This is an FYI to the Membership of District 73 and Local Lodges
If for any reason you need to contact Joe Harrington DBR or Benji Sullivan BR, Please call the District office @ 228-762-4981 fax 228-762-8642
If we are out of the office try our e-mail me @ JHARRI1969@AOL.COM or wbsullivan74@yahoo.com
All chief Stewards have our cell phone numbers and contract information.
We will return all massages ASAP.
Your call is important to us.
Friday, September 11, 2009
Tuesday, August 18, 2009
Stewards--- Avoiding the Pitfall
On the Job: Avoiding the Pitfall
Issues
IAMAW stewards have a tough job. But, by keeping in mind some of the pitfalls stewards face while representing members in any IAMAW workplace, the job becomes a little easier to do.
Stewards are the heart and soul of IAMAW style rank-and-file unionism. Stewards represent the "IAM in action" as the first line of defense against employer abuses-acting as organizer, counselor, peacemaker, and troublemaker. And that's a tough job.
There are a lot of potential pitfalls facing IAM Stewards, too. These are not always possible to avoid, but listing some of the most important ones should help us to be on guard as we represent IAM members on the job.
Failure to Organize — Stewards are critical to organizing the members. We need to be thinking about how each grievance can be used to increase participation, build the union, and create new leaders (even future stewards).
Promising Remedies too Quickly — Do not pass judgment on a grievance until a thorough investigation has been completed. Wait to make a decision until after you've talked with the grievant and witnesses, consulted the contract, and examined your company's rules and past practices.
Failure to Represent Fairly — Not giving an aggrieved member fair treatment makes the union vulnerable to a lawsuit for breach of its fair representation duty. Besides, this undermines the whole purpose of the union and the very idea of solidarity.
Making Backroom Deals — Never secretly trade grievances with management. Every member is always entitled to a fair hearing.
Meeting Alone with Management — Being alone with management discussing a grievance arouses suspicion among members, allows bosses to change their stories, and denies the grievant an opportunity to participate in a vital union activity (to say nothing of undermining the spirit of rank-and-file unionism).
Failure to Adhere to Timelines — Adhere to the grievance schedule stated in the contract. If an extension is needed, get the employer's permission in writing.
Failure to Get Settlements in Writing — Putting grievance settlements in writing helps to clarify the issues and keep the agreement alive. It also serves as a record for dealing with similar problems in the future — and as a way of reviewing issues for contract bargaining.
Failure to Publicize Victories — Publicizing every victory helps to build a local union and boosts all members' morale.
Failure to Speak with New Employees — The union's best chance for finding and keeping new members is one-on-one contact with a steward. Besides giving new workers information, this helps build personal relationships and includes new workers in the union from the outset.
Remembering these tips should help make the job easier and help to avoid some of the pitfalls that can be problems for any steward.
Issues
IAMAW stewards have a tough job. But, by keeping in mind some of the pitfalls stewards face while representing members in any IAMAW workplace, the job becomes a little easier to do.
Stewards are the heart and soul of IAMAW style rank-and-file unionism. Stewards represent the "IAM in action" as the first line of defense against employer abuses-acting as organizer, counselor, peacemaker, and troublemaker. And that's a tough job.
There are a lot of potential pitfalls facing IAM Stewards, too. These are not always possible to avoid, but listing some of the most important ones should help us to be on guard as we represent IAM members on the job.
Failure to Organize — Stewards are critical to organizing the members. We need to be thinking about how each grievance can be used to increase participation, build the union, and create new leaders (even future stewards).
Promising Remedies too Quickly — Do not pass judgment on a grievance until a thorough investigation has been completed. Wait to make a decision until after you've talked with the grievant and witnesses, consulted the contract, and examined your company's rules and past practices.
Failure to Represent Fairly — Not giving an aggrieved member fair treatment makes the union vulnerable to a lawsuit for breach of its fair representation duty. Besides, this undermines the whole purpose of the union and the very idea of solidarity.
Making Backroom Deals — Never secretly trade grievances with management. Every member is always entitled to a fair hearing.
Meeting Alone with Management — Being alone with management discussing a grievance arouses suspicion among members, allows bosses to change their stories, and denies the grievant an opportunity to participate in a vital union activity (to say nothing of undermining the spirit of rank-and-file unionism).
Failure to Adhere to Timelines — Adhere to the grievance schedule stated in the contract. If an extension is needed, get the employer's permission in writing.
Failure to Get Settlements in Writing — Putting grievance settlements in writing helps to clarify the issues and keep the agreement alive. It also serves as a record for dealing with similar problems in the future — and as a way of reviewing issues for contract bargaining.
Failure to Publicize Victories — Publicizing every victory helps to build a local union and boosts all members' morale.
Failure to Speak with New Employees — The union's best chance for finding and keeping new members is one-on-one contact with a steward. Besides giving new workers information, this helps build personal relationships and includes new workers in the union from the outset.
Remembering these tips should help make the job easier and help to avoid some of the pitfalls that can be problems for any steward.
Per our conversation today I need to cancel the training class we have scheduled for Saturday 8-29-09. I have been reassigned by Brother Bob. I am sorry for any inconvenience this may have caused you. I will try to reschedule this as soon as possible. Thanks for your understanding.
James Parker
Southern Territory
Educational Representative
We will try again ASAP
James Parker
Southern Territory
Educational Representative
We will try again ASAP
Monday, July 27, 2009
Steward Training
There will be Steward Training at the District Office 2129 Canty St. Pascagoula, on August 29, 2009 at 9:30am.
Please let us know if you plan on attending this class ASAP. This class is open to all members.
Please let us know if you plan on attending this class ASAP. This class is open to all members.
Friday, July 24, 2009
We must Organize Organize Organize to survive in todays hard time with lay offs and cut backs in budgets buy employers.
You who are already members need to help others understand the benifits of having a Union in there work place. Please let us know of any leads you might have.
Thank you for your help and support.
Joe Harrington DBR
THE UNION IS WHO?
Most people feel that the "Union" is the Executive Board, the people who "Run" the union. This could not be further from the truth. "The Union" is YOU! YOU are the one who elects YOUR officials to represent YOU. YOU are the one who has the privilege to go to YOUR meetings and speak what's on YOUR mind, to let YOUR board know of any grievance YOU may have. A strong Union is only as strong as its members. Show YOUR employer YOU mean business, show them YOU stand behind YOUR union, and attend meetings, report infractions by the employer to YOUR shop steward or local when they occur. YOU will never agree with 100% of what YOUR local does or doesn't do. But it is important that YOU get past that and carry on and continue fighting for YOUR rights. YOU are the eyes and ears of the Union. Without YOU...There would be no "_nion"!
Remember, Union starts with...U...N...I
You who are already members need to help others understand the benifits of having a Union in there work place. Please let us know of any leads you might have.
Thank you for your help and support.
Joe Harrington DBR
THE UNION IS WHO?
Most people feel that the "Union" is the Executive Board, the people who "Run" the union. This could not be further from the truth. "The Union" is YOU! YOU are the one who elects YOUR officials to represent YOU. YOU are the one who has the privilege to go to YOUR meetings and speak what's on YOUR mind, to let YOUR board know of any grievance YOU may have. A strong Union is only as strong as its members. Show YOUR employer YOU mean business, show them YOU stand behind YOUR union, and attend meetings, report infractions by the employer to YOUR shop steward or local when they occur. YOU will never agree with 100% of what YOUR local does or doesn't do. But it is important that YOU get past that and carry on and continue fighting for YOUR rights. YOU are the eyes and ears of the Union. Without YOU...There would be no "_nion"!
Remember, Union starts with...U...N...I
Tuesday, July 14, 2009
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