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chilled
recent-rabble-rouser
Babbler # 13767

posted 17 January 2007 03:23 PM      Profile for chilled        Edit/Delete Post  Reply With Quote 
As a tradesperson with almost 25yrs combined experience in private industry, the school district I have been working for the last year initially welcomed me with open arms. Repeatedly telling me the system is broke, old methodologies and ways have failed them, etc, etc.

I in no way took the job to try to change the world or rock the boat, but undoubtedly my ways are somewhat set as well. I learned to complete work so as my employer would have a happy customer and get paid. I've learned that the train of though in the public sector is virtually opposite of that. The entire experience for me has been nothing short of unbelievable;

-I have been met with resistance to change, more from management than CUPE members!
-Sweetheart deals and favoritism between management and the 'brotherhood.'
-dangerous and unsafe occurances intentionally covered up
-little or no compliance with provincial regulations
-an old boys network engrained throughout management AND union

The position I hold has had persons come and go totally disproportionate to any other support staff job within this school district. They continue to believe one day the 'right' person will come along. I feel I was hired under false pretences and duped into taking the job. The CUPE rep is the president of the "'ol boys club" as well!!

Does anyone care to share similar stories and examples? Point me to appropriate whistleblower sites/protection/legislation? Offer me advice?

I like my job, I like what I do, I like working amongst the students and educational staff. Quitting seems to be an admission of defeat that I prefer not to do but fortunately my conscience is preventing my acceptance of the forced conformity.

I have spoken to both union and management about some very serious issues. No one can refute anything I claim. They just don't want to hear it. Carry on and cover your ass mentality.


From: Vancouver Island | Registered: Jan 2007  |  IP: Logged
gbuddy
rabble-rouser
Babbler # 10055

posted 17 January 2007 04:54 PM      Profile for gbuddy        Edit/Delete Post  Reply With Quote 
Precisely what I experienced at the City of Vancouver and with CUPE Local 15. Be prepared for a very rough ride. Mine lasted 9 months and quickly escalated into overt bullying that was intended to get me to resign (I was explicitly told that at one point).

Somewhere between the third and sixth month the decision was made to build a case to fire me, which happened nine months after I was hired. The subsequent marathon of litigation, which began with a labour arbitration sabotaged by the CUPE officials and staff (none of whom even attended the hearing) has been extensively documented online (including here).

After 5 LRB decisions and three judgements from the BC Supreme Court and Court of Appeal, I posted online a summary of what I had uncovered in the process.

I would be happy to send you a copy of the letter I sent on December 5 to CUPE's BC Prez, Barry O'Neill. I am not expecting a reply.

That's the current reality. Now the good news. On January 2 I commenced a lawsuit that will make the arbitration hearing look like a tea party. If I am successful the result will be unprecedented and we may then have the leverage to force accountability on all the employers and unions that are jointly responsible for this sad state of affairs. Five Appearances were filed on January 9 and Statements of Defence are due next week. I intend to post all the documents online as this matter progresses.

[ 17 January 2007: Message edited by: gbuddy ]

[ 17 January 2007: Message edited by: gbuddy ]


From: Vancouver | Registered: Aug 2005  |  IP: Logged
gbuddy
rabble-rouser
Babbler # 10055

posted 17 January 2007 07:27 PM      Profile for gbuddy        Edit/Delete Post  Reply With Quote 
Notwithstanding what I posted above, it occurs to me that some more practical advice is warranted. At the end of the labour arbitration that sealed my own fate seven months after the termination, the employer’s counsel concluded her summation with, “It may not have all been [the grievor’s] fault but the bottom line was he just didn’t fit in.”

There you have it. The bottom line is you have to fit in. Furthermore, in workplaces such as the City of Vancouver and your school district, that is all that matters. If, as I did, you really need that job, or for some other reason you wish to keep it, heed that advice. And remember also that your 25 years of experience means nothing to your fellow workers or likely to anyone in management, no matter what they may have told you when you were being hired. As far as they are concerned you are the most junior person in the workplace. When someone else is hired, you will then be the second-most junior employee. In such workplaces “seniority” trumps everything else (except sometimes nepotism).

While this may sound like a bleak prospect, I now think, had I fully appreciated that reality, I might have been able to accommodate myself to it. I noticed that some other employees evidently had fulfilled lives outside of work and had accepted that they were at work solely to collect the money (many on the other hand clearly enjoyed no fulfillment in or out of work, and were chronically disgruntled). This attitude is not exclusive to the public sector. I have seen it in private sector bureaucracies as well. It’s not going to change until we have some sort of cultural revolution, and that’s not going to happen tomorrow.


From: Vancouver | Registered: Aug 2005  |  IP: Logged
Steppenwolf Allende
rabble-rouser
Babbler # 13076

posted 17 January 2007 07:34 PM      Profile for Steppenwolf Allende     Send New Private Message      Edit/Delete Post  Reply With Quote 
Well, I don't want to depress you any further, but it sounds like you're in workplace where things have gone stale thanks to a lot of apathy, especially among the union workers, and among the local public.

My information and experience as a long-time labour activities and organizer shows what you're talking about isn't wide spread in the public sector, but it's not unique either.

Sadly, sometimes what happens in such work places, whether they are private or public sector, is that if things run relatively smoothly year after year, the clientele is more or less not too dissatisfied with the service, and things run maybe poorly, but not so much as to disrupt things too often or too severely, you can get this situation.

Then when a problem arises, or when someone discovers something is wrong, no one is ready to deal with it. It's something that happens a lot in both sectors and any kind of work place.

The first of your five complaints isn't surprising:

quote:
I have been met with resistance to change, more from management than CUPE members!

That's actually true in most places. Corporate capitalist management structures are top-down, undemocratic and very much based on favouratism and scoring points with those in charge. I have found that usually no one in that structure wants to push for changes, no matter how much they think it's needed or how good they think their ideas might be unless it

1) satisfies some personal advancement agenda
2) doesn't upset or make those at the top feel insecure or challenged in any way
3) undermines a rival or someone else they don't like.

It's a sad integral part of corporate power politics--even often in many firms that do welcome innovation in general.

quote:
Sweetheart deals and favoritism between management and the 'brotherhood.'

Again, a sad but very common feature mostly in non-union work places and a well established historic practice in corporate power structures. Although union workplaces have pushed hard to overcome this, it doesn't usually entirely go away--and can get worse again if the union membership gets too apathetic and less vigilant.

quote:
dangerous and unsafe occurances intentionally covered up
and
quote:
little or no compliance with provincial regulations

Now this IS a concern. I don't know what type of things exactly you're talking about, but if, say, for example, these are something that violate health and safety standards, or WCB rules, etc., and no one among the local union seems motivated to do anything about it, there's a couple things you might want to try:

1) talk to union reps in other locals, or a regional body

2) talk to the local district labour council or other unions who can motivate some folks you currently can't.

3) contact a conscientious member of the city council, school board, regional district, or whatever elected body governs the facility you work in.

4) especially funny can be a quick call to the WCB for a spot inspection of the place. I have seen that put a chili pepper in a few folks' butts.

(BTW, all these things can be done anonymously, so you don't have to confront the "old boys" directly if you don't want to, at least not until you're better equipped).

quote:
an old boys network engrained throughout management AND union

Again, that can develop when the union gets too sleepy and tuned out. Buttering up elected union reps is another established way bosses try to put down worker opposition. Your situation sounds kind of extreme, though.

quote:
The position I hold has had persons come and go totally disproportionate to any other support staff job within this school district.

This alone should indicate that what the job demands is either not realistic or there's no support for what it entails.

quote:
They continue to believe one day the 'right' person will come along.

In this case, it seems your bosses think the "right" person is either:

1) a miracle workers who can solve everything without them being challenged or inconvenienced

2) a yes-man who will do exactly as he is told without question

3) a fall guy to blame for everything that goes wrong

4) a hatchet man to screw the workers or get rid of whoever they don't like.

Again, it's an all-too common practice among any corporate structure.

quote:
I like my job, I like what I do, I like working amongst the students and educational staff.

All the more reason to try to do something. If you're a union member you have the right to raise concerns. That's an historic practice.


From: goes far, flies near, to the stars away from here | Registered: Aug 2006  |  IP: Logged
chilled
recent-rabble-rouser
Babbler # 13767

posted 17 January 2007 09:39 PM      Profile for chilled        Edit/Delete Post  Reply With Quote 
Gentlemen, some good advice and I appreciate it. Part of me just wants to say "fuck it", go back to the private sector where the wages are about $14/hr more, part of me wants to grab a couple of the weiners by the neck and lay a serious beating on them (then fired and jail would be worth it), part of me wants to do the right thing and properly serve the parents and taxpayers who I consider my real employer. (I'm told that is crazy thinking, believe it or not!!)

Reading my profile and this post, anyone in the maintenance department would know who I am. As for reporting unsafe conditions, everything gets e-mailed to the safety officer, I put EVERYTHING in writing. My first approach were informal, off the record conversations which either got factually maligned, dismissed or contradicted by the unqualified resident bag licker. (always one of those, everywhere.)

When it comes to me completing my jobs MANAGEMENT ACTUALLY ASKED ME NOT TO KEEP SUCH DETAILED RECORDS on where I am during the day and what equipment I service! The non-paper trail, no accountability and deceptive approach is preferred apparently. I keep my own log book and have it notarized monthly.

I could go on, but for some reason I beleive nothing I say will surprise you! How sad.

I look at my situation and truthfully ask myself what I did to contribute to the "problem." I honestly believe that I am not the easiest person to get along with and am almost impossible to get along with once you try to dominate me. I had a few of the 'ol boys figuratively try to 'hump me' like a dog would do to the new pup in town. Fucking sick bastards absolute cowards when invited off the property on our own time. I am not from the village I work in and the 'ol boys network is a club I wouldn't join simply because I am a solitary individual and I never have socialized with anyone I ever worked with, relationships with female co-workers, etc. My code of conduct I guess.

I realize union solidarity is more important than one individuals needs. I've worked union most of my life. BUT, after the position I'm in being a constant revolving door, shouldn't there be compromise and concern for what is going on??

I'm in a job, severly understaffed, they cannot attract anyone remotely qualified and are trying. I typically get handed about 4 days worth of work every day. They tell me they are not pressuring me, "do what I can, prioritize, etc." Unfortuanately the work doesn't get done, the educational staff get angry, I feel like I'm trying to hold back the tide with a spoon. I'm constantly asked; "is .... done yet?" Yeah, no pressure, sure. My predecessors last about a year until they give up. The resident bag licker tells management all the problems are because, "....isn't working." (no trade qualifications for the bag licker, but rather a job discription manufactured to suit him) Management would believe the earth is flat if one of the 'ol boys said so.

Please, answer me this;

I've asked for regular performance reviews. I feel that this is a tool to keep slanderous and erroneous rumour from accumulating like it did for the previous people who all quit after about a year. I have asked management to delegate and prioritize work to me, not just hand everything off. Are these reasonable requests? Any other suggestions to cover my ass from both management and the union? I've never been in an environment where handing something off like a hot potatoe is considered managing.

Maybe I'm paranoid, I asked for re-imbursement for moving expenses and I'd be on my way, management said they want me to stay, the union said I had no grounds for same.

The really sad thing is I can make this all go away tomorrow. Smile, wave, go hide somewhere.

I guess Gordon Campbell WAS right?

I'm not trying to change the world but when there are no decent jobs left for our children and our grandchildren, the is no working middle class left, it had nothing to do with us and our work ethic, right? Blame the government, right?


From: Vancouver Island | Registered: Jan 2007  |  IP: Logged
CUPE_Reformer
rabble-rouser
Babbler # 7457

posted 17 January 2007 09:51 PM      Profile for CUPE_Reformer   Author's Homepage     Send New Private Message      Edit/Delete Post  Reply With Quote 
Important WorkSafeBC decision for CUPE members
From: Real Solidarity | Registered: Nov 2004  |  IP: Logged
Steppenwolf Allende
rabble-rouser
Babbler # 13076

posted 18 January 2007 12:16 AM      Profile for Steppenwolf Allende     Send New Private Message      Edit/Delete Post  Reply With Quote 
Hello again.

If there's one thing that everyone should understand is NOT true, it's this:

quote:
I guess Gordon Campbell WAS right?

Gordon Campbell has NEVER been right on anything. He's part of a corporate-funded democracy-destroying clique that has lied its way into office twice, in violation of the elections act, and gone on a literal rape binge of the province's public infrastructure, human rights, labour and ecological standards and turned the government into a Nazi-like domain of secret decisions and back-room deals with elite corporate cliques.

Ever wonder in BC why, during the lowest interest rate run since World War II and the highest global commodity and energy prices since the 1970s, working people here are getting poorer, further in debt, with less health care and education services, while homelessness and destitution are everywhere?

Look at the regime's polices and you get the answer. the rich are getting fatter by literally gorging everyone else.

quote:
I could go on, but for some reason I beleive nothing I say will surprise you! How sad.

It IS sad. I have been to many workplaces, and some of the things I have seen or bean told shows me we don't live in a very democratic, or even very civilized society, especially when it comes to business and the economy.

quote:
As for reporting unsafe conditions, everything gets e-mailed to the safety officer, I put EVERYTHING in writing.

That's a good move.

quote:
When it comes to me completing my jobs MANAGEMENT ACTUALLY ASKED ME NOT TO KEEP SUCH DETAILED RECORDS on where I am during the day and what equipment I service! The non-paper trail, no accountability and deceptive approach is preferred apparently. I keep my own log book and have it notarized monthly.

Again, it's the best thing to keep your own log book. As for the bosses, if they don't want you to keep such detailed records, then I say just don't show them to them. Why bust yourself up if it's not going to be appreciated.

Actually, in a way, you're fortunate. Some work places are literally run like the Gestapo, with constant boss spying, over-supervision and reporting requirements, people are often hospitalized due to the stress, and any minor omission or deviation can lead to a worker being severely punished for basically nothing.

If you're a good tradesperson, then you likely know how good of a job you're doing by noticing how well the things you service are running. Add to this fact that you're keeping your own documents, and you don't need anyone else to tell you what to do.

quote:
I realize union solidarity is more important than one individuals needs. I've worked union most of my life. BUT, after the position I'm in being a constant revolving door, shouldn't there be compromise and concern for what is going on??

Union solidarity is partly about the individual's needs, among the needs of all of the individuals, not at the expense of one individual for the benefit of another.

It seems like the lack of union solidarity where you work is allowing this problem to continue. Are there any other union workers there who aren't part of this "old boys club" who you can talk to?

It sounds like you're working in a small community where lots of people may know each other personally. If you're from out of town and new to the place, and therefore somewhat out of step with whatever local traditions there are there, that can be tough. For example, you may know that how they are doing something is not by the book. Yet the fact they've been likely doing it that way for so long, and luckily no one has been hurt, means they don't see a need to change.

If there is good union solidarity, it would mean that the people you work with are open to talking about things like what you're up against and deal with them.

So even if in the end they decide not to change the way they do something, at least they will know where you stand, the fact that technically you are right and therefore they might be more careful.

quote:
I've asked for regular performance reviews. I feel that this is a tool to keep slanderous and erroneous rumour from accumulating like it did for the previous people who all quit after about a year. I have asked management to delegate and prioritize work to me, not just hand everything off. Are these reasonable requests?

They sound reasonable to me. But again, if the bosses don't want to give you regular performance reviews and work priority schedules (since it means they have to actually do some work themselves), then don't sweat it. Just do your best, keep your own records and tell your union colleagues that there aren't enough people to do the job. If something does go wrong, they can't say you didn't do your job or didn't care.

quote:
I've never been in an environment where handing something off like a hot potatoe is considered managing.

Then you're lucky. That goes on so much so many places, it seems like it's the norm sometimes.

quote:
Any other suggestions to cover my ass from both management and the union?

Not much, other than what I have already suggested. Again, keeping your own records is a good thing. As for the union, it is in fact a cooperative association of workers. You are a member of it, and if the current leadership doesn't seem to be doing things right, you can get together with other union members and vote them out. Again, the question is are there other union members you work with who aren't part of this "club" who you can talk to and get ideas from.

quote:
Maybe I'm paranoid, I asked for re-imbursement for moving expenses and I'd be on my way, management said they want me to stay, the union said I had no grounds for same.

Actually, that's not surprising either. Most municipal facilities and operations tend to hire local residents (which in itself is fine). So moving and the related expenses aren't usually an issue. Your collective agreement might not even have any provisions for this because of the local hire situation.

quote:
I'm not trying to change the world but when there are no decent jobs left for our children and our grandchildren, the is no working middle class left, it had nothing to do with us and our work ethic, right? Blame the government, right?

Well, the destruction of decent jobs, that took generations of strikes, protests, lobbying and plain old hard work to win, is due to a lot more than a lax work ethic. That's something that's being done over our heads by elite corporate agencies and the political hacks they finance (like Campbell & co.). How hard we work or don't work means little to them as long as we are willing to pay more and get less.


From: goes far, flies near, to the stars away from here | Registered: Aug 2006  |  IP: Logged

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