Our union "structure" at my workplace

[SHRED]

Oh my it is FUBAR.

I live in a rightwing area (San Diego County) and our unit at work has a Chief Steward and many others who do not understand the the concept of a union.
We have a small but growing unit of 51 members.

I recently became a Steward and we just had a meeting where this "Chief" handed down a "Chain of Command" boxed type flow chart.
It had our employer on top followed by our Business Rep from the local, to him the Chief, then to an "alternate Chief and then to us Stewards. The members are not even on his stupid chart.

This is so f'ed up on so many levels. He, the Chief, is a nervous nilly and a control freak. He is a RW'er and only seems to understand how to try and control others through this ridiculous military "top-down", corporate like "chain-of-command" structure. He has pulled me aside twice and yelled at me for not "knowing the boundaries", whatever that means. He decides what gets shared with the unit. He decides his meetings with management regarding policy issues that arise. He alone is privy to these meetings WITHOUT even consulting the Stewards much less our brothers and sisters. If he does inform us it is not to ask first but to go ahead and tell us AFTER the fact.

I will be eligible for Chief in a few months when elections role around.
I am building a grassroots movement in my wing and beyond. I am outspoken in my desire to open channels of communication and share with others the concept of a "bottom up" structure that truly is what a union is all about.

The structure (flow chart) I aspire to is one where the dues paying members are at the top followed all the way down to the bottom with the National Union President residing there. That bottom tier, under the members, I would label as "support structure". Our employer is not on my flow chart as his is.

I think you are getting what I am up against. It is a mindset that I am trying to dissolve through a grassroots, one-at-a-time, enlightenment. This is why the Chief freaks out at me. I am open and enlightening and he is secretive and controlling.

Also, the communication structure I envision is one where the Chief Steward, or any Steward, DOES NOT meet with the employer or even the BR without consulting the other Stewards and in turn those Stewards going to their wings and getting feedback from the members. Then we have a Steward meeting to look at member feedback. This is all done in a couple of days BEFORE meeting with the employer. No policy issue, that I have seen in my 15 years there, is so damn urgent that we couldn't spend a couple of days on it before meeting.
I think this communication process (again, on policy and procedure issues that affect the unit) also has an added benefit in including the members. A big beef I hear is that the members are left out and they are rightly pissed. They think the union, "doesn't do a damn thing". This communication process would include them and go along way towards dispelling that sentiment. They pay their dues. Us Stewards work for them.

Anyway, it's going to be "hard work" but the encouraging thing is that I have talked with a few members and the light goes on big time when I share this. They get that "hell yeah!" feeling. It's like they have been waiting for someone to say this.

Any other tips or suggestions are welcomed.

In Solidarity,
SHRED

[SHRED]

1. In visual terms

In visual terms here is the difference between how the union is run currently and the way many of us hope it will change in to in the near future.

This first chart (a replica) was given to us Stewards yesterday, by the Chief Steward, with no time for rebuttal.
It was handed down as "this is the way it is".
Notice there is no mention of the actual members and also our employer is on this chart...WTF? :banghead:

Remember, the Chief Steward came up with this without consulting us at all.
This is his baby and really reveals his narrow perspective and need to "control".





Here is the concept I am sharing and getting a very positive response with.
It puts the dues payers at the top of the chart because it is their union and not any one Chief's or any one person's union.

[SHRED]

2. 2 more charts to look at

I work for a municipality...obviously.

Any ideas are more than welcomed.
Thanks all.




----

A "new" chart I drew up with member input.
This is catching on but if it needs to be modified we are open for that.

[demosincebirth]

3. Been a union member, and steward, for close to forty years and

have never heard of a "chain of command" that you talk about. YOu do have a (de facto) chain of command within the union starting with the shop steward and all the way up to the Sec treasurer or Prez or your union.

[Bill McBlueState]

4. nice work on the flowcharts

You have some typos you could clean up, but the principle has to be a hit with your membership. Who's going to conduct the leadership elections? It will make your job easier if they know something about how unions are supposed to work.

Here's a structure diagram from my union's website, if it helps you to see it:



The key points you make appear there, too:
*No mention of the employer, anywhere. It's not his union!
*Membership at the top. It's their union!

[LiberalFighter]

5. Do you have a copy of your union's constitution?

[LiberalFighter]

6. Structure of our local union

Membership - Highest authority at membership meetings.

Executive Board - Primarily recommends action to be taken at membership meeting. When the deadline is prior to the next membership meeting then the EB has authority.

President - Responsible for administrative actions. A good president will take care of everyday actions on their own. When it requires monetary decision prior to membership meeting then a poll of the EB for approval.

Bargaining Side
Committeeman - Represents their district for grievances

Zone (1st, 2nd or 3rd shift) - Next step when committeeman can't settle grievance

Shop Chair - Top person of the bargaining committee

Servicing Rep - International Rep when cannot be resolved within the local