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Latest Flavor of the Month: Send Agains
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<blockquote data-quote="RustyPMcG" data-source="post: 767749" data-attributes="member: 30339"><p>I think you're viewing what a union is and does differently that how I am.</p><p> </p><p>I'm not talking about how a union represents an individual when they have a grievence. That's certainly an important thing that they do, but it's not the most important thing a union does. </p><p> </p><p>The most important thing that a union does is collective bargaining. They negotiate wages, benefits and <strong>working conditions</strong>. So while you can be hassled daily about how you're not hitting the flavor of the month metric, they can't just declare that everyone who hasn't met the metric will be out of a job if they don't start meeting the metric within the next two weeks. That's the kind of thing that can, and <em>does</em> happen at non-union employers.</p><p> </p><p>In the call center, we would occasionally get ordered from the top to write-up everyone who was more than a certain percentage on the bad side of a particular metric. The write-up would include a "performance plan" stating they'd have to reach certain points by certain dates. If they missed any of these new benchmarks, and/or failed to get their numbers in compliance, they would be terminated. And there were no appeals to that. </p><p> </p><p>And we're not talking about people who deserved to lose their jobs. I had two employees on my team that I depended on to bring our quality customer service metrics up who I would have to find ways to artificially raise their average handle time metrics whenever these orders would come down from above. </p><p> </p><p>If there had been a union involved, I might have still had to write them up. I miight have still been required to show to my boss that I've been concerned enough to talk to them daily, and stress how important the number is to them. But in a union environment, I wouldn't be able to fire them just for not hitting those numbers, and if I tried, they'd have appeal rights. </p><p> </p><p>I don't think you really understand how easily it is to fire someone just because some computer spits out a report that makes them look bad when there's no union involved. The latest flavor of the month isn't just an annoyance in a non-union environment. The flavor of the month can drastically change the way you have to do your job if you want to keep your job. </p><p> </p><p>Your whole defense of good intentions only works because you're in a union environment. Good intentions might help if you work for a small business where the owner(s) are involved in the business, and can appreciate your good intentions. But if you're at a company with more than a few hundred workers, and they're managing by numbers, your good intentions won't save your job if there's no union involved.</p></blockquote><p></p>
[QUOTE="RustyPMcG, post: 767749, member: 30339"] I think you're viewing what a union is and does differently that how I am. I'm not talking about how a union represents an individual when they have a grievence. That's certainly an important thing that they do, but it's not the most important thing a union does. The most important thing that a union does is collective bargaining. They negotiate wages, benefits and [B]working conditions[/B]. So while you can be hassled daily about how you're not hitting the flavor of the month metric, they can't just declare that everyone who hasn't met the metric will be out of a job if they don't start meeting the metric within the next two weeks. That's the kind of thing that can, and [I]does[/I] happen at non-union employers. In the call center, we would occasionally get ordered from the top to write-up everyone who was more than a certain percentage on the bad side of a particular metric. The write-up would include a "performance plan" stating they'd have to reach certain points by certain dates. If they missed any of these new benchmarks, and/or failed to get their numbers in compliance, they would be terminated. And there were no appeals to that. And we're not talking about people who deserved to lose their jobs. I had two employees on my team that I depended on to bring our quality customer service metrics up who I would have to find ways to artificially raise their average handle time metrics whenever these orders would come down from above. If there had been a union involved, I might have still had to write them up. I miight have still been required to show to my boss that I've been concerned enough to talk to them daily, and stress how important the number is to them. But in a union environment, I wouldn't be able to fire them just for not hitting those numbers, and if I tried, they'd have appeal rights. I don't think you really understand how easily it is to fire someone just because some computer spits out a report that makes them look bad when there's no union involved. The latest flavor of the month isn't just an annoyance in a non-union environment. The flavor of the month can drastically change the way you have to do your job if you want to keep your job. Your whole defense of good intentions only works because you're in a union environment. Good intentions might help if you work for a small business where the owner(s) are involved in the business, and can appreciate your good intentions. But if you're at a company with more than a few hundred workers, and they're managing by numbers, your good intentions won't save your job if there's no union involved. [/QUOTE]
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