It's one thing if it's frowned upon in your local because it addresses the issues, especially safety issues, quickly. It's another thing entirely to frown upon bypassing the grievance procedure because members know that the safety issue will not be resolved in a timely manner. To the leadership of such locals, I say that if they actually dealt with the issues in a timely manner the membership wouldn't feel the need to bypass the grievance procedure, so tough, it reflects poorly on your leadership. Get your act together.This is frowned upon in our local. However, if there are real safety concerns to address, which the grievance procedure will take one month or one year and not help anyone immediately (which is the most important factor), it's usually going to be best to bypass the drawn out grievance procedure.
OSHA has never asked if any other remedy was sought.Ever hear the question "why wasn't a grievance filed" on this issue? I have...five minutes before the Labor Board dismissed the case.
In my local stewards that don't follow the contractual procedure aren't stewards for long.
Whatever the excuse, a steward that doesn't follow contractual procedures, isn't properly representing their members.The voice of experience.
A very sad commentary of what is truth for many.
As usual, you have no conception of the number of successful grievance resolutions that occur every day. Especially in your own local.Because it's futile.
My local encourages stewards to participate on safety committees to keep company sucks at bay. Concerns that don't get addressed properly, get grieved. We have had many successful outcomes, including settlements now part of the NMA.How many safety issues have been resolved without reducing issues to writing?
In spite of the local.
We have an iron clad, time tested reason for not leaving the fate of worker's safety in the local's hands.Whatever the excuse, a steward that doesn't follow contractual procedures, isn't properly representing their members.
As usual, you have no conception of the number of successful grievance resolutions that occur every day. Especially in your own local.
I agree.My local encourages stewards to participate on safety committees to keep company sucks at bay. Concerns that don't get addressed properly, get grieved. We have had many successful outcomes, including settlements now part of the NMA.
BTW, when our stewards are participating on safety mtgs/functions, laid off employees are working.
OSHA has never asked if any other remedy was sought.
They do their investigation and then react to the findings.
How many safety issues have been resolved without reducing issues to writing?
Having been on the safety committee and observing the whole deal for years it is easy to observe the company uses a set plan to control the itinerary from the beginning to the end of the meeting this setting up a mind set that it is their meeting.
In a 30 minute meeting the company should have their 15 minute plan and the bargaining unit should control the other 15 minutes with their itinerary...on paper.
But wouldn't that make the Company mad and compromise the " quid pro quo" relationship they worked so hard to foster....by not working in the first place???That's an easy fix.
The Local Union has a right to petition for removal of the safety committee.
"In the event that a Local Union desires to cease participation in the safety committees, prior approval must be authorized by the Union Co-Chair of the Teamsters United Parcel Service National Negotiating Committee who shall also inform the Employer’s President of Labor Relations of the request."
We aren't "half cocked".A Steward or an employee, is much better off following the grievance procedure
and building a case that way.... before going off "half cocked" and just bypassing
the contractual opportunity's to rectify a situation. It will always work better
by trying to change the company's behavior (see what I did there ?) and
demonstrate a rational persons attempt to address a situation.
I dislike when people say things like "I don't want to put a target on my back"
as an excuse not to stand up for themselves. But, play Jonny cowboy....
and most will shoot themselves in the foot.
I think that's taken out of context of what I was saying.
My question was in response to @Superteeth2478 statement of encouraging
people to forgo the grievance procedure and go straight to OSHA.
We aren't "half cocked".
We aren't "cowboys".
We are "rational people".
No stewards here are afraid.
We get crap fixed while the local sleeps...with the company.
Think I'm BSing you?
I'm not offended at your remarks. OSHA has assesed fines and fixed our egress issues.
Ive seen there's an outstanding fine for over $20,000 for other issues deemed violations and it was a catalist for another huge fine assessed recently to another facility that couldn't get traction with their (horrendous) egress issues thru the normal exhaustive channels.
OSHA came in to fix our issues and even though grievances were filed they never asked about the labor side of it.
But guess what we've learned? The company does not make significant changes without having to pay for their violations.
The grievance proceedure is the formal way to address the situation but here, it is useless. Will the company agree to pay the grievant for egress violations under Art 18?
Is that a "half cocked" thought?
It's like walking home from school and having the neighbor kid beat up on you every day. You or your parents contact the parent of the punk and nothing changes. So finally, after asking for help the legal way and getting none you get tired of it and the next day when he starts in again you drop your book bag and beat the tar out of the punk until he cant get up. Problem solved.
Get my point?
Nothing personal. Just facts.
And we couldn't care less who doubts it because we have learned to survive and fight on our own in this joke local.
Targets? We are all targets. So what's new and some have been targets by their own "representation ".
This is a valid point as I've witnessed that exact behavior, however a properly selected and educated union co-chair shuts that down. That's where we differ (through no fault of yours) as our local educates the safety committee members to control the agenda and the meeting.Having been on the safety committee and observing the whole deal for years it is easy to observe the company uses a set plan to control the itinerary from the beginning to the end of the meeting this setting up a mind set that it is their meeting.