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April 30, 2025 • 60 mins
KCAA: The Worker Power Hour on Wed, 30 Apr, 2025
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Episode Transcript

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Speaker 1 (00:05):
Welcome to The Worker Power Hour with Randy Corrigan, a
brand new show about labor and worker issues. The host
of the show is Randy Corrigan, Secretary Treasurer and Principal
Office and leader of Teamsters nineteen thirty two, one of
the largest public sector labor unions on the West Coast,
representing workers in government and non sworn law enforcement personnel.

(00:25):
Randy corgan is a thirty year Teamster who first became
involved in the labor movement by volunteering his time as
an organizer with a Teamsters union at the age of
twenty one. Since then, he's held thousands organized, mobilized, and
achieved bargaining rights. He accomplished this by spending countless hours
with brave men and women all over Southern California in
their living rooms on the picket line to bring workers

(00:47):
towards victory. This is the Worker Power Hour, and now
here's the host of the show, Randy Corrigan.

Speaker 2 (00:54):
Good afternoon, everybody, longtime organizer, first time radio host Randy
Corky with the Worker Power Our Case AA one O
six point five FM, ten fifty am. Good to be
back this week. It's actually I think my fourth week
in a row. And not having to do a rerun.
Last week was a good show. We had Don Rao
on and then we also had the Samarandino Orchestra, Amy

(01:17):
Symphony Orchestra on. I was an interesting, real fun connection
between those two organ first of all, between the supervisor
Don raw and being at one of the events from
last year. And you know that that the Samardino Symphony
Orchestra seems like a really good family event for a

(01:39):
reasonable price, and probably be great to have them on
again in the future. But Don Don did a great job, Frank,
And I know that that's your current supervisor right now.
You you were actually you live up in the mountain
where there was a lot of criticism over how the
last year storm was handled. And you know, what were

(01:59):
your what were your thoughts on how she handled the
discussion last week.

Speaker 3 (02:05):
Yeah, so people in the mountains felt a little bit
forgotten last year when we had the we call it Snowmageddon.
But I thought she did a good job addressing the
issue in that she didn't say it was handled perfectly.
She explained kind of how she had just come into
the that part of the district they'd just rearranged and

(02:25):
bound or something. But the whole switching from a normal
snowplow operation to a scoop and dump where you actually
can't use a plow anymore. There's just not enough room
for the snow. That made it really difficult. But she
she had she explained herself well on what why they
had to prioritize certain things like you know, roads to
utility centers where you know, number one. So a lot
of streets got put you know, in the secondary, in

(02:49):
the secondary, but there was a reason for that. So
I thought she had a good job explaining, you know,
how you know, her thought process and how she how
she wanted her how to deal with strategic It wasn't
it wasn't just a wild cluster.

Speaker 2 (03:04):
It just it was strategic. Yeah, And I thought I
felt that she did a good job of kind of owning,
you know, the situation. It's like, look, we didn't do
things perfectly, and you know, clearly it was an incredibly
difficult situation.

Speaker 3 (03:17):
So because people people are reasonable, you know, like, you know,
we should be reasonable. We haven't had a blizzard like
that since I've been alive. I've lived there my whole life,
you know, I'm twenty seven, and we've never had even
half that much snow before. So it's understandable that there
were some issues. Uh you know what, I like, some
issues with something that we've never experienced. For it was
basically it was almost, you know, a natural disaster. I

(03:38):
don't think it officially have declared that, but you know
there did. Oh did it?

Speaker 2 (03:41):
It did? State State of California did.

Speaker 4 (03:43):
Yeah.

Speaker 2 (03:44):
So you know, she didn't blame anybody exactly. You know
that that really stuck out. She just said, look, this
is what our responsibility was, this is what we did. Uh,
this is what we're doing going forward. And I just
you know, anytime you deal with the situation that's rare
and doesn't come up very often, it is so easy
for everybody to criticize you, and.

Speaker 3 (04:04):
It will be a learning experience or even you know,
the most established supervisor, you know, when it's something new,
you're going to learn stuff.

Speaker 2 (04:13):
And that's correct. Yeah, and you know, ironically, you know,
she comes from the desert area, actually from the Yucca Valley,
you know, twenty nine Palms area, and so you know,
dealing with mountain issues is you know, probably something she
hasn't dealt with much her her life. Obviously that's not
an excuse, and you know, she didn't, she didn't say
any of that. She didn't make excuses, which I appreciated.

Speaker 3 (04:33):
She explained without like making excuses that I appreciated a lot.

Speaker 2 (04:38):
And that's what's made her a good uh it's been.
She's been a good partner for us. And again, you know,
as we pointed out, there's a lot of things we
disagree on, but she's always open to discussion and trying
to find resolution on behalf of our members, and that
is that is very important when you're dealing with, at
least for us, you know, twelve thousand employees members and

(05:00):
from her perspective, you know twenty some thousand as employees
of the county. So yeah, great job. I think she
did good. It was a good combination. It was a
nice combination between her and obviously going to one of
the concerts that happened last year for the Samorandino Symphony
Orchestra organization. And yeah, I thought it was a really

(05:22):
good show. Moving on to the next part of our show,
three Teamster jobs. This is the part where we like
to think of Teamster. I always want to thank Cardos Gonzalez.
He does a really good job of pointing these out
for me and giving me some detail to it too
that sometimes I might overlook. So AARMC, which is Arrowheaded

(05:44):
Regional Medical Center in Coulton, most people don't know that
almost all the jobs there are teamster jobs, and so
most of the staff at AARMC are Teamster's Local nineteen
thirty two members. The person taking your blood, the person
making sure you could breathe there in COVID, all the
respiratory therapists are all teams. So think about that, like
you know, the most important individuals, Like everybody's important in

(06:05):
that field. But it was a respiratory you know, illness,
and those are all teamsters that we're that we're trying to,
you know, keep everybody alive during that process. The person
chicking in checking your baby's ultrasound, all the people in
that department, and you know our members, you know, care
for the community and the health and in sickness, and

(06:26):
you know they're always, you know, trying to just try
to remember to think of teamster and appreciate it, especially
if you in healthcare, like it's a time in year
and your most need, teamsters are taking care of you
there at Arrowhead Regional Medical Center, so think of teamster
and all of you that are listening at Arrowhead Regional,
thank you for the work that you do. The next
one is railroad workers. Most railroad workers are teamsters. As

(06:47):
a matter of fact, we represent over seventy thousand railroad
railroad workers. It's a little tongue twister rail road workers
in the in the US. And you know, think about
all the goods and services, excuse me, all the goods
that are going through the country on a train. And
when next time you look up at a train, those
that deal with the maintenance in ways, the conductors, the

(07:12):
locomotive engineers, most of them are teamsters. So teamsters are
making sure those goods are getting to another part of
the country. A lot of it comes into the port
goes to other parts of the country. And so I'll
think of teamster. Last one again, you might overlook this
one too. It's a great one. The American Red Cross.

(07:33):
Most people that work for the American Red Cross are teamsters.
The phlebottomists, those that take your blood that you're obviously
going to donate it for later. The drivers or teamsters
obviously that drive the vans around and drive the trucks around,
and the clinics, the mobile clinics, and a lot of
the individuals that work for the American Red Cross on

(07:56):
disaster relief for teamsters as well. And so as we
always every show, think a teamster. Next time you see
the Red Cross, they're probably teamsters, and think them. Make
sure that they understand you appreciate them. So I'm gonna
switch over to current news. There's some really interesting stuff
going on in our current news right now. First, Starbucks

(08:17):
actually has come to their census and them and the
baristas union Workers United, have announced an agreement to begin
discussions for collective barry agreements for unionized stores. They're going
to actually try to put together what we call like
a national contract. They're going to try to put together
something that is uniform for a number of the locations.

(08:38):
And so workers at hundreds of locations across the country
at Starbucks have been organizing. And more power to them.
I mean a coffee is what you know, six seven bucks.
They can afford to pay them a little more. I
mean you think about it. You go to in and
Out and I know a lot of people work for
in and Out, and I mean they pay their people
starting out like twenty twenty one Bucks in right, you know,

(09:01):
Starbucks can do better. In and out can do it.
Starbucks can do it, I mean coffee. At the price
that they charge, there's a pretty profit in that, and
quite frankly, I need to be sharing it more with
the workforce and so you know, the broader context of
you know, increasing the you know, union mobilization for this,
for the Starbucks workers is is really really important. It's

(09:26):
it's obviously a brand that everybody's listening to and paying
attention to and kind of following when it comes to
workers in America. So congratulations to those workers. They still
got some work to do because they've got a bargain
a contract across all of those locations, and that'll take
some time. We'll be paying attention to it. Will give
you an update as soon as we can. The next
one is kind of a fun one I want to

(09:48):
talk about. I'm gonna have a little bit of fun
with this one because the majority of Alabama Mercedes workers
want to join UAW in the Southeast and that battle's
heating up. So the reason why I'm pointing this one
out is there's some interesting comments that are made about this.
So a majority of the workers have said that they
want to be organized, they want to be have a

(10:10):
collective barning agreement, and they want to benefit like the
rest of union workers do across the country. And of course,
you know the company is going to say, no, you
don't need to do that. I'll give you a couple
of quotes from them. The thing that stuck out to
me the most in this is part of this article
refers to how the governor, the governor who is is

(10:39):
is k Ivy, Governor k Ivy and states the Alabama
model for economic success is under attack because these workers
are organizing. I don't I'm a little taken back by that.
That's pretty bad when you're governor or you're elected. Officials

(11:01):
are claiming that workers organizing because they're not being treated
correctly by the employer is an attack on an economic model. Well,
interestingly enough, I'm going to talk about right to work
on the back half of this show, and Alabama is
a right to work state, and so yes, there's a

(11:22):
business model that supports right to work. And it's one
of those oxymoron quotes that means the opposite of actually
what it's branded. And so for the governor to say,
you know, the Alabama model for economic success. Well, I
don't know if you know a lot of people that
live in Alabama. I do, and the wages in Alabama

(11:44):
are not very good, the working conditions are not very good,
and economic success in Alabama only seems to work if
you've got a ton of money. Everybody else, the average
worker in Alabama seems to struggle immensely. And one of
those is because of right to work and the right
to work legislation that was passed there in the nineteen fifties.

(12:05):
I'll get into that on the back out of the show.
But for elected officials, senators and governors to come out
and say, hey, workers, is this First of all, it's
between the workers and their company, their employer. What are
you piping your head into this for? And the reason
why is because they want workers to be suppressed. Any

(12:25):
elected official who jumps into a conversation like that is
literally asking for workers to be oppressed. Well, I guess
that makes sense out of the South because of the
history of the South. You know, this guy probably still
has a Confederate flag somewhere buried in his trunk and
recognizing what that means. You know, for those of you
that want to argue that I would love to have
you on my show and have a discussion about that. Anyway,

(12:49):
The point is is that a governor or elected officials
in the business community to come out and say that
this is a sort of an attack. No, this is
workers saying, hey, we have a right under the law
to organize, and how dare you call it an attack
if they're just exercising their rights. Quite frankly, a governor
like that should be recalled or not elected when they're

(13:11):
stomping on someone's actual rights and thinking it's okay to
do that just because it's a union, and unions have
been punching bags in these situations over the years. I
just think it's crazy. The Mercedes Benz spokesman said, you
know that they believe that they have open and direct
communication with our team members and it's the best best
path forward to ensure continued success. Ironically, almost all of

(13:34):
Mercedes Benz in Europe is organized under collective burning agreement,
almost the entire top, top to bottom, everybody in Mercedes
because it's a German based company. We talked about this
very lightly on another show. After World War Two, when
Germany was rebuilt and a lot of Europe was rebuilt.

(13:57):
It was rebuilt with some policy around making sure unions
had a strong foothold to protect the workers as they
were rebuild in the country. Those policies obviously impacted companies
like Mercedes that were based in Germany. And it's just
ironic to hear them say, well, now we go to America.

(14:19):
Now that we go across the Atlantic Pond there, you know,
the Atlantic Ocean, jump over to America. Now it's oh, well,
guess what, we don't think you need a union here yet.
Their entire workforce in Germany, which is where they anchored down,
which is where they got their initial success, which is

(14:39):
where a lot of their technology is. And for anybody
that doesn't know, Mercedes holds more patents when it comes
to vehicles than any other company on the face of
the planet because of their unionized workforce being that good,
their engineers and everybody being that efficient and that good
over the last you know what, seventy eighty years. So

(15:00):
shame on Mercedes Benz, and shame on that governor, and
shame on anybody who kind of gets into this space
will be pulling for these workers. And I'll give you
a report as that ramps up. That's going to continue
to ramp up here here real soon. The last bit
of news I want to report on is teamsters in Iowa,
the union truckers circle the Iowa Capital and protest of

(15:23):
a of more proposed labor legislation. Iowa already has some
of the most restrictive union labor laws in the country.
The hoops you have to jump through in Iowa based
on right to work. Again, this is going to tie
into the back half of the show talking about right
to work and how right to work is this oxymorn

(15:46):
sort of phrase. But Iowa has has some of the
most restrictive laws when it comes to how representation number
one is gained, how it's maintained, and they're trying to
take it a step further and grind down on it
even more local two thirty eight. Jesse Case happens to

(16:06):
be a friend of mine. He's a great guy, very
hard working. A group of workers in Iowa simply because
of the legislative effects that have happened in the last
few years. Specifically, in twenty seventeen, a law was passed
in Iowa that really forced a yearly process for representation,

(16:27):
which is extremely cumbersome, and it's really set out to
try to break up unions and their ability to represent
the workforce in Greater Iowa. But so the new law,
which is I think it's twenty three seventy four a
Senate file twenty three seventy four, it's a proposal, it's

(16:48):
really a union busting proposal, and it's going to create
an undermining effect on public workers collective bargining rights by
allowing employers to desertify unions, by allowing employer lawyers to
decertify the union, by allowing an employer to make that decision.
So not only is that against federal law already so

(17:08):
probably going to be preempted. It's not an employer's decision
whether or not they want to be union. It's the
worker's decision. It's already been it's already been established since
nineteen thirty four that employer doesn't have a right to
have you know, they don't have a right to have
space in that decision. It's between the workers and the employer.

(17:29):
Employer can't say, well you should, you know, we're going
to say no, and we don't care what you do.
It's not your decision. It is a worker's right and
just ironic. So shout out to Jesse. He's got a
great team there. Really really a difficult set of circumstances there,
but it's great to see them all rally around and
really put a lot of pressure on the capitol there

(17:49):
in Iowa. Whatever we can do to help them out,
We're definitely going to be doing the same. As a
matter of fact, one of these times, I'm going to
get Jesse to come out here to California and talk
to our members because the laws are so difficult in Iowa.
Sometimes you want those that have to deal with a
more difficult set of circumstances to come talk to those
of us that have an easier set of circumstance, because

(18:10):
sometimes we take what we have for granted, and I
think it's important for us to pay attention to how
tough it is for others, because guess what, ALEC and
the right to work sort of proponents want that to
spread out across the entire country. Again, I'm going to
talk about it on the back side of the hour,
and so with that, I'm going to switch to the
next part of our show. Or let me remind you

(18:31):
of the work of power. Our CASEAA one oh six
point five FM ten fifty AM calling number is eight
eight eight nine O nine ten fifty. I have a
lot of people to break my chops over not doing
the call in number. They got to look it up
if they want to call. I don't hear y'all calling
right yet. So once you start calling in and flooding
the lines, you know, maybe I'll do it more. Anyway.

(18:52):
Short of that, we have a Teamster Advantage partner on it.
I love the fact that we have in our studio
here almost every single show we have a live person
to talk about their business and one of our teams
to Advantage partners. This is Anthony with Cornerstone Barbecue and
let him talk here in a minute. But just a
quick shout out for our program. We have more than

(19:13):
a thousand small business connected to the Teamster Advantage network.
I actually have James Estrada sitting in here today. He
is one of our shop stewards. He was on our
show a couple months ago. He's our shop steward from Redlands.
He does a great job of promoting small business within
the city of Redlands. And I'm always telling these guys
just throw these teams to advantaged partners at US. We'll

(19:35):
line them up make sure that they get on the shows.
We want them to talk about their small business. We
want to partic partake in those restaurants and businesses and
establishments as much as we can, and we want to
remind people to connect to him as well. With that, Anthony,
tell us about your barbecue, because I think everybody loves barbecue, right.

Speaker 5 (19:57):
Yeah, everybody does love barbecue. So again, my name is Anthony.
I'm the owner of Corners Some Barbecue. We actually have
two locations that have one in Beaumont, California, and then
that was established four years ago and I just recently
opened one in downtown Redlands here three months and a
half ago.

Speaker 4 (20:16):
So it's been going really well.

Speaker 2 (20:19):
You're bringing some barbecue in here live yes, oh my barbicels.

Speaker 5 (20:23):
So definitely couldn't go anywhere or have an interview without barbecue, because.

Speaker 2 (20:29):
How are you not four hundred and fifty pounds.

Speaker 5 (20:32):
I work a lot, yeah, I got it, put in
a lot of hours.

Speaker 4 (20:36):
But we enjoy.

Speaker 5 (20:40):
Building community, you know. I know that for us it's
more than just food. It's about building relationships and are
networking with different individuals in the community. Because when you
shop small, you build the community.

Speaker 2 (20:52):
So tell us about some of your menu, like what
are the Okay, first of all, you got a location
in Beaumont. Where's the other one? The other one in
downtown Redlands, Downtown Redlands. Okay, we're in downtown Redlands.

Speaker 5 (21:03):
So we're on twenty two East Wayne Street, California, nine
two three seven three.

Speaker 2 (21:10):
What's your favorite dish? Yours?

Speaker 5 (21:12):
My favorite dish, which is kind of depends. Definitely brisket
is king.

Speaker 4 (21:18):
I love brisket.

Speaker 5 (21:19):
But the French fries we do, we call them meat
fres just loaded French fries. It's just fries, meat, not
to cheese, sor cream. Definitely might go to eating or
our breakfast burritos.

Speaker 2 (21:31):
We got a lot of Okay, this is a nice
little twist barbecue place. It's got a breakfast burrito.

Speaker 4 (21:36):
Yeah, so it started in Beaumont.

Speaker 5 (21:39):
We we have a lot of blue collar workers that
we're there and they're just always passing through Beaumont going
to work.

Speaker 2 (21:48):
So we're in Beaumont's the location.

Speaker 5 (21:49):
Location in Beaumont is two seven to one East sixth Street,
right off of sixth Street. When the sixty ends and
you're you get to just get a quick bite, stop
in and get on your way. We do breakfast burritos there.
We'd start them from seven am to about ten thirty.
Downtown Renans is a bigger location, so we do breakfast
all day.

Speaker 4 (22:07):
But the pork belly breakfast burrito is phenomenal.

Speaker 5 (22:11):
It's nice. We have cheese, not French fries. Pork belly
bell pepper.

Speaker 4 (22:17):
Is so good.

Speaker 2 (22:20):
I want to order one right now. Yeah.

Speaker 5 (22:24):
Typically the guys will you have on the road and
then they'll eat the lunch.

Speaker 4 (22:28):
That's the way to do it.

Speaker 2 (22:29):
Okay, So tell us about the rest of your menu.
Obviously a typical barbecue as you got something special. How's
your mac and cheese? Do you have mac and cheese?

Speaker 4 (22:35):
Yes, we have mac and cheese.

Speaker 2 (22:36):
We do.

Speaker 5 (22:38):
We do five different It's a five blend cheese that
we use. Everything is made from scratch, Everything is made
in house. Our rubs are barbecue houses. We got the
guys doing everything from start to finish.

Speaker 2 (22:51):
Okay, so tell me about the mac and cheese. Mac
and cheese, throw anything in it like bacon or you
know you could.

Speaker 5 (22:57):
Do I mean you could build the mac and cheese bowl,
which basically mac and cheese and you could put any
of the meats on there. That's like a secret menu
and not a lot of people know about that, but
that's like what the guys typically eat.

Speaker 2 (23:08):
Yeah, that's a mac and cheese can be a meal, right,
especially if it's a like you said, a five cheese
mac and cheese. It good. Dice up a little bit
of onions, maybe some mushrooms, throw it on there and
a little bit of meat. Man, that's a that's a
hefty meal.

Speaker 4 (23:21):
Yeah.

Speaker 5 (23:21):
So we we have a bunch of different smoke meats
we do, like briscape, tried tip ribs, pulled pork chicken,
the pork belly itself. It's a different type of smoke meat.
We actually slowly cook it and then after that we
deep write it so it's very crispy on now so
you make it more healthy, yeah, yeah, when you're going
to a barbecue shop, you know, definitely everything is is

(23:41):
healthy for us. But we it's really good as nice
and tender, very juicy, really good pork.

Speaker 4 (23:48):
But it's one of my favorites.

Speaker 2 (23:50):
So so do you have coast law, Yes, we do,
all right, tell me about the coastline love coast.

Speaker 5 (23:57):
We again, everything is made in house. We it's a
little sweet, not too great.

Speaker 2 (24:03):
I love that it's it's it's sweet with the vinegar.

Speaker 5 (24:05):
It's just a nice blend, you know, because sometimes some
coastaus are like super soggy, where it's is like it
is all all the dress nice and crisp. Is really
good and you can tell you like coastline, right, you
have to like for us like kosauf for me is
like that's the way that I can eat more because
I'll be the beef is so rich. After that you

(24:27):
get a little bit of bite the coast boom back
into the mo.

Speaker 2 (24:30):
Well, especially taking a bit of coastline slapping it right
on top of a sandwich or something like that. So
you have a beef brisket sandwich or pork or whatever.
We do, take a big old clump of that that
coastline slaper. Oh man, it's just yeah, it's really good.

Speaker 5 (24:43):
Like that's uh, we do barbecue sandwiches, so like a
brisky sandwich with some slaw really hits the spot.

Speaker 2 (24:49):
All right, So tell us a good story. Uh, is
there is there some in the bag. I'll be honest
with you, Like if I start eating it right now,
I'm gonna be distracted at the show. I don't know
what to do. I got it sitting in front of you.
I haven't eaten yet today, and I'm like, I want
to tear into this. So tell me, tell me a
good story about you know, running running. First of all,

(25:10):
running a restaurant's tough, right, It's extremely difficult. Now you
got two, and you.

Speaker 5 (25:16):
Know, definitely it's one of the hardest things I've ever done.
You know, I've worked a lot of different things, a
lot of different trades, and running a restaurant is one
of the hardest things.

Speaker 2 (25:26):
You look like an iron worker, man, you got you
got your suspenders on, and.

Speaker 1 (25:30):
We do it all.

Speaker 5 (25:30):
We I mean, when you're a business owner, you gotta
be a plumber, you gotta be a letrician, you gotta
be a welder. You got to do every Yeah, you
gotta have wear every different hat. And for the most part,
you have to be a good leader.

Speaker 2 (25:42):
You know.

Speaker 4 (25:44):
The success that we've had is because of our team. Uh,
the team.

Speaker 5 (25:47):
If if I have my team behind me, I couldn't
be sitting here talking to you. They're the ones that
are actually doing the work, you know, they're they're you know,
day in day out and they do it for us.

Speaker 6 (25:58):
You know.

Speaker 4 (25:58):
Like when we first started, it was just me my wife.
So you know, we I did late night hours.

Speaker 5 (26:03):
I was doing like twenty hour days, you know, and
we we when we started, it was just again it's
a small business, so we had nobody funding us.

Speaker 4 (26:13):
It was just me and my wife.

Speaker 2 (26:14):
You know.

Speaker 5 (26:14):
We put our dream out there and we put everything.
We quit our jobs and we said this is what
we're doing, you know. And then and it was so
hard to get open. So like once, you know, before
even opening day, we had like no money.

Speaker 4 (26:26):
We had like zero.

Speaker 5 (26:27):
I'm like, well we have enough to buy product, and
let's see what happened. So we started and you know,
and we just started stacking days after days after days.

Speaker 4 (26:36):
And you know, meeting awesome people.

Speaker 5 (26:38):
You know, our customers, I believe are my best, you know,
the best asset that we have as a business as well.
You know, like without our customers, without you know, people
supporting small, we wouldn't be here.

Speaker 2 (26:49):
So how did you get connected to the team stir
Advantage network?

Speaker 5 (26:53):
So James, yeah, James, James, Yeah, James came in. James
came in, and it's it's such a blessing, you know,
because to have them come in and be like, hey,
you know what, we got a group of guys that
love to eat. We got people that are here to
support you because you know, again, we've been in Beaumont
for four years and like until we got to downtown
Relants is when I met James, you know, so we've to.

Speaker 2 (27:16):
Come in and you were in Beaumont before, see yeah,
slack late to the game. Man, this guy could have
been connected a way earlier. What's going on?

Speaker 5 (27:27):
You know, it's it's it's so tough, you know because again,
like when as a small business, you don't.

Speaker 4 (27:32):
Know how much marketing you need to do. You don't
know how how much work is.

Speaker 2 (27:36):
How much do we charge you for marketing?

Speaker 4 (27:38):
It's completely free, which is is.

Speaker 5 (27:41):
It's crazy to me to think that anybody wouldn't want
to take the opportunity to come out here, want to
be a part of the team's advantage. Because again for me, yeah,
do we offer a benefit to the teamsers, definitely, but
it's a benefit for them to come and try our food,
you know, So it's it's a win win. That's where
anytime is I'm always looking for how do we do

(28:01):
a win win and it to me, it's amazing that
you guys have have a show or a space for
people to come at and just shout out their business.

Speaker 4 (28:09):
I don't see why you don't gotta like it.

Speaker 2 (28:10):
You can give you twenty bucks from the shows over.

Speaker 4 (28:12):
I mean, can we bought barbecue?

Speaker 5 (28:17):
There was definitely couldn't come at the handed because again,
you guys are providing a lot for us.

Speaker 2 (28:23):
So what's the discount for teams to members?

Speaker 5 (28:25):
So right now we have both stores, you could get
a discount which is a ten percent discount. And again
that's available for any type of meals, any catering, anything that.

Speaker 2 (28:35):
Have We had them do anything at our at our
office yet at our building. Well we gotta, we gotta
got you do catering, right, yes.

Speaker 4 (28:41):
We do catering.

Speaker 7 (28:44):
I want to give you that.

Speaker 2 (28:51):
Put a big they put a big spread out. Yeah,
got it, got it. We gotta limit on how much
you talk because you're so far away from a mic.
Just so that's all right, James, that's all right.

Speaker 4 (29:05):
Yeah, so we do. We did set off.

Speaker 5 (29:06):
We have a reserve section just in case bigger parties
want to come in or good one. Again, I know
that sometimes in downtown Redlands, seating is you know, is
prime real estate, you know, so I know, I've heard
a couple of restaurants are waited like our waight times
and whatnot. So again, we're fairly new Sore, you know.
We got a lot of people with a lot of space,
and we're excited to have you.

Speaker 2 (29:27):
All right, it's great to have you on here. I'd
love to sit and chat somewhere. I got to get
to a break, but Anthony, great job, got a lot
of energy's it can't wait to crack this open and
and and maybe take take a little taste of it.
And then we'll also, you know, actually have them cater
a couple of things at the building for some of
our events and we'll get a pretty good idea on

(29:48):
how it is on a larger scale too, not just
in the restaurant. With that, it's the worker power our
case AA one O six point five FM ten fifty am.
We'll see you on the other side of the break.
Thanks for being here, Anthony.

Speaker 8 (30:13):
It's that time of year again, No, not the holidays.
Medicare open enrollment and if you have questions about Medicare,
you should talk to the local experts. Paul Berridge and Associates.
All of his agents are certified with plans that are
accepted by most of the medical groups in our area.
Call nine oh nine seven nine three oh three eight five.
Their services free and after forty two years of the business,

(30:37):
their agents are trained to help you pick the plan
that's right for you.

Speaker 6 (30:42):
It's time to shop in the cool, relaxed comfort of
the Tricity Shopping Center in Redlands, conveniently located on the
Iten Freeway between the Alabama and Tennessee exits. Bring the
kids to and watch them play in the only indoor
fund center high five indoor playground where parents are welcomed
on the playground. Birthday celebrations are encouraged. So make plans

(31:02):
for some great fun at the mall. More reasons why
the Tri City Center is called the Mall with a Heart.

Speaker 9 (31:10):
For over a century, AM radio has evolved to meet
the needs of our community. More than eighty million listeners
depend on AM radio each month. It's also the backbone
of the emergency alert system, keeping us safe in dangerous times.
A new bill in Congress would ensure this free, reliable
service remains in cars. Text AM to five two eight
eighty six and tell Congress to support the AM radio

(31:32):
for every Vehicle.

Speaker 10 (31:33):
Act message in data rates may a play.

Speaker 11 (31:34):
You may receive up the four messages a month, and
you may text to stop to stop.

Speaker 9 (31:37):
This message furnished by the National Association of Broadcasters.

Speaker 2 (31:41):
Wow, we're back. It's the Worker Power Hour with Randy Cordan.
Caseyaa one to six point five FM, ten fifty AM.
All right, So I got James Estratus next to me.
He's a shop steward with the City of Redlands. You

(32:04):
you work on the on the outgoing water side, correct,
I call that the septic side.

Speaker 11 (32:10):
Right, Well, yes, that's that's a good way to put it.

Speaker 1 (32:12):
Yeah.

Speaker 11 (32:12):
So we it's wastewater, right, it's wastewater, sewer water, So
we deal with everything that's being discharged, whether you know
it's it's a business or or a you know, a residence.
So yeah, and in Redlands, I think we have almost
a little over six million gallons a day, five six
millionallons a day to go through the wastewater system.

Speaker 2 (32:30):
Wow. Yeah, all right. So I'm I'm flying by the
seat of my pants. I figured i'd have James sit in.
I'm going to talk about right to work. And actually, Frank,
I want you to listen in on this because what
I want to do is I want to spend this
last twenty minutes talking about, you know, the term right
to work, give it, a little bit of history on it.

(32:52):
I could probably do an hour and a half on this,
but I'm going to really going to try to dedicate
a good twenty minutes. And if you guys got some
questions as I'm drilling down on kind of explaining some
of this pretty crazy history to right to work, I
think it would help kind of help the explanation for listeners.
So where it's not just me rambling on for twenty minutes,

(33:14):
it's more's a little bit more dialogue is happening, and
so let me just kind of give some of the
basic information first. So, the term right to work is
clearly an oxy moron, kind of like civil war, right, Like,
what is civil about war? I get that civil war
is an internal war where there's a fight over who's
in control, but there's nothing civil about war. War is war,

(33:37):
and that's the phrase. Civil war is an oxy moroon
in itself, as there are lots of phrases, and so
is the term right to work right to work originated
in nineteen forty one. A guy by the name of
William Ruggles was propped up by industrialists and plantation owners

(33:57):
to try to create a divis within working people, and
he courted a guy by the name of Advance Muse,
who ended up being kind of the front person to
go into a number of the segregated states in the
South and get them to pass what they called was
right to work legislation in the nineteen forties, from about

(34:20):
nineteen forty four to about nineteen forty eight. Now, why
this is important is because unions really workers were really
trying to gain a lot of power in the nineteen
thirties and forties because workers were, you know, being killed
at work and there was no protections. There was no laws,
there was no rules on the books, there's no regulatory factors.

Speaker 11 (34:41):
Killed on you're referring to working conditions and so forth right.

Speaker 2 (34:44):
Literally killed them. Yeah, yeah, going to work and you know,
dying on the job because there's no protections, and so
you know, workers you know, dying in minds, assembly lines,
you know, having you know, limbs cut off, and you know,
burning in buildings, being locked in buildings. You know, this
is all well documented. It's not me making this up.
There was no you know, there was very little, if
not any regulatory factors for protections on when it comes

(35:06):
to workers, eight hour work day all that. So nineteen thirties,
the workers started in the twenties, really started to gain
some steam. In the thirties, get into the forties, workers
are moving massively by the millions. Workers are demanding collective bargaining,
demanding union contracts, and millions of workers are mobilizing into
the space and effectively getting their employers to recognize and

(35:28):
get contracts. And so clearly at the time you have industrialists,
you have you know, the super wealthy plantation owners, you know,
because there's still plantations at that time, and massive land
owners who are trying to suppress this sort of kind
of rebellious stage of workers saying, hey, you know, we

(35:49):
want a fair share. So they come up with this
term right to work because it sounds good. And what
does it do really, What it boils down to is
it it allows somebody it's in a right to work
state or a right to work environment, because even in
non right to work states there are some right to
work environments. It allows workers to say I don't want

(36:10):
to pay dues to the union because I'm in a
collective bargaining agreement and I want a free ride. I
want to be a freeloader. And the history, I think
that if everybody understood the actual history to this, they
probably would be very reluctant to even entertain the subject
because the history was started by William Ruggles based on

(36:33):
race and essentially arguing that white people didn't have to
pay dues to be part of a union that allowed blacks.
Absolute fact. Is inflammatory as this may sound, it is
absolutely true. And if you go to A Teams's nineteen
thirty two forward slash RTW which is Right to Work

(36:57):
dot org, you can see a video. I've done a
number of videos on this subject where we talk in
depth about some of these points, so that you know,
trying to educate the general public and educate our members
on the history of this, because think about that. First
of all, most issues of racism are usually born out

(37:17):
of some divide between workers or the classes of workers,
and it's usually some super wealthy person who is trying
to get workers to fight with one another, and they
use usually the differences in race to get them to
fight with each other. And if you can get workers,
if they're white, to fight with black workers, or brown
or any other race to fight with each other, or

(37:39):
men and women to fight with each other, then guess
what the super wealthy win. And that is exactly what
they what right to work was after they were like, look,
you don't have to participate in the union. That allows
for black people to be in their organization is an
absolute fact. So that carries between forty four in forty eight,

(38:01):
nineteen forty four and nineteen forty eight, and a number
of southern states obviously pass this legislation and allow it
to exist. And so clearly this this law, this rule,
which I think is crazy because unions are the only
business in America that's literally forced to do work for free.

(38:23):
Imagine if imagine if you went to a restaurant, the
barbecue restaurant, and all barbecue restaurants people weren't required to
actually pay for services when they get there. I mean,
imagine how many people will come in and just say, yeah, yeah, yeah,
well you know I'm not going to pay, so see you,
and you know, I got my sandwich, and I got
my breakfast burrito, and I got this, and I got
that you know, business wouldn't survive, and so this is

(38:46):
something that unions have to operate and we have to
survive in this space, and it's obviously purposely propped up
by the super wealthy. So let me give a little
bit more history from the forties, fifties and sixties, and
so the ugly truth of right to work is obviously
first based in race and racist you know, principles and

(39:08):
bigotry and fighting desegregation because obviously in the nineteen fifties
and sixties there was a big movement to stop segregation
in the South and stop there was a desegregation movement,
right is to make sure that people didn't have a
separate bathroom, or separate meetings or a separate water faucet.
You know, clearly we look back now and go, this

(39:30):
really happened, and it's a bit puzzling. Yes, this did happen,
and that happened based on based on exploitation of workers.
And obviously there's other racists, there's other issues that drive racism,
but from our perspective, we see the biggest one is
usually about exploiting workers. And you know, why did I
choose this subject today was really because they touched on

(39:52):
it based on Michigan repealing this right to work law,
and it's been the first time that something like that's
how up in a very long time. And it was
shocking that Michigan actually went right to work a decade ago,
because it's a very working class area. But what happened
to Michigan was these corporations removed a bunch of jobs
out of the rust Belt into where the south. The

(40:15):
South said, oh yeah, bring these new jobs. They weren't
new jobs, they were displaced shops that were from the
rust Belt moved into the South. They got new tax breaks,
incentives and all that stuff, and then it was right
to work. And so of course someone in Alabama is
going to say, our business model doesn't allow for this.
So now I think everybody you remember the term, let's say,

(40:36):
Frank and James, you remember the term Jim Crow laws. Correct,
So obviously there was a bunch of Jim Crow laws
that were in place in the forties, fifties, and sixties,
and an organization by the name of the John Birch Society.
Some people still remember the name. Please look it up.
You would be shocked as to who was connected to

(40:57):
the John Birch Society. They that John Birch Society pushed
back against desegregation, wanted to maintain segregation because it was
a super wealthy of the time. And one of the
founders of the John Birch Society was Fred Coach of
the Koch Brothers. Fred Coach, Right, So now you look

(41:18):
at the Koch Brothers now and you see the stuff
that they're in with an organization called ALEC, which is
a l e C. The American Legislative Exchange Council. They're
the new John Birch Society. They're the new proponent for
a right to work. They're the new proponent to re
kind of flame flame the or fan the flames of

(41:40):
this kind of stuff and to get workers fighting amongst
each other. You know, hey, if we're fighting over crumbs,
then guess what they're They're raking in a tremendous amount
of money. So let me let me just give you
some quick statistics and we'll get into some dialogue that
comes with it. Here's what's crazy in the last fifty
years as union density, that's the percentage of workers that

(42:01):
are unionized. In the fifties and sixties, it was thirty
six percent today it's down to about ten percent, so
that's clearly a huge decline. But you also can see
that far less people have a retirement plans. Back then,
almost everybody had a retirement plan. Back then. I just
want to remind you of the work of Power Hour

(42:22):
with Randy Cordon CASEAA one OZ, six point five FM
ten fifty AM got to do these for FCC stuff.
So anyway, you also had a time, you know, back
when union density was high where almost everybody had healthcare,
almost everybody had a retiree medical component of some sort,
and there were things that were just kind of a
staple with work, and if you went somewhere, it wasn't

(42:44):
this contingent workforce like you see now. It was a
workforce that the employer was proud to say, hey, you
come to work for me. You can work your entire
career here, and you can retire at a decent age,
and you can buy a home and support your family.
Clearly those things have shifted. So now what I want
to explain is because of the prominence of right to
work and how union density has fallen, the statistics that

(43:04):
have come with it, so obviously we see less of
those things. I just said, then you also when you
see right to work states, because it's a state a
legislative item, not a federal one. Yet at some point
they have tried to make it federal. And the last
time they tried to do that was twenty seventeen and
again in twenty eighteen. And so if you look at

(43:27):
the states that are right to work versus the states
that are not right to work, you would think, oh, well,
the states that are right to work should be better. Well,
you know what, wages are twenty two percent lower in
right to work states. It's a fact. Those that have
medical benefits is twenty one percent lower in a right
to work state. Here's the most shocking number that just

(43:49):
blows me away. Forty nine percent higher death rate on
the job in a right to work states, which means
that their jobs are less safe. Again why because less
union density, not as many people contributing to the system,
and as a result of laws aren't strong enough to
protect workers. Poverty is much higher in right to work states.

(44:11):
And so they, oh, it's right to work, blah blah
blah blah. So the first state to pass public employee
rights to bargain was Wisconsin. Ironically, it was the first
state to repeal it in twenty eleven. So in twenty
eleven they repeal it. The right to work ALEC. This
whole organization gets out there and they turn their machine

(44:33):
on and they say, you know what, we're only going
to do public employees. They're taking a much money out
of the system and all the BS villainization that goes
on of it, and we're not going to touch firefighters,
and we're not going to touch police, and we're not
going to touch this group in that group. But they did.
They divided everybody and then as soon as that passed,
if you look ten years later, you look at how

(44:54):
much less all those positions pay. They then went after
all the other positions and then pulled away bargaining for
all of those other ones. And what did they do
with the money? They actually give them money and tax
breaks for companies like Fox Con that that got billions
of dollars in infrastructure breaks and tax breaks, but didn't
produce any of the jobs they said they were going
to produce. So why would they do this? Obviously this

(45:17):
is a money grap corporate America, whether it's industrialists or
corporations or you know these super crazy you know rich
CEOs now that that you know, like doctor evil ish
type situations where they control the world, You know, why
would they do it? So the same amount of money
is kind of circulating through the economy. Yeah, exactly, doctor evil.

(45:39):
That same same amount of money is uh circulating through
the economy. But corporate profits are higher than they've ever
been over the last forty years. Why because they're no
longer paying for these retirement plans, no longer paying for
health care like they did by percentage or at the
same level in which they did before. They're not providing
retiree medical, they're not providing wage is at the level

(46:00):
in which we're comparable to the same timeframe. And so
where did the money go in their pockets? And that
is why there's so much more money at the top,
at the top of it, and they've essentially wiped out
retirement plans. Oh, everybody's got a four one K. That's
not a retirement plan, that's a savings plan. Yeah, four
one ks are good, But the originators of the four
to one K code are actually very disappointed that in

(46:25):
all these years, it was never intended to be a
replacement of retirement retirement vehicle. It was supposed to be
a supplement. It was supposed to be an ad and
so they actually came out about five years ago, the
original authors of the four to one K code and said,
we are extremely disappointed. It was actually, I think with
General Electric that they first propped it up and used
it as a basis to start, and it was never

(46:46):
intended to replace the retirement system. And so the last
thing I'll touch on before we just have kind of
open dialogue, and you guys asked some questions, is the
retiree medical portion like villainizing everybody asking too much to
have retirement. Okay, if I work for a company and
I work in a warehouse and I do this really
tough job, or I'm a driver, or I'm a production
facility or whatever it is, any job, and I go

(47:08):
to work from when I'm twenty and I work forty years,
literally forty years of my life, and I have beat
up my body, I have physically beat down this situation
over and over again. You're telling me I'm gonna make
it to seventy. No, I'm not physically gonna make it
to seventy. So why wouldn't there be what we call
retiree medical why wouldn't there be something that creates a

(47:31):
gap between that time and I get to medicare. If
the job I've performed the last forty plus years has
actually beat me down physically to a level I can't
continue to do it anymore. Someone say oh, you need
to move on and do something else. You know, all
those jobs are necessary. You don't just say oh, let's
just move on. No, what happened to either making it

(47:52):
more safe and or creating vehicles where people can can
retire at a relatively decent age and joy a certain
time of their life without being physically debilitated. So with
that clearly right to work in the oxymoron that it creates.
That's just a brief kind of history of the disgusting

(48:12):
nature of it. And as a matter of fact, Frank,
I was looking at you when I brought it up,
and you were just kind of like, oh my god,
I can't believe that's where it originated from. In other words,
like you don't have to participate in an organization that
has black people in it, so don't pay your dues.
That is literally where this started. Incredibly disgusting. What are

(48:36):
your thoughts?

Speaker 3 (48:38):
Yeah, we still have some deep rooted issues that go
way back in our in our country, and this appears
to be one of them that started, you know, from
a bad pass. And it's still not a good thing.

Speaker 4 (48:53):
But I think the idea that.

Speaker 3 (48:56):
Of being so I'm gathering here that the whole right
to work thing is that you don't have to.

Speaker 2 (49:01):
Like pay to be in a union, like correct, you
can freeload.

Speaker 3 (49:03):
So it's trying to like, you don't want to spend
a twenty dollars bill to make way more than twenty
dollars and be safer and you know, over the course
of your career, it seems interesting to me that you know,
you know, oh, you know, it sounds it sounds good
to say, oh, you shouldn't have to pay to be
in the union if you don't want to be in

(49:25):
the union or whatever. But if you actually do research
on what unions do for you, it's well worth it.

Speaker 2 (49:32):
Yeah, it's pennies on the dollar, exactly. It's a small percentage,
especially when you think of if you look at non
union versus union, and the percentages are between eighteen to
twenty five percent difference in wages just on that alone.
Healthcare is even even even wider sort of banned because
the difference between union healthcare and workers that are represented

(49:53):
by a union in their healthcare is immensely difference different
than those that are non union. So oh yeah, I
don't have to pay fifty or seventy or eighty bucks
a month like the exchange to be losing twenty two percent.
That is exactly what corporate America wants you to do,
right They They want you to fall into that trap
and say, yeah, sure, you know, I should get this,

(50:15):
I shouldn't have to pay for this, and then guess
who has control now? James, what do you think?

Speaker 11 (50:20):
Yeah, well, you know, I think you you said it
best as you were describing everything. You said it a
couple of times. It legitimately is the ugly truth about
right to work, and it is a very ugly history,
and I think.

Speaker 2 (50:34):
Unfortunately, do you know that it was it was based
in that.

Speaker 11 (50:36):
No that I know about right to work, but I
didn't I didn't know the you know, the foundation on
which it was built on.

Speaker 2 (50:42):
And it's horrible, mean, who crazed? I almost want to
tell everybody that tries to not pay their dues or
that supports us right to work stuff like do you
know how racist that this literally originated from a complete
racist agenda.

Speaker 11 (51:00):
It could be a racist business model. Perhaps that's still existing.

Speaker 2 (51:04):
Well, I guess why the guy in Alabama thought that
it was an attack on their business model.

Speaker 5 (51:08):
Law.

Speaker 11 (51:08):
Wow, that's something else. So what conversations do do people
like should people like me be having with other you know, workers,
I'm fortunate, I'm in the Teamsters, I'm you know, proud
of my union. What about other people who are seeing
a different side of this? You know, what are your
thoughts on.

Speaker 2 (51:26):
I don't know, you know, the question I like to
ask is on the sides? What side do you want?
You know, are you on the side of Vance Muse
or you on the side of Martin Luther King. It's
that simple.

Speaker 11 (51:38):
That's a good way to put it.

Speaker 2 (51:39):
That's how our video puts it right. I actually at
the very end of the video, if you go on
our website and take a look at it, and you
should do that anybody's listening. Go on Teamsters nineteen thirty two.
You can go to about page and go to videos
and pull it up, or you can just type in
Teamsters nineteen thirty two, slash right at rtw and there

(52:00):
it is. On the screen there and and and actually
look at that. At the very end, I asked the question.
I actually have a picture of Martin Luther King on
the video and basically say, what side are you on?
Right there? Go back up if you scroll up right there?
That is it the truth of right to work? That
that right there? Like it's like, it's that simple. It

(52:21):
is sides. Am I on the side of what Martin
Luther King fought for? Or am I on the side
of what somebody like Vance Muse or William Ruggles tried
to create? And then others want to exploit that like oh, okay, well, okay,
I'm not a racist, but now I just don't want
to pay dues because I don't like your political stance. Okay, Well,

(52:43):
do you like the political stance of your bank? Do
you like the political stance of your mortgage company? Do
you like the political stance of the person that you're
renting from? Your phone contracts? You're like, yeah, do you
like the political stance of your phone contract? Right? Like?
You still you know, you still have to have these services,
You still have to have these things that functions. It's

(53:03):
like me saying, oh, I don't like the I don't
like my city, and so I'm not going to pay
my water bill anymore. I don't want to pay my
water bill, but you still got to give me the water,
like you know, or I don't. I don't like my city,
I don't. I don't want to pay my taxes anymore.
I don't like the president, so I don't want to
pay my taxes anymore. Like your the economy would literally
fall apart, and so unions. This is what we've been
dealing with, literally, you know, for for for seventy years,

(53:26):
and we've got like three two and a half minutes.
So yeah, no, it's shocking.

Speaker 11 (53:32):
It's it's shocking. But knowing the history, you know, I'm meant,
I just can't believe it still exists to this day.

Speaker 6 (53:37):
You know.

Speaker 11 (53:37):
It's just unbelievable.

Speaker 2 (53:38):
And you know, how did it just get destroyed? Right?
Just shut down and everybody realized what it really is? Yes,
corporate America, Wow, corporate America just carrying the message. Frank,
do you want to add anything to this?

Speaker 3 (53:51):
I think people, if you need an example of how money,
people with a lot of money can be powerful. This
is about how many people voted against their best entry
because of something someone with a lot of money told them, Wow,
you know, oh you don't deserve to make more. It's
like no one's saying a CEO can't be rich, but
we we you know, people deserve to make a.

Speaker 2 (54:11):
Fair amount for what they do. And you know what's
crazy is every every elected official. I know we got
to wrap the show.

Speaker 6 (54:17):
Up, but ten fifty AM. Don't forget that number. And
for you young people who got here by accidentally fat fingering
your FM band selector, we're an AM radio station and
AM refers to more than just the time of day.

Speaker 10 (54:35):
There's never been a better time for men to be
whoever they want to be. Yet it's never been less
clear who men really are. Guys Guy Radio, starring author
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Whether it's relationships, sex, wellness, or spirituality, join Robert as

(54:56):
he interviews the experts about how men and women can
and be it their best. Guys Guy Radio, Better Men,
Better World.

Speaker 2 (55:05):
Hey, this is Gary Garber.

Speaker 7 (55:07):
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Speaker 8 (57:08):
NBC News on ACAA Lomela sponsored by Teamsters Local nineteen
thirty two, Protecting the Future of Working Families Teamsters nineteen
thirty two, dot.

Speaker 12 (57:18):
Org, NBC News Radio. I'm Brian Schuck. President Trump is
touting his first one hundred days in office at a
rally in Michigan.

Speaker 1 (57:32):
In one hundred.

Speaker 13 (57:33):
Days, we have delivered the most profound change in Washington
and nearly one hundred years. I read a editorial today
that this is the most consequential presidency in history.

Speaker 2 (57:44):
How about that?

Speaker 12 (57:45):
Speaking at Macomb Community College in Warren, north of Detroit,
Trump claimed that the Democratic Party has gone totally crazy
and have totally lost their confidence. While drawing chance from
the Michigan crowd supporting a third term president. Trump says
he believes Russian President Vladimir Putin wants peace. In an

(58:06):
interview with ABC News, Trump was asked if he felt
Putin wanted to resolve things peacefully, even as missiles still
hit in Ukraine, to which Trump said his dream was
to take over the whole country, something Trump will not allow.
A severe storm outbreak is threatening millions from Texas up
to New York. The same system brought severe weather on

(58:28):
Sunday and yesterday to the central US. About three and
ten Americans are expecting their household finances to improve in
twenty twenty six.

Speaker 14 (58:37):
A pull from the economist YUGA found thirty percent of
Americans expect their household finances will be better in April
of twenty twenty six, marking the lowest shares since October
of last year. Twenty eight percent of respondents said they
think they'll be just about the same, while another twenty
nine percent predicted that they would be worse off, and
around thirteen percent were unsure. The survey also showed that

(58:57):
forty one percent of respondents approved fifty one percent disapproved
of Trump's handling of the economy and jobs findings come
as President Trump's handling of the economy remains in the negatives,
despite an uptick after he temporarily paused many of his
tariff plans. Finally seteeler.

Speaker 12 (59:12):
The number of job openings fell to a six month
low in March. You're listening to the latest from NBC
News Radio.

Speaker 15 (59:21):
Located in the heart of San Bernardino, California, the Teamsters
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(59:45):
to enroll today. That's nineteen thirty two Trainingcenter dot org.

Speaker 6 (59:54):
CASEAA is your CNBC News affiliate where the station that
gets down to business.

Speaker 2 (01:00:04):
It's time for a Rick Smith show. Mm hmm.
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