It's really easy to sit back and say these types of things having never been a steward. I was this way before becoming one. But you learn to play smart. Not everyone who you represent has enough metal to fight back.
It could be that center has a weak local or b.a. it also could be company stewards. There is not enough info here.
Money owed is money owed. This should be filed on regardless of the member or scenario.
But I will say. It sometimes can be challenging to go toe to toe with management for a member who will just fold the second you walk away.
You have to be smart enough to know who you are dealing with and what they can handle. The last thing you want to do is jeopardize a members job.
Know your rights, be willing to fight and I will fight for you.
Altho I am retired and was a steward, it never ceased to amaze me me how many would puff their chest outside the office only to fold and stumble their way back into trouble in the office! That and those who couldn't control their rage and were completely off the mark. Many needed to know when to be quiet for their own good.
Classic example: Manager meets with me and says " Hey I don't want to fire this driver, can you have a talk with him before he digs himself in deeper". I met with the driver, told him he is under their watch and it would be best if he quit doing what he was doing if true. I asked if he was doing what I was told. He told me to friend>>>>>OFF ! You stewards are worthless! This is the same guy who pushed everything to the limit and would fold in the office! Week later, 20 plus years in! Retirement in sight!
He was stealing time. Cardinal offense I told him, they will fire you soon if you don't knock it off RIGHT NOW! Got himself FIRED!
KNOW YOUR RIGHTS! READ BELOW!
If you don't know what Weingarten Rights are? Read below! I gave drivers laminated cards to follow when most importantly you were dragged into a position you weren't ready for and or to heated to deal with management.
During an investigatory interview, the Supreme Court ruled that the following rules apply:
Rule 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.
Rule 2: After the employee makes the request, the employer must choose from among three options:
- grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
- deny the request and end the interview immediately; or
- give the employee a clear choice between having the interview without representation, or ending the interview.
Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an
unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.