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Bribed Union officials?
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<blockquote data-quote="Unbreakable" data-source="post: 323293" data-attributes="member: 14820"><p>Originally Posted by <strong>Unbreakable</strong></p><p><em></em></p><p><em></em></p><p><em><strong><span style="color: red">How should they do their job, and what changes do they make when they learn how to do their job?</span></strong></em></p><p><em></em></p><p><em><strong><span style="color: blue">I think I can answer this question and answer most of your post.</span></strong></em></p><p><em></em></p><p><em><strong><span style="color: #0000ff">The steward should:</span></strong></em></p><p><em><strong><span style="color: blue">Keep a professional relationship. Grandstanding , yelling , screaming makes the steward look like a tough guy in front of his peers but does not accomplish anything. >>>>>>>>>>>..</span></strong></em></p><p></p><p><em><strong><span style="color: black">UNbreakable: I would agree with this. But I can't recall ever seeing one of our stewards even raising his voice with management. On the other hand, some managers and sups in our hub do try to be "tough guys." Two have even made a motion as if they were going to punch an employee, several have threatened employees. It is they who are most often unprofessional. As for myself, I will take it to any level they want, and I think they know that. I think they are schmucks for being "tough guys" with young kids.</span></strong></em></p><p></p><p></p><p><em><strong><span style="color: blue">I've seen a lot of stewards over the years. The ones that spoke quietly won a lot more battles then the ones that threw hissy fits. The good steward will also understand the pschycology of the management person he/she is dealing with. He may have better luck talking to that management person one on one later then with you sitting there.</span></strong></em></p><p></p><p><strong><em><span style="font-family: 'Verdana'"><span style="color: black">Why is that? What changes after an hourly leaves the room? The "understand the psychology of the management person" statement is strange, as well. You actually make your fellow managers look bad. As if they were small children or mentally unstable and one must handle them in a special way. </span></span></em></strong></p><p><em></em></p><p><em><strong><span style="color: #0000ff">Research , learn not only the contract but learn to understand the issues that come up and how to address them. Don't fly off half cocked. Know the answer before you ask the question.</span></strong></em></p><p></p><p><strong><em><span style="font-family: 'Verdana'"><span style="color: black">This is "Law 101." Basic stuff. What examples of issues have you encountered that need to be addressed outside of the contract?</span></span></em></strong></p><p><em></em></p><p><em><strong><span style="color: #0000ff">A good Steward can resolve and diffuse issues before they become major issues. </span></strong></em></p><p></p><p><strong><em><span style="font-family: 'Verdana'"><span style="color: #000000">Once again, basic stuff.</span></span></em></strong></p><p><em></em></p><p><em><strong><span style="color: #0000ff">A good steward also has to represent the interests of the union. If he believes you have a loser for a case then he should be honest and tell you so. It gets expensive chasing a lot of losers through the panel. Thats money that comes out of your pocket in one way or another. Once he gives you that advice its still your decision to follow it. Should you decide to pursue the case then he is obligated to help you do so.</span></strong></em></p><p><em></em></p><p><em><strong><span style="color: #0000ff">A good steward will sometimes have to kick your but and tell you that you are wrong. If you go into a meeting for attendance then the steward will not be the guy responsible for making sure you come to work every day on time. He is doing you a disservice if he does not tell you that. He can try to muddy the waters at best but ultimately he has to put your responsibilities as an employee in your lap. </span></strong></em></p><p></p><p><strong><em><span style="font-family: 'Verdana'"><span style="color: black">Right, but when you go to a hearing over attendance and you have, say, eight in six, and some of your co workers have far, far more infractions and haven't even received a letter, something is wrong. </span></span></em></strong></p><p></p><p><strong><span style="color: red">The rules seem to be rigged to stop that from happening. Management knows it, too. I had a manager tell me, "Hey, the union is a democracy. You can always vote them out." This was said with a smirk.</span></strong></p><p></p><p><span style="color: blue">That management person does not run your union. If you really believe your leadership is screwed up and you have enough co-workers that believe the same then you can make changes. Step up and build a consensus. </span></p><p></p><p><span style="color: black"><strong>We are trying. One of my liberal co workers once said, "We have to impeach Bush, get rid of Hoffa, and get rid of our Local 20 officials." We all agreed it would be easier to get rid of Bush than get rid of Hoffa or our local 20 leaders. </strong></span></p></blockquote><p></p>
[QUOTE="Unbreakable, post: 323293, member: 14820"] Originally Posted by [B]Unbreakable[/B] [I] [B][COLOR=red]How should they do their job, and what changes do they make when they learn how to do their job?[/COLOR][/B] [B][COLOR=blue]I think I can answer this question and answer most of your post.[/COLOR][/B] [B][COLOR=#0000ff]The steward should:[/COLOR] [COLOR=blue]Keep a professional relationship. Grandstanding , yelling , screaming makes the steward look like a tough guy in front of his peers but does not accomplish anything. >>>>>>>>>>>..[/COLOR][/B][/I] [I][B][COLOR=black]UNbreakable: I would agree with this. But I can't recall ever seeing one of our stewards even raising his voice with management. On the other hand, some managers and sups in our hub do try to be "tough guys." Two have even made a motion as if they were going to punch an employee, several have threatened employees. It is they who are most often unprofessional. As for myself, I will take it to any level they want, and I think they know that. I think they are schmucks for being "tough guys" with young kids.[/COLOR][/B][/I] [I][B][COLOR=blue]I've seen a lot of stewards over the years. The ones that spoke quietly won a lot more battles then the ones that threw hissy fits. The good steward will also understand the pschycology of the management person he/she is dealing with. He may have better luck talking to that management person one on one later then with you sitting there.[/COLOR][/B][/I] [B][I][FONT=Verdana][COLOR=black]Why is that? What changes after an hourly leaves the room? The "understand the psychology of the management person" statement is strange, as well. You actually make your fellow managers look bad. As if they were small children or mentally unstable and one must handle them in a special way. [/COLOR][/FONT][/I][/B] [I] [B][COLOR=#0000ff]Research , learn not only the contract but learn to understand the issues that come up and how to address them. Don't fly off half cocked. Know the answer before you ask the question.[/COLOR][/B][/I] [B][I][FONT=Verdana][COLOR=black]This is "Law 101." Basic stuff. What examples of issues have you encountered that need to be addressed outside of the contract?[/COLOR][/FONT][/I][/B] [I] [B][COLOR=#0000ff]A good Steward can resolve and diffuse issues before they become major issues. [/COLOR][/B][/I] [B][I][FONT=Verdana][COLOR=#000000]Once again, basic stuff.[/COLOR][/FONT][/I][/B] [I] [B][COLOR=#0000ff]A good steward also has to represent the interests of the union. If he believes you have a loser for a case then he should be honest and tell you so. It gets expensive chasing a lot of losers through the panel. Thats money that comes out of your pocket in one way or another. Once he gives you that advice its still your decision to follow it. Should you decide to pursue the case then he is obligated to help you do so.[/COLOR][/B] [B][COLOR=#0000ff]A good steward will sometimes have to kick your but and tell you that you are wrong. If you go into a meeting for attendance then the steward will not be the guy responsible for making sure you come to work every day on time. He is doing you a disservice if he does not tell you that. He can try to muddy the waters at best but ultimately he has to put your responsibilities as an employee in your lap. [/COLOR][/B][/I] [B][I][FONT=Verdana][COLOR=black]Right, but when you go to a hearing over attendance and you have, say, eight in six, and some of your co workers have far, far more infractions and haven't even received a letter, something is wrong. [/COLOR][/FONT][/I][/B] [B][COLOR=red]The rules seem to be rigged to stop that from happening. Management knows it, too. I had a manager tell me, "Hey, the union is a democracy. You can always vote them out." This was said with a smirk.[/COLOR][/B] [COLOR=blue]That management person does not run your union. If you really believe your leadership is screwed up and you have enough co-workers that believe the same then you can make changes. Step up and build a consensus. [/COLOR] [COLOR=black][B]We are trying. One of my liberal co workers once said, "We have to impeach Bush, get rid of Hoffa, and get rid of our Local 20 officials." We all agreed it would be easier to get rid of Bush than get rid of Hoffa or our local 20 leaders. [/B][/COLOR] [/QUOTE]
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