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UPS Union Issues
How does one become more involved with the union?
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<blockquote data-quote="union4life" data-source="post: 876209" data-attributes="member: 35190"><p>. <span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">To be more involved is simple enough. Find out when your Local is having their "general membership meeting". Start attending the meetings on a regular basis and fill the time between meetings reading your contract and supplement. While your at the membership meeting, ask your Secretary Treasurer for a copy of your Local's By-Laws and a copy of the IBT Constitution. </span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">As for the comment of "no breaks", this type of abuse happens for a simple reason. The individuals allow it to happen. Someone has to speak up. Find the supervisor in charge and tell him/her that you are contractually guaranteed a break at (insert time here). For the part-timers in my area the language reads "before the completion of the 3rd hour".</span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">You will have to develop an "image" in your work area. That image ill be perceived in different ways by different groups. Learn your job inside and out. Once you learn the contract language and the company's SWMs, Depth of knowledge, yard control, and on and on....you will become empowered. </span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">Trust me; it is a lot harder for the Management Team to do their job properly than it is for you to follow your job to the letter. Most people just don't want to get involved and really hate it when management focuses on them. I look at it in another light. I believe it makes me a better employee. </span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">I will give you a couple of scenarios that I have gone through in recent days. I noticed a problem with my knee while I was on my route. I followed the rule and reported it immediately. The supervisor said "do you want to go to the doctor?” I said, "The company policy is to get a quick and accurate diagnosis in order to speed healing and get back to work" so "yes, let's go to the doctor". It sounds so simple. However, we have a plenty of guys that work hurt. I ask them why and the answer always comes back the same, "I don't want to hear them" or "they are going to give me a hard time". </span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">Remember, earlier, what I said about knowing your methods and using them? I have no fear of having that attention on me. I do my job right and don't have to worry about the harassment that may come. </span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">I have been reassigned to a part-time preload shift for my TAW assignment. These poor guys need help. I heard one of the part-timers complaining about not getting a break. I asked if it was common and the answer was yes. I asked if the breaks were late or if they simply didn't get one. The response was that it was usually late. So, there I went in search of the supervisor. I wasn't rude. I simply approached him and said are you aware of the contract language regarding breaks?" He looked at his watch and said "ummm...i guess it's break time". Simple. The reason I got that response....simply the "image" the supervisors have of me. I'm not the type employee they are used to dealing with during the pre-load. I took notes while I was working and addressed them with the manager after the shift was complete. The list was long and included supervisors working, supervisors allowing members to work off the clock during break, and supervisors not following the belt lock-out procedures. Tomorrow, I expect to see some improvement. Everyone involved knows I will be following the grievance procedure. I don't expect it to reach that point.</span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">In my work area there is more than just a few that are willing to hold management accountable. We are always trying to get more members active. It's not easy. I commend you for wanting to help your Brothers and Sisters. Use the tools that the Union and the Company give you. </span></span></span></p><p> </p><p><span style="font-size: 12px"><span style="color: #000000"><span style="font-family: 'Calibri'">Sorry for the rant.</span></span></span></p></blockquote><p></p>
[QUOTE="union4life, post: 876209, member: 35190"] . [SIZE=3][COLOR=#000000][FONT=Calibri]To be more involved is simple enough. Find out when your Local is having their "general membership meeting". Start attending the meetings on a regular basis and fill the time between meetings reading your contract and supplement. While your at the membership meeting, ask your Secretary Treasurer for a copy of your Local's By-Laws and a copy of the IBT Constitution. [/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]As for the comment of "no breaks", this type of abuse happens for a simple reason. The individuals allow it to happen. Someone has to speak up. Find the supervisor in charge and tell him/her that you are contractually guaranteed a break at (insert time here). For the part-timers in my area the language reads "before the completion of the 3rd hour".[/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]You will have to develop an "image" in your work area. That image ill be perceived in different ways by different groups. Learn your job inside and out. Once you learn the contract language and the company's SWMs, Depth of knowledge, yard control, and on and on....you will become empowered. [/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]Trust me; it is a lot harder for the Management Team to do their job properly than it is for you to follow your job to the letter. Most people just don't want to get involved and really hate it when management focuses on them. I look at it in another light. I believe it makes me a better employee. [/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]I will give you a couple of scenarios that I have gone through in recent days. I noticed a problem with my knee while I was on my route. I followed the rule and reported it immediately. The supervisor said "do you want to go to the doctor?” I said, "The company policy is to get a quick and accurate diagnosis in order to speed healing and get back to work" so "yes, let's go to the doctor". It sounds so simple. However, we have a plenty of guys that work hurt. I ask them why and the answer always comes back the same, "I don't want to hear them" or "they are going to give me a hard time". [/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]Remember, earlier, what I said about knowing your methods and using them? I have no fear of having that attention on me. I do my job right and don't have to worry about the harassment that may come. [/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]I have been reassigned to a part-time preload shift for my TAW assignment. These poor guys need help. I heard one of the part-timers complaining about not getting a break. I asked if it was common and the answer was yes. I asked if the breaks were late or if they simply didn't get one. The response was that it was usually late. So, there I went in search of the supervisor. I wasn't rude. I simply approached him and said are you aware of the contract language regarding breaks?" He looked at his watch and said "ummm...i guess it's break time". Simple. The reason I got that response....simply the "image" the supervisors have of me. I'm not the type employee they are used to dealing with during the pre-load. I took notes while I was working and addressed them with the manager after the shift was complete. The list was long and included supervisors working, supervisors allowing members to work off the clock during break, and supervisors not following the belt lock-out procedures. Tomorrow, I expect to see some improvement. Everyone involved knows I will be following the grievance procedure. I don't expect it to reach that point.[/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]In my work area there is more than just a few that are willing to hold management accountable. We are always trying to get more members active. It's not easy. I commend you for wanting to help your Brothers and Sisters. Use the tools that the Union and the Company give you. [/FONT][/COLOR][/SIZE] [FONT=Calibri][SIZE=3][COLOR=#000000] [/COLOR][/SIZE][/FONT] [SIZE=3][COLOR=#000000][FONT=Calibri]Sorry for the rant.[/FONT][/COLOR][/SIZE] [/QUOTE]
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