"Frank Boettcher" wrote in message
news
On Wed, 6 Dec 2006 16:54:03 -0800, "Capt. JG"
wrote:

"Frank Boettcher" wrote in message
. ..
On Wed, 6 Dec 2006 14:16:05 -0800, "Capt. JG"
wrote:

"Frank Boettcher" wrote in message
m...
On Wed, 6 Dec 2006 10:29:56 -0800, "Capt. JG"
wrote:

"Frank Boettcher" wrote in message
news:flldn2lbfsnk32pqoha1e8f5b2097bqpps@4ax. com...
On Tue, 5 Dec 2006 21:15:11 -0800, "Capt. JG"

wrote:

That's a tougher question. I was part of union, and I was required
to
join
for a summer job. There were dues, but the benefits and the pay were
pretty
good, considering I was in high school and had minimal experience. I
had
an
accident at work while driving a forklift... damaged a lot of
expensive
equipment through no fault of my own except inexperience. If I had
not
been
a member of the union, I would have been fired for sure. I was
slightly
injured and had to take off a couple of weeks. The salaried
supervisor
asked
me one time what happened. The union steward was present, and he
stopped
him
when he started to get mean (I'm sure his job was on the line). I
was
given
an opportunity to make a statement, and briefly mentioned my lack of
experience. When I returned to work, the supervisor found someone to
train
me, so that it wouldn't happen again.

In another situation, I was a staff employee in a union shop
(defense
contractor). The union was pretty strict about members not doing
anything
beyond their job description, but tended to look the other way if
you
had
a
good relationship with the employee/staff member. We had a situation
of
another supervisor telling his subordinates (me included) that we
shouldn't
fraternize with union people... exchange pleasantries and the
like...
I
think he was on a power trip. When this became obvious to a union
member,
he
basically walked off the job along with the other members in the
shop
until
the "rule" was rescinded.

Very difficult to believe, Jon. Considered a wildcat strike, an
unfair labor practice, and no Union that I know of would allow that
to happen. Could be held liable for any damages to the company over
the issue. If there is nothing written in the contract about the
right to fraternize then you cannot "strike" over any aspect of the
issue. If there is something in the contract about it, you would
have
to go through the grievance procedure.

Frank


It lasted about 1/2 hour. Everyone was satisfied with the result.
Can't
help
it if you have difficulty believing it.


Management was satisfied to accept the cost of a half hour disruption
and shutdown of their operation with an illegal wildcat strike? No I
don't believe that.

Management should have filed an unfair labor practice complaint with
the NLRB, and if they did not, it is very difficult to believe. The
Union cannot endorse a "strike" over any issue, grievable or not,
that is why there is a contract.

Frank


Why do I care what you believe again?

I have no idea.

I think you do. :-)


You don't know much about
management/employee relations do you.

Quite a bit.

Frank

You haven't demonstrated that...


Not taking that bait, Jon. But I'll ask a question of you since you
have passed judgement without any facts. How many organizations have
you managed? How many of them were organized. How many in right to
work states? How many union contracts have you negotiated? How many
grievance meetings have you attended. How many labor/management
meetings have you conducted.

I'm still waiting for your experiences that qualify you to make sound
judgements about the difference in effectiveness between very large
organizations and small organizations. What's it been two years?

Frank


Frank, you're the one who's passed judgement.. you said you didn't believe
me. I said that you haven't demonstrated knowledge that you know much about
employee relations.

Are you claiming that every time there's a minor violation, management (or
the union) should escalate to legal action?

--
"j" ganz @@
www.sailnow.com