Your Voice, Your Contract

During recent station visits, I have been questioned about the upcoming contract negotiations. The most prevalent question asked—“What are we going to ask for?” My answer is rather simple…whatever you the membership want. Your voice, your word, your contract. This is what the survey is for; it is your opportunity to let your voice be heard. Depending on the timing of this article, you may already have your survey sitting on the table or in your locker. I strongly encourage every member to get the survey and go through it. Make sure you take the time. It is important. The contract consists of your pay and your benefits, as well as the work rules that we live by. If you want change, now is the time to speak up. Let me give you an example of what I am referring to. I recently received a phone call about an issue that was not contractual. (Due to the specificity of its nature, I will refrain from speaking of the actual incident but will, rather, use a complaint that has come up in one of the bigger stations in our district to illustrate my point.). This member thought that it was outrageous that some members in other stations get free parking while he has to pay for his parking. The member told me he wanted to file a grievance over the issue. I asked him to please direct me to the article in the contact where the company (who is not in charge of the parking lot) violated the contract. After several minutes the member was unable to point out the contractual violation but still insisted the company should pay for his station parking. This is a perfect time for that member to let his voice be heard. All he needs to do is put it on his survey, and if enough members agree that it is an issue that needs to be in the contract, the negotiators will try and bargain for free or reduced parking. While this may not be the top item, it most definitely needs to be on this and any other member’s survey who feels the same way. Let your voice be heard. Fill out the surveys. It is our contract. Before I end this article I would also like to touch base with you on another item. I have recently received several grievances in my district over excessive discipline. And, while Article 20 grievances are not uncommon, there was one that especially troubled me. The grievance was over a letter of warning, which the agent believed was unjust and constituted excessive discipline. When I got to reading his letter of warning, the first paragraph said, “[On such and such date] you were given the benefit of fact finding meeting, at this meeting you declined union representation.” Let me be clear: union representation in a fact finding meeting is your right. If you choose to not have the union rep in your meeting, you’re within your jurisdiction. I called the grievant and asked him why he did this. I was concerned that he did not like or trust the TWU station rep. He told me that was not the case. He had no hang ups with his union rep. He just felt like he didn’t need representation. Brother and sisters, this is dangerous. Without union representation, you are putting your job on the line. Your reps have been trained how to handle some of the issues that you may not realize. They have knowledge on past practice from former cases that you may not know about. There are numerous reasons why it is in your best interest to have your union rep in that, and any, meeting with management. In closing, I would like to thank all of our local reps for doing an outstanding job. We have recently had an outrageous increase in excessive discipline cases that have come up my level. As of the writing of this article all of the cases have been either been reduced to an acceptable level or discipline dismissed completely.

robert.bettinger@twu555.org