We Must Take Back the Workroom Floor

There is a message that every steward needs to hear: we must take back the workroom floor.

Across our offices, we continue to hear far too many stories of management acting as though the National Agreement is merely a suggestion. Harassment, intimidation, management performing bargaining-unit work, violations of the overtime provisions, violations of hold-downs, failure to respect contractual rights, ignoring legitimate concerns brought forward by carriers and stewards, and the list goes on. In some cases, management is even attempting to bully and intimidate the steward when they bring these issues to their attention. This is unacceptable.

Enough is enough.

Management does not get to decide which portions of the National Agreement they will follow. Management does not get to declare that there is “no violation,” “no grievance,” or “no union time” simply because a supervisor does not want to deal with the issue. A supervisor’s opinion does not supersede the National Agreement.

The PS Form 8190 is one of our most important tools for holding management accountable. When management violates the contract, put pen to paper. Document it, investigate it, and file the grievance. Do not allow management’s refusal to acknowledge a violation to become the end of the conversation.

Stewards should never be intimidated into silence. If management disrespects a steward, refuses to address a legitimate contractual concern, or attempts to discourage the steward from performing his or her union duties, document the conduct and file a grievance when appropriate. The steward’s responsibility is not to make management comfortable. The steward’s responsibility is to enforce the National Agreement and protect the rights of the bargaining unit.

Article 17 provides stewards with contractual rights to perform legitimate representational duties. When steward time is necessary, request it on the clock. When an investigation requires interviewing carriers or supervisors, conduct those interviews on the clock. When a grievance requires an investigation, investigate it on the clock. When information is necessary to determine whether a contractual violation occurred, request the information. Put the request in writing whenever possible.

If management refuses legitimate steward time, file a grievance. If management refuses to provide information necessary to investigate a grievance, file a grievance. If management prevents a steward from performing legitimate representational duties, file a grievance. Do not argue endlessly with a supervisor on the workroom floor. Document the violation and enforce the contract through the grievance procedure.

Every time management performs bargaining-unit work, every time an overtime-list provision is ignored, every time a hold-down is improperly violated, every time a carrier is harassed or intimidated for exercising a contractual right, and every time management attempts to interfere with legitimate steward activity, we have an opportunity to demonstrate that contractual violations have consequences. The answer is enforcement.

Stewards, do not be afraid to put pen on paper. Request your steward time. Document management’s response. Request the information. Document the refusal. Interview the employees. Interview management. Investigate the facts. Write the grievance. Submit the 8190. Advance the grievance when necessary. Build the record. Make management answer for its actions.

We need stewards who understand that every grievance is more than a piece of paper. It is a message to management that the NALC is paying attention, the stewards are paying attention, and contractual violations will not be ignored.

Management has become comfortable because, in too many instances, there has been little or no pushback.

Let’s change that. It’s Time to Stand Up, Speak Up, and Enforce Our Contract.

Stand together. Stand your ground. Put pen on paper.