Dear Members,
The last eighteen months have seen a dramatic increase in disciplinary action taken by the company against members of Local 7804. These actions have been for offenses ranging from attendance, motor vehicle accidents, customer confrontations, violence in the work place, being out of route, too long in the coffee shop, theft, or the most common, job performance. Qwest had adopted a hard-line policy with no exceptions or second chances. These guidelines are set at the top of the corporation, and local management is not given latitude on the punishment meted out. This seems to be their idea of how to regain control of the work force and to make clear to you who is in charge. It is a one-size-fits-all mentality that is not appropriate but it is also the most easily applied.
The leadership of Local 7804 does not agree with or endorse this policy and yet I must warn all members that the consequences are real and that the company does not care if you are a 30-year employee or just starting your career with Qwest; there are no exceptions to the discipline policy regardless of how important you might think you are to the company. The one thing that I am sure of is that there is not a single individual in this local that will cause the company to stop functioning should they be terminated for some violation of company policy, and by the way I can assure you that the company has the belief as I do on this matter.
Having given this warning I also want to advise you on what to do in case you are invited to a meeting with management. First take the meeting seriously. You might think that your boss is your buddy, but when push comes to shove he is still management, and if he has to protect someone it will be himself, not you.
Second, immediately ask for union representation. A second set of eyes and ears taking notes of the proceedings is the only way to protect you from your manager making false accusations or statements at a latter date. This has happened in a recent disciplinary meeting.
Third, let your steward handle the meeting. They are trained to help you and they will have a much better idea of what management is trying to accomplish.
Fourth, when you are in a disciplinary meeting especially when you are dealing with a security or E.E.O. investigators, remember that the questions asked are ones that they believe they already know the answer to; don’t lie, be cooperative, but don’t volunteer information as the more you tell the more questions they will ask. Remember, as union officials we can always stop the meeting for a short caucus to discuss important points.
Fifth, please don’t try to be a jailhouse lawyer, almost always these people do more damage to themselves than we can repair. Remember the less said is always better; make the company prove their case. Don’t give them the ammunition to shoot you with.
Sixth, with corporate headquarters in Colorado and different human resource managers in different States, you might be interviewed by telephone. This does not change the importance of the conversation and the need for union representation during the interview. Management’s position is that it is your responsibility to ask for a union representative and they will not tell you that you arte entitled to one. Don’t be foolish: ask for help.
Seventh, and lastly, when the interview is over do not discuss the matter with anyone other than your union. We will keep it confidential and so should you. Do not have any conversations with management about the matter. It would be improper for any manager to discuss an ongoing grievance under any circumstance. It could be a violation of federal law. Do not discuss the matter with other employees even if they are your best friends. The less gossip about the matter the better. We all know how rumors can be construed to be truth when they are repeated often enough. So keep a lid on it.
Remember, any time management wants to discuss issues that could result in discipline ask for union representation and stop the meeting. Do not assume that your boss is there to help you out, that they have your best interests at heart because they don’t, and if you won’t believe me ask one of the employees who have left the payroll recently if they think that their boss was there to protect them.
Be smart, protect yourself and seek union representation as soon as possible. The last issue that I want to make very clear is in relation to performance management or whatever they are calling it this month. It is disciplinary action no matter what your boss tells you. It can cause you to leave the company, so when your boss brings you in for a meeting on your numbers don’t let him tell you that it is not a discipline meeting or that you don’t need union representation.
They are tracking you with numbers to determine whether or not they want to keep you employed; if that is not discipline in and of itself then I don’t know what is.
My hope is that you never need union representation for any matter, but again I can think of several people in the last two years that couldn't believe that they needed or would ever need union representation either.
By Randy Grams
The Annual CWA 7804 picnic took place in late July. If you were unable to attend, you should mark it on your calendar for next summer. A good time was had by all in attendance.
I was especially glad to have so many of our newer members and their families attending this year. It was also good to see several retirees there as well, and always fun to hear them say they are just so happy to not be working any longer. It is always a joy to renew old friendship and make new ones.
Many thanks go out to those of you who helped with the organizing, planning, and the day of activities involved. Special thanks to President Clay Bowlby, Vice President Dennis Garrett for all the preliminary coordination and planning. Also a special thanks to past President Dick Godwin for his procurement of the big barbecue and corn cooker, as well as the great corn on the cob, salads and condiments for the hamburgers and hot dogs. We are equally grateful to retiree Dale Willis for helping with the meat, buns and the ever popular “cool beverages.”
As always the raffle prizes were the hit of the show under Kenny Stiltner’s direction and with the help of Kevin Lathrop and his wife, Diana. Diana also doubled as the games director this year, and did a wonderful job.
An event of this size is always made more successful with the help of so many able volunteers. I must also compliment the many cooks who have repeated their performance year after year. Thanks again to the cooks Lee Smith (and wife Darlene), Ray Newby, Lou Walny, and Rich Young.
We are hoping the picnic in the coming year will continue to be a day to renew friendships, make new ones, and a day to be with your Union Family.
In Unity,
Randy Grams,
Sec/Treas.
By John J. Sweeney
Labor Day is a good time to take a look at where we are as a movement and where we are heading. One hundred nineteen years after America’s first Labor Day parade, we’re still fighting for the freedom of working people to choose to improve their live through union membership. Not only are employers still waging war against workers struggling to organize, they have gained support from a presidential administration so beholden to Big Business it has launched the most concerted attack on workers' rights and protections in a generation.
We are up against a gross corporate agenda warping the global economy to produce profits at any human cost. And the massive millionaire tax cut pushed by President George W. Bush threatens America's ability to invest in meeting such basic needs as education, health care and retirement security. In this environment America sorely needs the vision, values and activism of working families and their unions.
We have a job to do in refocusing our nation on a vision for the future that is free of social and economic injustice— and in moving our society to a new level of commitment to the share values of respect for work, family and community.
It’s time for us to challenge America to united in battle against the unnecessary evils that drag down living standards and drive wedges between us: the loss of good jobs, neglected and overcrowded schools, child poverty, lack of health care, unaffordable prescription drugs, enduring forced labor and child labor, trade deals that hurt workers around the world, exploitation of immigrant workers, discrimination in every form and damage to our environment.
We must reject the claim that America can’t afford to carry out its vision of the future we want our children to inherit. We can’t afford not to invest in our future.
And we must challenge ourselves to bold new levels of organizing and the scale of growth that will make it possible for us to elect and hold leaders accountable to honor the people who build our homes, clean our offices, teach our children, patrol our streets, care for our sick and elderly loved ones, fly our planes, drive our trucks, build our cars and more. It will require unprecedented union strength to redirect this economy to respect workers, our families and our communities.
This labor Day , talk to people, get on the airwaves, address your congregation and issue a challenge to join today’s unions in an all-out crusade to bring about a better future for working families.
Together, we can do great things.
(From America@Work, August 2001)
Whether you’re a young person preparing to put yourself through college or a parent looking ahead to your toddler’s future, the following link can help you open the financial doors to higher education: www.aflcio.org/scholarships/index.htm. This site has useful information for high school junior or senior who is planning ahead for financial aid or Union sponsored scholarship and aid. There are literally hundreds of useful tools available here. It will require some research and work on your part, however, the benefits are well worth the efforts.
Go to this address on the internet for union made products which include the following: Union made or Union services: Airlines, Hotel and Restaurant listings, insurance, tires, vehicles, printers and product services database: www.unionlabel.org/dobuy/default.htm.
The AFL-CIO web site will have an on-site labor day festival between August 28th and September 21. Find them at www.aflcio.org/laborday.
Anniversaries: Barbara Jennings, 36 years; Marcia Berger, 35; Gary Merrill, 35; Thomas Johnson, 35; Ronald Smith, 33; John Frost, 33; Jane Blakely, 33; Dennis Shuler, 33; James Christiansen, 33; Judy Cissell, 32; Larry Nelson, 32; Gary Henley, 32; Judith Costello, 32; Joanne Justin, 29; Henry Knaack, 28; Ronald Devany, 29; William Liggett, 25; Suzanne Schenck, 25; Robert Popek, 24; David Baudin, 23; John Wood II, 23; Christopher Jensen, 23; Dana Totten, 23; Arthur Ehrlich, 23; Jim Trujillo, 22; David Poston, 22; Paul Lessing, 21; Daniel Ashford, 21; Thomas Jaycox, 20; Roy Main, 14; Paul Vredenburg, 7; Gary Glass, 5.
New or Resigned Members: Michael D. Bye.
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