I was just thinking back to when I was in the district in and around operations. I can not recall ever having a copy of the contract or even having read the contract.
Do any of management in operations spend any time reading and understanding the contract?
I was just thinking back to when I was in the district in and around operations. I can not recall ever having a copy of the contract or even having read the contract.
Do any of management in operations spend any time reading and understanding the contract?
It's not unusual for management to think that any valid grieve is a petty inconvenience.
But shouldn't all management people have a copy of the contract? Shouldn't they have to read it?
It is an agreement between the company and the union. I would think that any management person who deals with union employees would want to know what the company has agreed to.
But shouldn't all management people have a copy of the contract? Shouldn't they have to read it?
It is an agreement between the company and the union. I would think that any management person who deals with union employees would want to know what the company has agreed to.
Perhaps not in the grand scope. But how about front line management?It's really not that important in the grand scope of running an operation.
I think it would at least interest a management person who deals with union employees. I would think that a professional would want to know what the company has agreed to.
There you go using that thinking word again. That word is not allowed to be by either side when running an operation like ours.
After reading it through it, the biggest impression that I got was this... "I will not be responsible for anything but service, and even then I shall be granted 9 lives." Talk about accountability huh!
Most of what comes into play is "word of mouth" ... I supervised front-line union employees and there were only 10 or so rules that I had to keep in mind. Of course, that was in Georgia (not Chicago) and pre-1997 - I understand it probably is more important now (more adversarial) and depending on where you are.Perhaps not in the grand scope. But how about front line management?
I think it would at least interest a management person who deals with union employees. I would think that a professional would want to know what the company has agreed to. I would think it directly affects his operation.
Most of what comes into play is "word of mouth" ... I supervised front-line union employees and there were only 10 or so rules that I had to keep in mind. Of course, that was in Georgia (not Chicago) and pre-1997 - I understand it probably is more important now (more adversarial) and depending on where you are.