I read Bill Trotter’s article (“Labor violations charged at EMMC/Union claims policies at hospital unfair, illegal,” BDN, March 18-19) regarding Eastern Maine Medical Center. It is unfortunate that the International Association of Machinists is using EMMC employees and our community to further their agenda and deepen their pockets.

What is a “machinist’s” union doing in a medical facility? Let me tell you. Trying to stir trouble, fabricate un-truths and half-truths, upset and use the hard-working, honest people of the Bangor area. Simply put, they want our money and do not really have one speck of concern for the “working folks.”

The IAM has had allegations of 1,121 violations of Unfair Labor Practices filed since 2000, reported at www.unionfacts.com/unions/unionprofile.cfm?id=107.

The IAM has 416 full-time employees. Their collective compensation equals $39,554,762 a year: 416 people are splitting more than $39.5 million a year of members’ dues, reported at www.unionfacts.com/unions/unionprofile.cfm?id=107.

Anyone doing a minimal amount of research can find out that the IAM is not for us. Look what they are doing for the now bankrupt airlines.

In the article I read, “Jack McKay, president of Greater Bangor Area Central Labor Council, said Friday that EMMC has violated federal labor laws by adopting policies that unfairly penalize employees who miss work because of illness. Hospital policies that restrict what kind of topics employees are allowed to discuss on the job also are illegal, he said.”

These are bold statements suggesting that McKay has proof this is fact. How can he suggest any violation occurred when in the next paragraph he states “it could take weeks for NLRB to investigate the complaint and decide whether it has merit”?

I am confident that EMMC, one of the Bangor area’s largest employers, is well aware of the labor laws. If the complainant did indeed receive a letter of apology from EMMC, this would further demonstrate the willingness of EMMC administration to work with their employees and rectify any errors without costly and unnecessary litigation.

Also, I am confident that if Jeff Allen [a materials specialist from Old Town] went through the proper channels and filed the proper application for the Family and Medical Leave Act, he would not be denied or disciplined if his situation fell under the guidelines of the FMLA. Did Allen file before he was disciplined or after? Both stories seem to be lacking a few important facts. Maybe McKay can enlighten us as to the whole story after his investigation.

As an EMMC employee, I have never been told I cannot discuss union activity in the work place. The only time it has been an issue is when employees speak out against the union. This seems to upset pro-union employees.

Also, I hear and read about allegations, however, no one has presented any proof. Who saw the supervisors throw union propaganda away? Who are the “several” other employees who “have had similar experiences”?

I have had discussions with my co-workers regarding pay and have never been discouraged discussing that matter or any other matter.

Evidence would suggest that EMMC follows the FMLA laws, as I personally know several employees currently out on FMLA.

I see the IAM is going out of their way to find one or two disgruntled employees to use to file frivolous lawsuits to create the illusion that one of the best, most respected intuitions in the Bangor area is doing something wrong.

Phillip Demers is an EMMC hemodialysis technician.