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<blockquote data-quote="dannyboy" data-source="post: 675558" data-attributes="member: 484"><p>i have been in the office cleaning out and stumbled on some documents about unionization.</p><p> </p><p>i dont really want you to respond quickly, but instead to think about it.</p><p> </p><p>i suspect that if we were not currently a group of employees already represented by a union, the stage would be not only set, but overwhelmingly so for a union to organize the workers of today.</p><p> </p><p>let me give you an example of the 6 things a union organizer hates to find</p><p> </p><p><span style="color: red">1 the employee has a reasonable belief that management <strong>is not</strong> taking advantage of them</span></p><p> </p><p><span style="color: red">2 employees have pride in their work</span></p><p> </p><p><span style="color: red">3 up to date progress reports shared with employees by management</span></p><p> </p><p><span style="color: red">4 no serious grievance or complaints of unfair treatment by management</span></p><p> </p><p><span style="color: red">5 no claims of favoritism by management</span></p><p> </p><p><span style="color: red">6 supervisors, managers, and executives who have a good workng relationship with their employees</span></p><p> </p><p>so, as a manager, what have you done to keep the union at bay? </p><p> </p><p>and as such, why is it that you are so quick to judge the union member for filing, when you are still setting the stage in your opperations for union intrusion/representation every day, and then complain when people have had enough and take action?</p><p> </p><p>here is a list of reasons as to why employees usually seek the representation of a union</p><p> </p><p><span style="color: blue">favoritism</span></p><p><span style="color: blue">inequitable pay practices</span></p><p><span style="color: blue">lack of appriciation</span></p><p><span style="color: blue">ignored complaints</span></p><p><span style="color: blue">lack of knowledge as to how their jobs fit in</span></p><p><span style="color: blue">kept in the dark about over all ops</span></p><p><span style="color: blue">unexpected changes</span></p><p><span style="color: blue">pressre tactics</span></p><p><span style="color: blue">lack of training</span></p><p><span style="color: blue">harsh treatment by supervisors</span></p><p><span style="color: blue">lack of adequate equipment or materieals</span></p><p><span style="color: blue">inadequate pay or benefits</span></p><p><span style="color: blue">lack of personal attention</span></p><p><span style="color: blue">unsafe or inadequate working conditions</span></p><p><span style="color: blue">lack of job security</span></p><p><span style="color: blue">lack of advancement oppertunities</span></p><p><span style="color: blue">poorly defined personel policies</span></p><p><span style="color: blue">lack of a credible complaint procedures.</span></p><p> </p><p>hmmmm, maybe ups management needs to look inward a bit. even with the union, a lot of these issues not only remain, but are a constant reminder of what life would be like without the union at ups.</p><p> </p><p>one last thought.</p><p> </p><p>I know there will be one at least that will claim that it has to be this way, because we are already in the union.</p><p> </p><p>i beg to differ. just like a manager that claims to have never violated the contract because he was never caught, i think its time for a mindset change if you actually want a change.</p><p> </p><p>d</p></blockquote><p></p>
[QUOTE="dannyboy, post: 675558, member: 484"] i have been in the office cleaning out and stumbled on some documents about unionization. i dont really want you to respond quickly, but instead to think about it. i suspect that if we were not currently a group of employees already represented by a union, the stage would be not only set, but overwhelmingly so for a union to organize the workers of today. let me give you an example of the 6 things a union organizer hates to find [COLOR=red]1 the employee has a reasonable belief that management [B]is not[/B] taking advantage of them[/COLOR] [COLOR=red][/COLOR] [COLOR=red]2 employees have pride in their work[/COLOR] [COLOR=red][/COLOR] [COLOR=red]3 up to date progress reports shared with employees by management[/COLOR] [COLOR=red][/COLOR] [COLOR=red]4 no serious grievance or complaints of unfair treatment by management[/COLOR] [COLOR=red][/COLOR] [COLOR=red]5 no claims of favoritism by management[/COLOR] [COLOR=red][/COLOR] [COLOR=red]6 supervisors, managers, and executives who have a good workng relationship with their employees[/COLOR] so, as a manager, what have you done to keep the union at bay? and as such, why is it that you are so quick to judge the union member for filing, when you are still setting the stage in your opperations for union intrusion/representation every day, and then complain when people have had enough and take action? here is a list of reasons as to why employees usually seek the representation of a union [COLOR=blue]favoritism[/COLOR] [COLOR=blue]inequitable pay practices[/COLOR] [COLOR=blue]lack of appriciation[/COLOR] [COLOR=blue]ignored complaints[/COLOR] [COLOR=blue]lack of knowledge as to how their jobs fit in[/COLOR] [COLOR=blue]kept in the dark about over all ops[/COLOR] [COLOR=blue]unexpected changes[/COLOR] [COLOR=blue]pressre tactics[/COLOR] [COLOR=blue]lack of training[/COLOR] [COLOR=blue]harsh treatment by supervisors[/COLOR] [COLOR=blue]lack of adequate equipment or materieals[/COLOR] [COLOR=blue]inadequate pay or benefits[/COLOR] [COLOR=blue]lack of personal attention[/COLOR] [COLOR=blue]unsafe or inadequate working conditions[/COLOR] [COLOR=blue]lack of job security[/COLOR] [COLOR=blue]lack of advancement oppertunities[/COLOR] [COLOR=blue]poorly defined personel policies[/COLOR] [COLOR=blue]lack of a credible complaint procedures.[/COLOR] hmmmm, maybe ups management needs to look inward a bit. even with the union, a lot of these issues not only remain, but are a constant reminder of what life would be like without the union at ups. one last thought. I know there will be one at least that will claim that it has to be this way, because we are already in the union. i beg to differ. just like a manager that claims to have never violated the contract because he was never caught, i think its time for a mindset change if you actually want a change. d [/QUOTE]
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