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UPS Union Issues
Steps to being a union steward?
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<blockquote data-quote="InsideUPS" data-source="post: 1086352" data-attributes="member: 31414"><p>Once again... you are getting good advice from PiedmontSteward. Congratulations on being one of the few that is willing to actually enforce the contract language that we all pay dues for. </p><p></p><p> Keep in mind that your ability to be an effective steward is only strong as your weakest link(s) (normally the BA and the employee you are representing). This is why I suggest you make contact with your BA (Business Agent). If your Local is fortunate and has a good BA (willing to enforce the contract...has not made "special deals" with management, etc).... you are in luck.. Your job as a steward will be much easier. If however your BA is ineffective and does not seem to support the contract, you are in for some difficult times. Regardless of the BA, you and the grieveant must become "psuedo-lawyers". Document...document..document. Dates, times, etc.. You and the employee you represent must go to the local level hearing prepared. Most new employees are extremely intimidated from filing and even more fearful the moment they are asked to present their case at the local level hearing. However, once YOU show other employees that you are not intimidated....many other employees will follow in your footsteps. The main point to remember.. a grievance is NOT a BAD thing. It is NOT an attempt to cause trouble... it is only a method of clarifying and enforcing the contract language...pure and simple.</p><p> </p><p>In regard to supervisors working, believe me... I have found that most management people do not really want to do physical work... they simply feel forced into it by the people that they report to. I have actually had some supervisors thank me for filing on "supervisors working". When you actually think about, supervisors working is equal to dishonesty. Why? Because production numbers become falsely inflated..... Dishonesty is a dischargeable offense in the contract. I have often wanted to file a grievance on supervisor dishonesty and ask that the supervisor be terminated for "altering" the actual production numbers... Although I know it would never happen, it would be interesting to see the reactions of the supervisors involved. In my mind...it's really a shame that supervisors feel the need to work when the company can hire someone for $8.50/hour with no benefits. Disregarding the contract language...shouldn't a supervisor be supervising? In addition to grievances....there are a number of other ways to address supervisors working which you will learn over time. I'm sure PiedmontSteward and other stewards on this site know what I mean. </p><p> </p><p>Best of luck to you....as more individuals like yourself are needed.</p></blockquote><p></p>
[QUOTE="InsideUPS, post: 1086352, member: 31414"] Once again... you are getting good advice from PiedmontSteward. Congratulations on being one of the few that is willing to actually enforce the contract language that we all pay dues for. Keep in mind that your ability to be an effective steward is only strong as your weakest link(s) (normally the BA and the employee you are representing). This is why I suggest you make contact with your BA (Business Agent). If your Local is fortunate and has a good BA (willing to enforce the contract...has not made "special deals" with management, etc).... you are in luck.. Your job as a steward will be much easier. If however your BA is ineffective and does not seem to support the contract, you are in for some difficult times. Regardless of the BA, you and the grieveant must become "psuedo-lawyers". Document...document..document. Dates, times, etc.. You and the employee you represent must go to the local level hearing prepared. Most new employees are extremely intimidated from filing and even more fearful the moment they are asked to present their case at the local level hearing. However, once YOU show other employees that you are not intimidated....many other employees will follow in your footsteps. The main point to remember.. a grievance is NOT a BAD thing. It is NOT an attempt to cause trouble... it is only a method of clarifying and enforcing the contract language...pure and simple. In regard to supervisors working, believe me... I have found that most management people do not really want to do physical work... they simply feel forced into it by the people that they report to. I have actually had some supervisors thank me for filing on "supervisors working". When you actually think about, supervisors working is equal to dishonesty. Why? Because production numbers become falsely inflated..... Dishonesty is a dischargeable offense in the contract. I have often wanted to file a grievance on supervisor dishonesty and ask that the supervisor be terminated for "altering" the actual production numbers... Although I know it would never happen, it would be interesting to see the reactions of the supervisors involved. In my mind...it's really a shame that supervisors feel the need to work when the company can hire someone for $8.50/hour with no benefits. Disregarding the contract language...shouldn't a supervisor be supervising? In addition to grievances....there are a number of other ways to address supervisors working which you will learn over time. I'm sure PiedmontSteward and other stewards on this site know what I mean. Best of luck to you....as more individuals like yourself are needed. [/QUOTE]
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