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Chilling the Rancor: Suggestions for Federal Union Officials Likely to Produce Positive Results in Labor Relations
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both ways
Dept. of Labor
Fri Oct 10, 2008 8:30 AM
Post Reply
If all of what you listed is true then it all should apply to management and their reps. Term limits for managers is an excellent idea. Union reps have to be elected every 2, 3 or 4 years. I wonder how many labor relations officers and managers could keep their job on that basis.
Rancor is is a two way street and generally is escalated as time goes on, it takes two to do that. As for bargaining it would nice is management actually agreed to go to the table. Their current mantra is no duty to bargain or failure to notify all the while knowing the FLRA is useless.
If the time ever come that unions need your input to survuive then we likely dead.
More
FAA
Fri Oct 10, 2008 8:56 AM
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Mr. Gilson makes some goods points to digest if we are willing to look in the mirror. A similar article on management officials would be wonderful. I'll never forget the response from a regional union rep who, when asked what he really wanted, replied, "Just one thing . . . more." As a mgt official, I often regretted not having had the experience of being a union rep. Many mgt officials have done both and are the better for it. The more successful reps laid out their needs, along with an understanding of the constraints of the manager. Then they went about trying to make us both successful. That creats trust and an openness to experiment.
Bob Gilson's writings
irs
Fri Oct 10, 2008 9:12 AM
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This article is pathetic. I cannot fit my opinion here but I will go as far as possible.
Bob, what happened to #2?
#1-Business agents cost too much. The locals send most of their money to the National Office. Will you pay for the pro? Yes, I have experienced bad reps. They may still be better than the managers.
#5I assume the stewards have a labor and job law learning program.
#7The problem is that management puts up all of the takeaways that they know they won't get. The union has to put up these items to counter management. It took over 2 years for management to bargain in a meaningful way with the NTEU. They were trying to ram their garbage down the workers' throats by using a totally biased appeals board.
#8Maybe the non members do not want to pay union dues because they can get services for free?
#9Why? I pay for their representation. That is not fair.
#10 It is frustrating when dealing with the weasels in management.
Once again you have no credibility.
Re: Bob Gilson's writings
VA
Fri Oct 10, 2008 10:22 AM
Re: Bob Gilson's writings
Outside of the Beltway
Fri Oct 10, 2008 12:08 PM
Hit the Nail on the Head
DVA
Fri Oct 10, 2008 9:56 AM
Post Reply
For the most part, Right On! I find that most union reps are not familiar with the Contract and have not done their homework. Talk about the union believing 100% what the employee tells them. Frequently the rep does not know the employee's correct name or spelling. Also do not take time to know correct spelling and title of management official. Do not present a good impression.
Re: Hit the Nail on the Head
DOD
Sun Oct 12, 2008 12:13 PM
Re: Hit the Nail on the Head
VA
Sun Oct 19, 2008 2:55 PM
While unions are not perfrect, management in many cases are as bad, or worse.
And how is that contract negotiation going in the VA? In its 5th year?
Chilling the Rancor
DOT
Fri Oct 10, 2008 9:59 AM
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Amen, Bob. Over the past 30+ years in the Federal Government, I've been a union official, management official and neutral (NLRB, FLRA). My experience shows that if the representatives of both parties KNOW (not know about) the labor law and understand how and when to pursue an issue, there is a much stronger likelihood of a successful outcome
Good Article
DHS
Fri Oct 10, 2008 10:11 AM
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I was an AFGE union representative in INS. We went to lobby on Capital hill, and I was surprised to find that there was no interest on the part of AFGE (at the time) over representing their employees. We went to breakfasts with Democratic staff members. Democrat & liberalism equalled good; Republican & anything that was not liberalism equalled bad. Somehow, goodness for Federal employees was supposed to arrise from enthusiasm for Federal welfare programs that were LATER deemed DESTRUCTIVE to the poor when Clinton changed them.
My small team went to talk to Republicans (as well as Democrats) about the concerns of our bargaining unit--including immigration reform. We went alone.
Since then, I've seen (what seemed to me) a rabid turn in union representatives--although certainly not all!
Rancor
FED
Fri Oct 10, 2008 10:28 AM
Post Reply
Like Mr. Gilson, I too was a former labor union president. Some Labor organizations focus on steward compentency more than others. Also, the knowledge of
managers is poor in most instances of labor law knowledge. I learned early on, about 26 years ago, that you can always negotiate more than you can litigate. Literally.... There are some good points Mr. Gilson makes, and like marriage, both partners got to want it to work.
Another issue that seems to stem good labor relations is the tendancy to enter into, "Bravado." No one wins in this scenerio. (On either side) Understanding each parties roles and agenda adds to the success of each party at the table. If I can share with the group on this blog, I found little difference (other than theology) when switching from the union side to the management side.
I sense some anger in the responses above, but that doesn't change the facts presented by Mr. Gilson. To be truly successful, you have to Collectively Bargain.