October 2024 Update
With ballots for the election being processed, open season for health insurance approaching, and the upcoming move to the Postal Service Health Benefit Program, there’s no shortage of issues to be addressed. All of this is occurring against the backdrop of what I call our permanent industry. What is our permanent industry? Well, it’s representing the craft and individuals in the grievance procedure. These days, there never seems to be an end to supervisors performing our work, cross crafts, overtime violations, or the disciplinary actions which need to be addressed in the grievance procedure.
There seems to be a lot of frustration simmering with all these things swirling around at once. And, while I’ve often stated that this web column is not a place for me to vent my personal frustrations, it appears to me that these frustrations are being felt by Mail Handlers, Representatives, and Union Officers alike.
Your Stewards receive complaints that a manager or supervisor is performing our work; yet, when Stewards ask people to write a statement, they are reluctant. This makes it difficult, if not impossible, for the Union to grieve the violation successfully. At the risk of turning this into a Steward’s forum, let’s explore the issue a little bit. There is an adage handed down to us from the Roman law which states: “What is not proved and what does not exist are the same; it is not a defect of the law, but of proof.” This is a concept with which all Stewards must become familiar. It is necessary for every grievance we file to contain the documentation which proves that the contract was violated. This is particularly important when considering that grievances are filed at Step 1 at the facility, processed at Step 2 in Minneapolis, and, if not resolved, processed at Step 3 in Denver. The grievance continues moving further away from the people who have direct knowledge of its cause and that’s why it must contain adequate proof. That proof must be in the form of written statements.
Is the truth still the truth if it is not proven? No, at least not in the grievance procedure.
Your participation in the grievance procedure is not only important, but essential. When you see our contract being violated, request a Steward and write a statement. Or just do the first part, request a Steward. The Steward will make sure you get the time you need to write a statement.
Beyond my personal share of the frustration being experienced across the board, I am greatly troubled by the reluctance of some Members to write statements and participate in the grievance procedure. It has been suggested that the reason for this reluctance is that people are afraid of retaliation from management. After considering this suggestion and considering the number of people desiring to remain anonymous when writing statements, this appears to be the case. Moreover, your Union has made more complaints and filed more grievances in the last 2 years over inappropriate behavior by management then we did the last 20.
To be sure, the Postal workplace, particularly in the 24 – 7 mail processing environment is no shining example of polite society. It’s not expected to be. But there are rules and regulations which set forth certain expectations of professionalism and civility. They are often referred to as the right to dignity and respect in the workplace. Still, we see craft employees being subjected to disciplinary action for alleged “inappropriate behavior”, while at the same time, managers and supervisors engage in similar, identical, or even worse behavior without any consequences. The double standard is obvious to anyone who’s paying attention. There should be a double standard; although, the problem is it’s the opposite of what currently exists. A long time ago (in a P&DC in this District), there was a Plant Manager who openly admitted that he had a double standard. His philosophy was that managers and supervisors should be held to a higher standard because they were supposed to be the leaders of the organization. But the culture he promoted is long gone.
Management has a zero-tolerance policy for inappropriate behavior on your part; so maybe we should adopt a zero-tolerance policy for inappropriate behavior on their part. This can only be done in the grievance procedure, and it requires your participation. Your Union is willing and able to fight for a humane workplace. Are you? All you have to do is request a Steward.
JL