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UPS Union Issues
Integrity & credibility as a steward.
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<blockquote data-quote="PiedmontSteward" data-source="post: 2337381" data-attributes="member: 42270"><p>Always back the member but I'll also tell someone "how it is" and other things they probably don't want to hear. If something is a "problem" rather than a contract violation, I usually try to mediate it just for the sake of keeping both sides happy. </p><p></p><p>If the member is completely out of line, I'll pull them out of the office and explain how reality works one on one and never in front of management. If you really push an issue with absolutely no contractual basis for the sake of keeping the member happy (for example, letting a part timer pick a specific work station/load within a classification by seniority which basically doesn't exist in any supplement), you'll lose credibility with management the first time they fact check you with a phone call to labor and find out you were bull<img src="/community/styles/default/xenforo/smilies/group1/censored2.gif" class="smilie" loading="lazy" alt=":censored2:" title="Censored2 :censored2:" data-shortname=":censored2:" />ting. </p><p></p><p>I've ranged anywhere from filing 15+ grievances a week on some managers to one or two over a 12-month period (not counting rebuttal to discipline). It depends on who I'm working with and how much of the "give and take" aspect of the process they're willing to follow; at the end of the day, it's always better to solve issues without using the grievance process if possible.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 2337381, member: 42270"] Always back the member but I'll also tell someone "how it is" and other things they probably don't want to hear. If something is a "problem" rather than a contract violation, I usually try to mediate it just for the sake of keeping both sides happy. If the member is completely out of line, I'll pull them out of the office and explain how reality works one on one and never in front of management. If you really push an issue with absolutely no contractual basis for the sake of keeping the member happy (for example, letting a part timer pick a specific work station/load within a classification by seniority which basically doesn't exist in any supplement), you'll lose credibility with management the first time they fact check you with a phone call to labor and find out you were bull:censored:ting. I've ranged anywhere from filing 15+ grievances a week on some managers to one or two over a 12-month period (not counting rebuttal to discipline). It depends on who I'm working with and how much of the "give and take" aspect of the process they're willing to follow; at the end of the day, it's always better to solve issues without using the grievance process if possible. [/QUOTE]
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