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UPS Union Issues
Open Letter to President of Local 767 Wesley ****
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<blockquote data-quote="Island" data-source="post: 995452" data-attributes="member: 42417"><p>I'm in the 767 and I recognize some truths in both arguments being made here. I'm aware of the CHSP letter shenanigans, being a member of CHSP who coincidentally quit not long before the letter was issued. I'll be straight up about it, the co-chairs are all company tools, and the company has this stranglehold on the CHSP which should not exist. A few people have been telling me that in some operations, the union has completely fixed the CHSP but I have yet to see that happening in my building. It's been... quite some time since that letter was issued and we've had a bunch of injuries that the company has been sweeping under the carpet.</p><p></p><p>The last time I walked out of a CHSP meeting, it was with sadness and regret, because I got tired of the company's district CHSP people telling me to do one thing and my local management telling me to not do it, and move cardboard instead - and my steward literally couldn't be bothered to give a flying ****. My operation is finally at a point where the CHSP literally does nothing but have meetings where they talk about how they're doing such a great job and pat themselves on the back. Literally. Sometimes I ask my department's CHSP representative the CSA questions: what are your activities to make the workplace more safe? And they're sort of blank, and then mutter about how they do observations, and new hire training, and how they teach the 8/5 to anyone who has trouble and how they do a bunch of cool activities and publications - but every last statement there is a lie, they do nothing. I know this, I was a wellness champion who was repeatedly given shrugs when I very angrily brought up in meetings that XYZ management personnel told me specifically not to do my job.</p><p></p><p>If the union is really bankrolling enough to pay for that much printing... well, that's the union's privilege until some sort of measure to find alternative communication methods is voted in. I think wasting paper for redundant communication is silly, and I'll happily vote for alternatives, but the CHSP letter is probably something that would have to be on paper. Clearly some committees are less corrupt than others and if yours is fine, then the union will see that when it eventually gets around to examining it. As for my situation - when my hourly co-chair showed the letter to our management and laughed about how ridiculous it was... well, I won't say what kind words I had in mind for him.</p><p></p><p>While I can't fix all of our problems, I can atleast refuse to do what management tells me to do when, for instance, my manager tells me to ignore a pile of bags that are clearly blocking the only ladder at a door where three people are working. If they want to press the issue, they know just how stubborn I can be when I know that the company paperwork clearly says I'm right, so they're in for a good argument. It all starts with the individual. I'd like for the union to print up shirts that quote the company's safety paperwork, specifically lines about how any employee who ignores an obvious safety problem rather than doing something about it is violating their contract, but just like you, Carlos, my individual desires would have to be addressed in a meeting.</p><p></p><p>I have a lot of disagreements with what the union does (and what our stewards should be doing but don't), but I know that my opinion no more important than any other worker. This summer I am making time to get to some meetings, if anything just to find out if I can help if the local ever gets around to fixing my shift's CHSP and stopping the tide of people getting hurt for silly reasons.</p></blockquote><p></p>
[QUOTE="Island, post: 995452, member: 42417"] I'm in the 767 and I recognize some truths in both arguments being made here. I'm aware of the CHSP letter shenanigans, being a member of CHSP who coincidentally quit not long before the letter was issued. I'll be straight up about it, the co-chairs are all company tools, and the company has this stranglehold on the CHSP which should not exist. A few people have been telling me that in some operations, the union has completely fixed the CHSP but I have yet to see that happening in my building. It's been... quite some time since that letter was issued and we've had a bunch of injuries that the company has been sweeping under the carpet. The last time I walked out of a CHSP meeting, it was with sadness and regret, because I got tired of the company's district CHSP people telling me to do one thing and my local management telling me to not do it, and move cardboard instead - and my steward literally couldn't be bothered to give a flying ****. My operation is finally at a point where the CHSP literally does nothing but have meetings where they talk about how they're doing such a great job and pat themselves on the back. Literally. Sometimes I ask my department's CHSP representative the CSA questions: what are your activities to make the workplace more safe? And they're sort of blank, and then mutter about how they do observations, and new hire training, and how they teach the 8/5 to anyone who has trouble and how they do a bunch of cool activities and publications - but every last statement there is a lie, they do nothing. I know this, I was a wellness champion who was repeatedly given shrugs when I very angrily brought up in meetings that XYZ management personnel told me specifically not to do my job. If the union is really bankrolling enough to pay for that much printing... well, that's the union's privilege until some sort of measure to find alternative communication methods is voted in. I think wasting paper for redundant communication is silly, and I'll happily vote for alternatives, but the CHSP letter is probably something that would have to be on paper. Clearly some committees are less corrupt than others and if yours is fine, then the union will see that when it eventually gets around to examining it. As for my situation - when my hourly co-chair showed the letter to our management and laughed about how ridiculous it was... well, I won't say what kind words I had in mind for him. While I can't fix all of our problems, I can atleast refuse to do what management tells me to do when, for instance, my manager tells me to ignore a pile of bags that are clearly blocking the only ladder at a door where three people are working. If they want to press the issue, they know just how stubborn I can be when I know that the company paperwork clearly says I'm right, so they're in for a good argument. It all starts with the individual. I'd like for the union to print up shirts that quote the company's safety paperwork, specifically lines about how any employee who ignores an obvious safety problem rather than doing something about it is violating their contract, but just like you, Carlos, my individual desires would have to be addressed in a meeting. I have a lot of disagreements with what the union does (and what our stewards should be doing but don't), but I know that my opinion no more important than any other worker. This summer I am making time to get to some meetings, if anything just to find out if I can help if the local ever gets around to fixing my shift's CHSP and stopping the tide of people getting hurt for silly reasons. [/QUOTE]
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