under law they do not have the right to talk to me about my views of wanting a union. That it is my right and I cannot be terminated nor oppressed against in anyway. The IBEW has assured me that they will be right by my side if need be. My TM and Regional manager are aware of me views and are standing back knowing I will contact the union if I feel any negative reactions.

???? said...

**********Can you put a union card icon on the site and address to mail if anyone what's to get into this movement?************

A man Who Knows How To Get Things said...

I think this point we need another part of this blog.

we should start to ask ourselves what we would want in a colective bargaining agreement with the company. I belivewe are at this point and we should start to think about it. Honest and thought driven ideas, and well thuought out ideas not a load of b/s that we know we can't get. Remember this is a proces that may take some time as much as we want it now, it will be a process i could possiblly seeing a vote within a few weeks to a few months. it all depends how fast wecan spread the word.

IMPORTANT MESSAGE said...

Ok, so you want a union. Next step is to recrute as many fellow CE's as you can. This won't be easy and management will try and downplay the union. In the Northeast they recently had a "Rolling Circus" where management went around and met with CE's to ask about their concerns, etc. Now EMAILS are being sent out telling how they're trying to change things, a bunch of crap. When the IBEW thinks enough people are pro union there will be a "secret ballot/vote" and we need a majority to win. Before this can happen the IBEW will want to send out "Union Cards" to all CE's and hopefully get many back signed. Don't use the company EMAIL or PC to send messages, use Yahoo or GMail on a personal PC. NCR has blocked outsiders from sending EMails thru their firewall but you can try. Using Text Messaging with Sprint Phones works until they block them. Go to www.sprint.com and you'll see you can enter a phone# and message up to 160 characters. To obtain phone#'s go to your NCR PC's Outlook Address Book. From there you can find Names, Address's, Job Descriptions & Phone numbers!
For now to reach the IBEW use the contacts listed bellow. As this organizing takes off I'm sure you'll be turned over to IBEW organizers in your area/region.

STEVE SMITH @ 978-302-3690, his EMAIL- smithhousem@comcast.net or GERRY LEARY, IBEW Local 2222 @
617-543-1354 or the ORGANIZING HOTLINE @ 617-929-6096 To respond by EMAIL: ibewrcn@yahoo.com

Try and provide the organizer with an Address & Phone list for all the CE's in your area/region if possible this will be very helpful. Just remember not to use your NCR PC or Cellphone for Union related activities.

Good luck and God Bless to all, let's keep the ball rolling!!

Anonymous said...

I'm new to all of this but seems to me like it would only work if this goes nationwide at once. Is this possable?

Anonymous said...

Yes it is possible. Call STEVE SMITH @ 978-302-3690, his E-MAIL- smithhousem@comcast.net or GERRY LEARY, IBEW Local 2222 @
617-543-1354 or the ORGANIZING HOTLINE @ 617-929-6096 To respond by E-MAIL: ibewrcn@yahoo.com
and sign up. Read both message areas and you will see this is spreading nation wide. Welcome aboard, we need all CE'S AND FLT who came over.

Gold Country said...

California checking in....Thanks for the text msg. I would have never known otherwise. I have alot to say but I will keep it short for now. I have been a CE for 25 plus years and never dreamed that NCR would ever do the things they have done over the past 5-10 years. I have been a loyal and hard working CE for all those years putting everything including my family on the back burner for this company. Now I awake to a pay cut that I can not deal with. I cant take this SHIT any longer. Is this truly what NCR thinks of me? Hey Mr. ( I use that term loosely ) Cheadle Can you afford to pay all your monthly obligations this month? You do the math!!!!!! God bless the CE's

Anonymous said...

CE from NYC checking in. Just want to make several points:
The person who said our union was doing nothing but collect due is a big LIAR.Everyone in our area all support and appreciate our Union. Our salary is always increasing for over 20 years, and all the old 2nd line CE in our area became CE3 since last time of NCR'S "regrouping". 70% of all CE(1,2&3) in our area(NY/NJ) are CE3 not 15% in other area, Why? UNION is the answer.
I can not list all the things we have but you may not. just mention a Samll Rule we have: In our area we have a rule of "dowm time". It says: NCR can not give you any work after CE has been up/working over 12 hours.If we start working at 9am, then we can just tunr off our phone and rim then go home at 9pm(after telling control tower we are in "down time"now). How can we get this kind of deal?? "UNION".
We are just one step ahead of you, Brothers. We have Union and you are making one. Let it happen. Do not just sit and wait.Togather we can stop the unfairness and abuse.

PewterPlate said...

Is the NY/NJ contract posted anywhere online so that the rest of us can see an example of what a contract could include? Many many CE's are against unions because they do not know anything about Union contracts.

Anonymous said...

Pewterplate. I understand where you are coming from but our contract is one that is in force between NCR and the CE's the the TEAMSTERS Represent. I am not sure it would be legal for it to be shown to other people that the TEAMSTERs do not represent. Especially on a public forum. If there is something that you need to know please give me a means of getting in touch with you and I will speak to you off the record. or if anyone would like to talk. I know it sounds like a cop out but I would not want to jepordize your impending contract. and I not sure what could happen legally. If you have an email outside of ncr, perhaps you can make a new account on google or hot mail and post it and I will make contact with you. I hate being so private but you can understand why.

Rocky said...

God Bless America! We love you Brothers!

PewterPlate said...

PewterPlate@comcast.net asking if there is a way to receive a union card via email. I sent an email ibewrcn and have received no reply.

hammerhead said...

Pewterplate, Give Steve Smith a call directly at 978-302-3690, he's very helpful but very busy too because of the massive amount of text message's that were sent out.

Anonymous said...

WHEN ARE YOU GOING TO POST NUTI'S CONTRACT WITH NCR ON THE BLOG?

new ncr said...

New to Ncr a couple of years wow it seems like we dont have job security if it comes down to pay cuts you work so hard everyday to get compensated then out of nowhere they take your earnings like your nobody i believe we are a great asset and image to ncr and dont get recognize????????

in my previous jobs i have had higher raises than the one here
talk about greedy

Anonymous said...

1700 South Patterson Boulevard

Dayton, OH 45479



July 29, 2005



Mr. William R. Nuti



Dear Bill:



Upon execution by you, this letter will constitute your agreement (this “Agreement”) with NCR Corporation (“NCR” or the “Company”) regarding your service as the President and Chief Executive Officer (“CEO”) of the Company during the period from and after August 7, 2005 (or as soon as practicable thereafter) (the “Start Date”). The period of your employment with the Company is referred to herein as the “Engagement.”



Nature of the Engagement – During the Engagement, you will have the normal duties, responsibilities and authority attendant to the position of President and CEO of the Company, subject to the power of NCR’s Board of Directors (the “Board”) to expand or limit such duties, responsibilities and authority from time to time, but in all events you shall have the duties, responsibilities and authority commensurate with the position of a CEO of a public entity of similar capitalization from time to time. The Company will appoint you to serve as a member of the Board, and you agree to serve as a member of the Board for no additional compensation.



Annual Base Salary – As of the Start Date, you will be paid an annual base salary of $1,000,000. Your base salary will be reviewed by the Compensation and Human Resource Committee of the Board (the “Compensation Committee”) from time to time for increase, but not decrease. Your base salary will be paid in accordance with the Company’s usual payroll practices, and, if you elect, your paycheck will be automatically deposited in your bank account via our convenient Easipay plan.



Incentive Awards – You will be eligible to participate in the Management Incentive Plan for Executive Officers (“MIP”), which provides year-end incentive awards based on the success of NCR in meeting annual performance objectives. Your targeted incentive opportunity is 100% of your annual base salary ($1,000,000) (the “Target MIP”), and can range from 0% if the target objective is not met to a maximum award of 200% ($2,000,000) of your annual base salary. For calendar year 2005, your MIP award will be a guaranteed minimum of $500,000 (subject to upward adjustment at the discretion of the Board).



--------------------------------------------------------------------------------

Stock Options – Effective as of the Start Date, the Company will grant you nonqualified options to purchase 650,000 shares of NCR common stock (the “Options”).



The Options will be subject to the existing standard terms and conditions determined by the Committee, and will include substantially identical restrictive covenants and penalty criteria as set forth in this Agreement, a ten-year term, and will vest as follows (except as described below):



(i) 250,000 of the Options (the “Incentive Options”) will vest in 25% increments on each of the first four anniversaries of the Start Date, subject to your continued employment with the Company on each such anniversary date, and



(ii) 400,000 of the Options (the “Performance Options”) have the potential to fully vest on December 31, 2008, subject to your continued employment with the Company on such date, and subject to the achievement of the performance goals set forth on Schedule A to this Agreement (the “Performance Goals”) over the 12 quarterly financial reporting periods beginning January 1, 2006 and ending December 31, 2008 (the “Performance Period”).



The Incentive Options shall fully vest and shall immediately become exercisable upon termination of your employment (i) due to your death or Permanent Disability (as defined below), (ii) by the Company without “Cause” (as defined in the CIC Plan) (and no provision in any equity grant or benefit program with regard to misconduct shall apply except to the extent “Cause” exists under this Agreement), (iii) by you for “Good Reason” (as defined below), or (iv) due to the failure of a successor to the Company to assume or replace the Incentive Options with equivalent value new stock options upon a Change in Control (as defined in the CIC Plan).



As indicated above, the Performance Options shall vest based on the extent to which the Performance Goals are met as of the end of the Performance Period, as follows (for purposes of clarity, the “Number of Performance Options Vested” below shall not be construed to be additive, and is set forth on a cumulative basis):




Level of Achievement of Performance Goal

--------------------------------------------------------------------------------
Percentage of
Performance
Options Vested

--------------------------------------------------------------------------------
Number of
Performance
Options
Vested

--------------------------------------------------------------------------------

Below Threshold
0 % 0
Threshold
50 % 200,000
Target I
75 % 300,000
Target II
100 % 400,000



On a Change in Control (as defined in the CIC Plan), you shall be treated with regard to the Performance Options in the manner provided in the CIC Plan, but no less favorably than as provided therein as of the Start Date.



Once vested, the Options will be exercisable over the full ten-year term (subject to the termination provisions set forth in the terms and conditions of the Option grant); provided, however, that



2



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upon your termination of employment other than for Cause, your vested Options will remain exercisable for the lesser of (i) one year following your termination of employment or (ii) the remainder of the term of such Options.



The grant price of the Options will be equal to the fair market value of NCR common stock on the Start Date.



Salomon Smith Barney (“SSB”) is the record-keeper for NCR’s option plan, which is administered electronically. Your stock option agreement and a record of the Options will be maintained on the SSB website. You will need to accept the stock option agreement on-line before you can exercise the Options.



You agree to execute the Company’s standard form of stock option agreement with respect to the Options (the “Stock Option Agreements”), subject, however, to conforming the definitions of “cause” and “good reason” in the Stock Option Agreement with respect to the Incentive Options to the definitions hereunder and as otherwise provided herein.



Restricted Stock – Effective as of the Start Date, the Company will grant you 85,000 shares of restricted stock (the “Restricted Stock”). The Restricted Stock shall vest and any restrictions thereon shall lapse in 25% increments on each of the first four anniversaries of the Start Date; provided, however, that any unvested Restricted Stock shall fully vest and any restrictions thereon shall lapse upon termination of your employment (i) due to your death or Permanent Disability (as defined below), (ii) by the Company without “Cause” (as defined in the CIC Plan), (iii) by you for “Good Reason” (as defined below) or (iv) due to the failure of a successor to the Company to assume or replace the Restricted Stock with equivalent value new Restricted Stock upon a Change in Control (as defined below).



You agree to execute the Company’s standard form of restricted stock agreement with respect to the Restricted Stock (the “Restricted Stock Agreement”), subject, however, to conforming the definitions of “cause” and “good reason” in the Restricted Stock Agreement to the definitions hereunder and which Restricted Stock Agreement will include substantially identical restrictive covenants and penalty criteria as set forth in this Agreement.



Future Equity Awards – Subject to the provisions of this Agreement, you shall receive an additional equity award in February 2006 which is expected to have a minimum Black Scholes value of $2.5 million (the “Future Equity Award”), subject to your continued employment with the Company as of the grant date of the Future Equity Award. The Future Equity Award will be granted to you in conjunction with the Company’s normal annual grant process and will be based on an analysis of competitive data. The form and mix of the Future Equity Award will mirror the incentive structure for all senior officers of the Company and will likely include a mix of equity similar to the Restricted Stock, Incentive Options and Performance Options.



NCR Benefits – You will be entitled to participate in normal Company-provided benefits and perquisites at the level at least equal to other senior executive officers of the Company. As of the Start Date, you are automatically eligible for the Company’s core U.S. benefit coverage for yourself and your family, including Health Care Coverage (Cigna PPO Plan), Dental Care Coverage (Cigna Dental PPO Plan), Short-Term and Long-Term Disability Coverage, Life Insurance Coverage,



3



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and Accidental Death and Dismemberment Insurance Coverage. Additionally, you will be eligible to participate in the NCR Savings Plan (401(k)) and the NCR Employee Stock Purchase Plan. Information about each program will be provided. You may choose to waive participation in any of these plans.



Relocation – You will relocate to the Dayton, Ohio area as soon as practicable after the Start Date and in any event by no later than August 1, 2006. In connection with such relocation, the Company will reimburse you for all of the normal and customary relocation expenses you incur in accordance with the Company’s standard relocation policy in which you will participate. If you and your family do not relocate to the Dayton, Ohio area by August 1, 2006, this will constitute a material breach by you of the Agreement, and will be considered “Cause” for the Company to terminate your employment hereunder. Alternatively, the Company will have the option to retain your services under this Agreement, but the next applicable tranche of Restricted Stock granted to you hereunder that would have otherwise vested shall not vest and shall be forfeited to the Company. As part of your relocation expenses, the Company shall (i) pay or reimburse you for all your commuting to and from the Dayton, Ohio area on the Company airplane (provided, however, that this will not include more than one round-trip per week) and (ii) shall provide you with a $5,000 monthly allowance for your living expenses in the Dayton, Ohio area from the Start Date to the earlier of August 1, 2006 or your relocation to the Dayton, Ohio area (the “Relocation Period”) and any amounts pursuant to (i) or (ii) shall be fully grossed-up such that you will have no after tax cost.



Travel Expenses and Benefits – During the Engagement, NCR will permit you to use the corporate aircraft for business travel and for travel between any of your residences and the Company’s offices in Dayton, Ohio, and elsewhere as desirable. During the Relocation Period, use of the aircraft shall be covered by the prior paragraph. After the Relocation Period, you shall be permitted to use the Company’s aircraft for limited additional travel for personal use (including for security reasons) on an availability basis; provided, however, that the taxable imputed income to you attributed to such use in any calendar year, using the SIFL rates approved by the Internal Revenue Service, shall not exceed $35,000 (or such higher amount as approved by the Committee), without the prior approval of the Committee; and further provided, however, that the foregoing shall be pro-rated for calendar year 2006 after the end of the Relocation Period. The Company shall provide you a sufficient “gross-up” payment to cover all federal and Ohio state income taxes on your personal use of the corporate aircraft, payable by the Company upon notice of the payment and amount due, no later than the day such taxes are due.



Other Business Expenses – As a general matter, the Company will reimburse you for all reasonable expenses that you incur in the course of performing your duties under this Agreement that are consistent with the Company’s policies with respect to travel, entertainment and other business expenses. Reimbursement shall be subject to the Company’s customary requirements imposed upon executive level employees, with respect to reporting and documentation of such expenses.



Vacation – You will be eligible for five weeks of paid vacation during each calendar year of the Engagement (pro-rated for 2005 based on the Start Date).



4



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Change in Control – You will be entitled to participate in the CIC Plan effective as of the Start Date.



Severance – In the event of a Company initiated termination of your employment other than for “Cause” (as defined in the CIC Plan), or a voluntary termination for “Good Reason” (as defined below) you will receive cash severance payments totaling (x) one and one half (1.5) times your annual base salary and Target MIP (the “Severance Benefit”), payable in equal monthly installments, the number of which will be determined so that you receive the full Severance Benefit no later than two and one-half months after the start of the calendar year following the calendar year during which your termination of employment occurs, and (y) a pro-rated MIP, based on the achievement of applicable performance targets pursuant to the MIP for the year of your termination, and based on the number of days you are employed during the year of the termination of employment, payable when the MIP is otherwise payable by the Company, but in no event later than two and one-half months after the start of the calendar year following the calendar year during which your termination of employment occurs; provided, that you execute a release of claims substantially in the form attached as Schedule C hereto, with such changes as are necessary or appropriate to account for changes in law or regulation. In addition, during the 18-month period following your termination of employment other than for “Cause” or for “Good Reason” (if you are not otherwise employed during such period and covered under the group medical plan provided to employees of such subsequent employer), the Company agrees, if you so elect, that the Company will continue your (including your dependents) medical benefits under COBRA, to the same extent as during your employment, with your COBRA premiums paid by the Company.



The Company agrees to cooperate with you to amend this Agreement to the extent you deem necessary to avoid imposition of any additional tax under Section 409A of the Internal Revenue Code (and any Department of Treasury regulations promulgated thereunder), but only to the extent such amendment would not have a more than de minimis adverse effect on the Company.



Non-Competition – By signing this Agreement, you agree that during your employment with NCR and for an eighteen (18) month period after termination of employment for any reason (the “Restricted Period”), you will not yourself or through others, without the prior written consent of the Board, render services directly or indirectly to any Competing Organization involving the development, manufacture, marketing, advertising or services of any product, process, system or service of NCR’s during the last three years of your NCR employment.



For purposes of this Agreement, “Competing Organization” means any organization listed on Schedule B, as reasonably amended from time to time by the Compensation Committee, in consultation with you, as well as any subsidiaries of such companies that become stand-alone companies as a result of a spin-off, IPO or similar restructuring transaction after the date of the last update to Schedule B. The list of Competing Organizations on Schedule B hereto may be amended from time to time by the Compensation Committee by written notice to you, provided that (i) the number of companies shall not increase, (ii) any companies shall be from among those entities treated as “Competing Organizations” on the annual list prepared jointly by you and the Compensation Committee pursuant to the Company’s policies and (iii) the list of Competing Organizations shall not be changed in contemplation of your accepting an offer to join any company.



5



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Non-Solicitation/Non-Hire – By signing this Agreement, you agree that during the Restricted Period, you will not yourself or through others, without the prior written consent of the Board (i) directly or indirectly recruit, hire, solicit or induce, or attempt to induce, any exempt employee of NCR or its associated companies to terminate their employment with or otherwise cease their relationship with NCR or its associated companies (provided that you may serve as reference upon request with regard to a company with which you are not affiliated and this provision shall not be violated by general advertising not specifically targeted at employees of the Company), or (ii) canvass or solicit business of the same nature that NCR or its associated companies is selling or providing to any firm or company as of the date of your termination of employment with or from such particular firm or company.



Confidentiality and Non-Disclosure – You agree that during the term of your employment with the Company and thereafter, you will not, except as you deem necessary in good faith discretion to perform your duties hereunder or as required by applicable law, disclose to others or use, whether directly or indirectly, any Confidential Information regarding the Company. “Confidential Information” shall mean information about the Company, its subsidiaries and affiliates, and their respective clients and customers that is not available to the general public or generally known in the industry and that was learned by you in the course of your employment by the Company, including (without limitation) (i) any proprietary knowledge, trade secrets, ideas, processes, formulas, cell lines, sequences, developments, designs, assays and techniques, data, formulae, and client and customer lists and all papers, resumes, records (including computer records), (ii) information regarding plans for research, development, new products, marketing and selling, business plans, budgets and unpublished financial statements, licenses, prices and costs, suppliers and customers, (iii) information regarding the skills and compensation of other employees of Company and (iv) the documents containing such Confidential Information; provided, however, that any provision in any grant or agreement that limits confidential disclosure shall not apply to the extent such information is publicly filed with the Securities and Exchange Commission (the “SEC”). Your rolodex and similar address books shall not be deemed Confidential Information if and to the extent they contain only the names and contact information you have personally used while employed (or acquired prior to employment hereunder) and no other information that would otherwise be Confidential Information. You acknowledge that such Confidential Information is specialized, unique in nature and of great value to the Company, and that such information gives the Company a competitive advantage. Upon the termination of your employment for any reason whatsoever, you shall promptly deliver to the Company all documents, slides, computer tapes and disks (and all copies thereof) containing any Confidential Information.



Breach of Restrictive Covenants – You acknowledge and agree that the time, territory and scope of the post-employment restrictive covenants in this Agreement (the non-competition, non-solicitation, non-hire, confidentiality and non-disclosure covenants are hereby collectively referred to as the “Restrictive Covenants”) are reasonable and necessary for protection of the Company’s legitimate business interests, and you agree not to challenge the reasonableness of such restrictions. You acknowledge that you have been represented by counsel in this matter, and have had a full and fair opportunity to consider these restrictions prior to your execution of this Agreement. You further acknowledge and agree that you have received sufficient and valuable consideration in exchange for your agreement to the Restrictive Covenants, including but not limited to your salary, equity awards and benefits under this Agreement, the possibility of



6



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“Severance” under this Agreement and all other consideration provided to you under this Agreement. Accordingly, if you materially breach any of the Restrictive Covenants, NCR will be released from all obligations it may have under this Agreement to provide you with “Severance.”



You further acknowledge and agree that if you breach the Restrictive Covenants, NCR will sustain irreparable injury and may not have an adequate remedy at law. As a result, you agree that in the event of your breach of any of the Restrictive Covenants, NCR may, in addition to its other remedies, bring an action or actions for injunction, specific performance, or both, and have entered a temporary restraining order, preliminary or permanent injunction, or order compelling specific performance.



Arbitration – Any controversy or claim related in any way to this Agreement (including, but not limited to, any claim of fraud or misrepresentation or any claim with regard to the CIC Plan), shall be resolved by arbitration on a de novo standard pursuant to this paragraph and the then current rules of the American Arbitration Association. The arbitration shall be held in Dayton, Ohio, before an arbitrator who is an attorney knowledgeable of employment law. The arbitrator’s decision and award shall be final and binding and may be entered in any court having jurisdiction thereof. The arbitrator shall not have the power to award punitive or exemplary damages. Issues of arbitrability shall be determined in accordance with the federal substantive and procedural laws relating to arbitration; all other aspects shall be interpreted in accordance with the laws of the State of Ohio. Each party shall bear its own attorneys’ fees associated with the arbitration and other costs and expenses of the arbitration shall be borne as provided by the rules of the American Arbitration Association; provided, however, that if you are the prevailing party, you shall be entitled to reimbursement for reasonable attorneys’ fees and expenses and arbitration expenses incurred in connection with the dispute. If any portion of this paragraph is held to be unenforceable, it shall be severed and shall not affect either the duty to arbitrate or any other part of this paragraph.



Legal Expenses – The Company will pay up to $25,000 for the reasonable legal advice expenses you incur in connection with the completion of this Agreement.



Defined Terms – For purposes of this Agreement, “Good Reason” shall be defined as defined in the CIC Plan, but shall also include (i) a diminution in your job title (other than temporarily while you are incapacitated); (ii) a material diminution or adverse change (other than temporarily while you are incapacitated) in your position, office or duties (including your removal from or non-re-election to the Board); or (iii) a material breach of this Agreement by the Company, which remains uncured, if curable, after more than ten (10) days after your providing written notice of such breach to the Company.



For purposes of this Agreement, “Permanent Disability” shall mean your absence from your duties with the Company on a full-time basis for 120 consecutive business days or 180 business days in any 12-month period as a result of your incapacity due to mental or physical illness which is determined to be total and permanent by a physician selected by the Company or its insurers and which physician is acceptable to you or your legal representative.



Miscellaneous – This Agreement is personal to you and without the prior written consent of the Company shall not be assignable by you other than by will or the laws of descent and distribution.



7



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You may designate one or more beneficiaries to whom any payments earned by and due to you will be made in the event of your death by completing such form as the Board or one of its committees authorizes for that purpose. In the absence of any such designation, any such payments will be made to your estate or personal representative. This Agreement shall inure to the benefit of and be enforceable by your legal representatives, and shall inure to the benefit of and be binding upon the Company and its successors; provided, however, that the Company may only assign this Agreement to an acquirer of all or substantially all of its assets and any such acquirer shall be required to deliver to you an assumption in writing of the Company’s obligations hereunder. This Agreement may be amended, modified or changed only by a written instrument executed by you and the Company.



You hereby represent and warrant to the Company that you are not party to any contract, understanding, agreement or policy, whether or not written, with any previous employer or otherwise, that would be breached by your entering into, or performing services under, this Agreement, or, if you are a party to such a contract, understanding, agreement or policy, you shall have obtained a written acknowledgement from your previous employer (or such other party or parties) such that your performance of services under this Agreement shall not be impeded in any manner (other than confidentiality, nonsolicitation and noninterference restrictions all as provided in your employment agreement with your prior employer), or otherwise be subject to any claim, action or litigation by your previous employer (or any other party or parties).



The Company hereby represents and warrants to you that the Company’s financial statements for 2003, 2004 and the quarters ending March 31 and June 30, 2005 that have been or, with regard to the June 30, 2005, quarter will be filed with the SEC are accurate in all material respects.



No provision of any restrictive covenant in any grant or other plan shall be any broader than those set forth in this Agreement.



Notwithstanding any other provision of this Agreement, the Company may withhold from any amounts payable hereunder, or any other benefits received pursuant hereto, such minimum federal, state and/or local taxes as shall be required to be withheld under any applicable law or regulation.



This Agreement reflects the entire agreement regarding the terms and conditions of your employment. Accordingly, it supersedes and completely replaces any prior oral or written communication on this subject. This Agreement is not an employment contract, and should not be construed or interpreted as containing any guarantee of continued employment or employment for a specific term. The employment relationship at NCR is by mutual consent (employment-at-will), and the Board or you may discontinue your employment with or without cause at any time and for any reason or no reason.



8



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Bill, if you will please countersign a copy of this letter agreement, it will constitute the terms of your service as President and CEO of the Company upon the terms and conditions described above.



Sincerely,





/s/ Linda Fayne Levinson

Linda Fayne Levinson

Chair, NCR Compensation and Human Resource Committee


Agreed and accepted this 29 day of July, 2005.


/s/ William R. Nuti

William R. Nuti




9

Exhibit 99.1




Summary of Nuti Employment Agreement

Start Date August 7, 2005 or as soon as practicable thereafter.

Position President and Chief Executive Officer. Member of NCR Board of Directors (the “Board”).

Term At will employment. May be terminated by Nuti or the Board with or without cause at any time and for any reason or no reason.

Salary Annual base salary of $1,000,000. Reviewed by the Compensation and Human Resource Committee of the Board (the “Compensation Committee”) from time to time for increase, but not decrease.

Bonus Eligible to receive an annual bonus under the NCR Management Incentive Plan for Executive Officers (“MIP”) based on the success of NCR in meeting annual performance objectives. Targeted annual bonus is 100% of annual base salary, and can range from 0% if the target objectives are not met to a maximum of 200%. For calendar year 2005, MIP award is a guaranteed minimum of $500,000, subject to upward adjustment at the discretion of the Board.

Stock Options Nuti will be awarded nonqualified options to purchase 650,000 shares of NCR common stock (the “Options”) as follows.

• 250,000 of the Options (the “Incentive Options”) vest in 25% increments on each of the first four anniversaries of the Start Date, subject to continued employment on each such anniversary date.


• 400,000 of the Options (the “Performance Options”) have the potential to fully vest on December 31, 2008, subject to continued employment and the achievement of agreed to performance goals over the 12 quarterly financial reporting periods beginning January 1, 2006 and ending December 31, 2008 (the “Performance Period”). If the threshold performance goal is not achieved, no Performance Options will vest; if the threshold performance goal is achieved, a total of 200,000 Performance Options will vest; if the next level performance goal is achieved, a total of 300,000 Performance Options will vest; and if the highest level performance goal is achieved, a total of 400,000 Performance Options will vest.




--------------------------------------------------------------------------------

The Options will be subject to the existing standard terms and conditions determined by the Compensation Committee and, once vested, the Options will be exercisable over a ten year term, provided that upon termination other than for Cause (as defined in NCR’s Change-in-Control Severance Plan for Executive Officers (the “CIC Plan”)), vested Options remain exercisable for the lesser of 1 year or the remainder of the term of such Options.

The Options grant price will be equal to the fair market value of NCR common stock on the Start Date.

Restricted stock Nuti will be awarded 85,000 shares of restricted stock (the “Restricted Stock”), which vest in 25% increments on each of the first four anniversaries of the Start Date, subject to continued employment on each such anniversary date.

Future equity
Award

Will be received in February 2006. Expected to have a minimum Black Scholes value of $2.5 million. Form and mix will mirror the incentive structure for all senior officers of NCR and will likely include a mix of equity similar to the Incentive Options, Performance Options and Restricted Stock.


Benefits &
Perquisites

Entitled to participate in normal NCR-provided benefits and perquisites at a level at least equal to other senior executive officers of NCR. Nuti and family automatically eligible for NCR’s core U.S. benefit coverage, including health care coverage, dental care coverage, short-term and long-term disability coverage, life insurance and accidental death and dismemberment coverage. Also eligible to participate in NCR savings plan (401(k)) and NCR employee stock purchase plan.


Relocation Nuti will relocate to Dayton no later than August 1, 2006. NCR will reimburse all normal and customary relocation expenses in accordance with its standard relocation policy. Failure of Nuti and family to relocate to Dayton by August 1, 2006 constitutes material breach of Agreement and will be considered “cause” for termination by NCR. Alternatively, NCR may retain Nuti’s services but the next applicable tranche of Restricted Stock that would have otherwise vested shall not vest and shall be forfeited. NCR will pay or reimburse all commuting expenses to and from Dayton on the NCR aircraft (not to exceed one round-trip per week) and will provide a $5,000 monthly allowance for living expenses in the Dayton area from the Start Date through the earlier



--------------------------------------------------------------------------------

of August 1, 2006 or Nuti’s relocation to Dayton (the “Relocation Period”), with such amounts fully grossed-up for tax purposes.

Travel Expenses
& Benefits

Nuti is permitted to use the NCR aircraft for business travel and for travel between any residences and NCR’s Dayton offices and elsewhere as desirable, subject to the limitations described above during the Relocation Period and thereafter subject to the limitations described hereafter. After the Relocation Period, Nuti will be entitled to use the NCR aircraft for personal use (including for security reasons) on an availability basis up to $35,000 (or such higher amount as approved by the Compensation Committee) based on the SIFL rate, with such amount grossed-up for tax purposes. NCR will reimburse Nuti for all other reasonable business expenses, subject to NCR’s customary requirements imposed on executive level employees.


Vacation Five weeks of paid vacation during each calendar year, pro-rated for 2005.

Change in
Control

Entitled to participate in NCR’s CIC Plan as of the Start Date and all equity awards are subject to the CIC Plan.


Severance In the event NCR terminates for other than “Cause” (as defined in NCR’s Change-in-Control plan) or Nuti terminates for “Good Reason” (as defined in the Employment Agreement), Nuti will, provided he signs a release of claims against NCR, receive cash payments totaling (x) 1.5 times the annual base salary and Target MIP and (y) a pro-rated MIP based on the achievement of applicable performance targets pursuant to the MIP for the year of termination. In addition, for 18 months following such termination, at Nuti’s election NCR will continue Nuti’s medical benefits under COBRA, with the premiums paid by NCR.

In addition, the Incentive Options and Restricted Stock will fully vest and will immediately become exercisable upon certain termination events as more fully described in the Employment Agreement.

Non-competition For 18 months after termination for any reason (the “Restricted Period”), Nuti will not render services to any “Competing Organization” involving the development, manufacture, marketing, advertising or service of any product, process, system or service of NCR’s during the last 3 years of Nuti’s NCR employment.



--------------------------------------------------------------------------------

Non-solicitation/
Non-hire

During the Restricted Period Nuti will not (1) recruit, hire or induce any exempt NCR employee to terminate their employment with NCR or (2) canvass or solicit business with or from any company of the same nature that NCR is selling or providing to such company as of the termination of Nuti’s employment.


Confidentiality During the term of employment and thereafter Nuti will not disclose NCR confidential information.

Breach of restrictive
Covenants

NCR may bring an action for injunction and/or specific performance in order to enforce any post-employment restrictive covenants in the Agreement.


Arbitration Any dispute related to the Agreement will be resolved by final, binding arbitration.

Legal Expenses NCR will pay up to $25K for reasonable legal expenses incurred by Nuti in connection with the Agreement.

Exhibit 99.2




1700 South Patterson Boulevard

Dayton, OH 45479



NEWS RELEASE


For media information:
For investor information:


John Hourigan

(937) 445-2078

john.hourigan@ncr.com
Gregg Swearingen

(937) 445-4700

gregg.swearingen@ncr.com




For Release on August 1, 2005



NCR Names Bill Nuti President and CEO



DAYTON, Ohio – NCR Corporation (NYSE: NCR) today announced that its board of directors has named William (Bill) Nuti to the posts of president and chief executive officer (CEO) of NCR, and elected him to the board of directors. The appointment takes effect on Aug. 8, 2005.



Nuti has served since December 2003 as president and CEO of Symbol Technologies, where he successfully strengthened the company’s product portfolio and positioned the company as a leading supplier in the emerging radio frequency identification, or RFID, industry. After a highly successful 10-year stint at Cisco Systems, Nuti joined Symbol in August 2002 as president and chief operating officer where he led a challenging turnaround. Under his leadership, in 2003 Symbol returned to profitability for the first time in five years, and from 2002 to 2004 increased its revenues by 24 percent.



In appointing Nuti, NCR’s Chairman and interim CEO James (Jim) Ringler, who will continue with the company as chairman, stated, “Bill is an experienced and results-driven executive with strong global technology experience, particularly in areas of interest to our company. After considering carefully a number of outstanding candidates, Bill’s proven ability to lead complex organizations, and his track record of building high-performance teams and growing revenue truly stood out. Our board unanimously agreed that he is the perfect fit, and we are delighted to have him join NCR.”



-more-



--------------------------------------------------------------------------------

Nuti said, “I see a lot of opportunity at NCR to take a very healthy company with a strong brand and superb technology and build it into an even greater business. It’s an exciting time for the company and I’m looking forward to working with the team to take NCR to an even higher level of performance.”



Nuti departed Cisco in 2002 as senior vice president responsible for both the company’s Worldwide Service Provider business and the U.S. Theater Operations. In this dual role, he led Cisco’s field operations, systems engineering, professional services, marketing and U.S. sales divisions. He also served as president of Europe, Middle East and Africa (EMEA) operations and more than doubled Cisco’s revenue in the region during his tenure. Prior to his EMEA assignment, Nuti led the expansion of Cisco’s business operations in the Asia/Pacific region and increased revenue several-fold in a two-year period.



Nuti’s career also includes sales and management positions at IBM, Network Equipment Technologies and Netrix Corporation.



On Tuesday, Aug. 2 at 10:00 a.m. (ET), NCR will host a conference call with Jim Ringler and Bill Nuti to discuss the appointment. Access to the conference call, as well as a replay of the call, is available on NCR’s Web site at http://investor.ncr.com/.



About NCR Corporation



NCR Corporation (NYSE: NCR) is a leading global technology company helping businesses build stronger relationships with their customers. NCR’s ATMs, retail systems, Teradata ® data warehouses and IT services provide Relationship Technology ™ solutions that maximize the value of customer interactions and help organizations create a stronger competitive position. Based in Dayton, Ohio, NCR (www.ncr.com) employs approximately 28,300 people worldwide.



# # #



NCR and Teradata are trademarks or registered trademarks of NCR Corporation in the United States and other countries.



-more-



-2-



--------------------------------------------------------------------------------

Note to Investors



This news release contains forward-looking statements, including statements as to anticipated or expected results, beliefs, opinions and future financial performance, within the meaning of Section 21E of the Securities and Exchange Act of 1934. Forward-looking statements include projections of revenue, profit growth and other financial items, future economic performance and statements concerning analysts’ earnings estimates, among other things. These forward-looking statements are based on current expectations and assumptions and involve risks and uncertainties that could cause NCR’s actual results to differ materially.



In addition to the factors discussed in this release, other risks and uncertainties include: the impact of recent terrorist activity on the economy or the markets in general or on the ability of NCR to meet its commitments to customers, the ability of NCR’s suppliers to meet their commitments to NCR or the timing of purchases by NCR’s customers; the timely development, production or acquisition and market acceptance of new and existing products and services; shifts in market demands; continued competitive factors and pricing pressures; short product cycles and rapidly changing technologies; turnover of workforce and the ability to attract and retain skilled employees; tax rates; ability to execute the company’s business plan; general economic and business conditions; and other factors detailed from time to time in the company’s Securities and Exchange Commission reports and the company’s annual reports to stockholders. The company does not undertake any obligation to publicly update or revise any forward-looking statements, whether as a result of new information, future events or otherwise.



-3-




--------------------------------------------------------------------------------
End of Filing

PewterPlate said...

Is this Unionizing effort being led by one New England Local of IBEW for NCR workers in New England? or for the whole country? Do the rest of us have to duplicate this organizing through our local Local? Can this Steve Smith guy post something here, I get nothing but voice mail on the number provided on this site. I want to help, but I have no idea what I shoud be doing.

Anon said...

This is for us all! Give them some time to respond, much is happening now. I believe that the email is posted along the side of the page, with the #.

Anon said...

Sorry, must have seen it in the "open forum"

you all know who this is said...

to: pewterplate

Hang in there. The New England local, actually Boston MA is working with the National Union and locals, we are also being backed up by the Teamsters (NYC CE Union) in organizing this union process. Steve is being slammed with calls at this time (which is great) and I promise he will get back to you! Steve is a great guy. Leave a message on his voicemail and give it a few more days. I have worked with Steve over the past 5-weeks and I will call Steve tomorrow and ask him to keep up with the calls the best he can. You can also call Gerry (see next posting for numbers)

you all know who this is said...

STEVE SMITH @ 978-302-3690, his E-MAIL- smithhousem@comcast.net or GERRY LEARY, IBEW Local 2222 @
617-543-1354 or the ORGANIZING HOTLINE @ 617-929-6096 To respond by E-MAIL: ibewrcn@yahoo.com

Anonymous said...

anyy new emailsget out to the ce's yet??

Anonymous said...

to post has change? any reason

Anonymous said...

at@t bought ncr and got rid on union workers.....what would prevent ncr from doing this??

you can rot said...

Will the chat tonight be posted somewhere? I don't think I will be able to make it.

Anonymous said...

Can us Canadians join the union, we are getting screwed big time. How do we go about polling each CE here in Canada to see if they want to start a union?

WELCOME CANADA said...

Canada,

If you are interested in taking the next step toward a prosperous, future at NCR, or if you would simply like more information Please Call:
STEVE SMITH @ 978.302.3690

He will help get you in contact with the right people. We talked about get Canada, Guam, United States all together. Call Now. WELCOME ABOARD. GET THIS SITE TO ALL. Just don't use the company's computer or on they time.

Anonymous said...

Canadians, Go to your cellphone providers website and TEXT MESSAGE all the CE's in Canada about forming a Union. To find there Phone#'s go into the Address Book of your Outlook/Email. Send a short sweet message like "NCR's GREED HAS TAKEN ITS TOLL, U.S. CE's ARE ORGANIZING WITH THE IBEW, WE NEED A VOICE, FOR INFO CONTACT STEVE SMITH AT 978-302-3690 OR EMAIL IBEWRCN@YAHOO.COM " THEN SEND STEVE SMITH OR A CANADIAN ORGANIZER THE ADDRESS LISTS FOR ALL THE CE's IN CANADA OR YOUR REGION!! GOOD LUCK

you all know who this is said...

I would at the blogsite address to the text message???

MR_NCR said...

If you don't return phone calls, or emails, how can we vote union? You guys are going to have to do better if you want this to happen.

steve smith said...

call me anytime 978-302-3690

Anonymous said...

We really need to hear something from the union. I sent in my name and address last week, but I think we need to get this movong quickly. I received an email saying I would hear something soon, but nothing as of yet.

NCR.CE said...

We need to start gathering information for our contract and there is a site set up to do that at www.ncrcecontract.blogspot.com

Anonymous said...

is tis other site nrcecontract have any ties to this IBEW blog ????

Anonymous said...

It is part of our effort to Unionize NCR. It is some of the thing we will try to ask for.

NCR.CE said...

i am not part of the ibew yet but i hope to be one soon and if some one from ibew was to cantact me and whant to help with ncr.ce.contract then i whould love to have them are some one els would like to help but i will be verry carfull about the pepole i let know who i am for my safty they will have to go thew ibew to find me and they have yet to contact me to find me yet i just whant us to get this trane go in high gear

Anonymous said...

Guys, if you want to leave messages, thats great, but at least try to use spell check, or use some punctuation. I am no English major, but some of these messages are unreadable. It makes the writer look uneducated, and therefore, unworthy of more pay. Just my personal thoughts.

Anonymous said...

keep yout personal thoughts to yourself. This is not an english lit class. Its real time stuff. Some typos are understandable..stick with the issues at hand and forget the spelling mistakes..

Anonymous said...

the new feet off the street movement if the body is warm level2 can lead em thru!!

Anonymous said...

I am not attacking anyone personally, but it is hard for some to take seriously a site that has the following:
"If you do not whunt to send me email about thing you whunt posted the post it here"
and
"The purpose of this blog is to find out what we CE's want to get out of are contract" or even "ncr.ce.comtract@....."

I can truly appreciate the intent and effort that went into making the site, but it looks unprofessional, no one will take it seriously.
As far as the contract, this should not be a wish list. We are fighting to maintain a wage and benefit package that is fair to the CE's. Vehicle rental and such are just frills compared to pay cuts, frozen pensions and benefit loss.

Anonymous said...

Amen!!

Anonymous said...

I am just waiting for my card to show up so I can sign it and mail it back in. We need to get this moving

I hate Nutti said...

I talked to Steve, he's a great guy! Call and get your card, we need a union now!

mnypitgarage said...

I have not yet recieved any information, can someone let me know when I can expect to recieve something? We dont want to miss out on anything.

Anonymous said...

To mnypitgarage, Call Steve Smith at 978-392-3690. He's very busy but he will return your call.

NCR.CE said...

if you are in the mid west then your contact is
Josh Bruns
660-466-0333
Joshua_Bruns@ibew.org
he is the rep for the 648 groop
call him
you can allso call
Richard Brockman
816-285-8323
rbrockman@ibewlocaL124.org
with the local 124
in k.c. mo.

Anonymous said...

Who knows where to download XRumer 5.0 Palladium?
Help, please. All recommend this program to effectively advertise on the Internet, this is the best program!

mnypitgarage said...

So I guess this is dead. Can someone please get this advertising crap banned???? I sent in all our cards from this area and heard nothing. YES NOTHING!! What a waste.

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