Union Approach to Health and Safety: - United Steelworkers

More documents

Recommendations

Info

waste as management defines it includes our coffee breaks, our lunch breaks and our ability to exert control over the pace of work. Waste means any downtime or recovery time that is built into the work process. Eliminating waste is a program that too many union people are lured into without a real understanding of what management means by waste. In examining an involvement program, we must always look at the language that is used - looking for new words that are unnecessary and looking for smile and/or frown words that are designed to misdirect the activities of our members. Ideas for Acting Like a Union: Identify “smile words” and “frown words” and any other words with built-in values and discuss them with the whole union committee. Ask specifically what the company means by the words they use. For example, ask what is meant by “improvement.” Distribute flyers to the members that challenge the company’s use of words like improvement, empowerment, teams, etc. Make up a buzzword bingo game card and have each member keep track of all of the buzzwords that management uses. Write up a union glossary of management terms -giving the management meanings and the real meanings. Distribute it to all of the members. 9) No discussing collective agreement issues. This is an example of what we call a false security - a "protection" which is negotiated into ground rules or joint agreements, sometimes even at the suggestion of management. 4 It is agreed that the collective bargaining agreement shall not be discussed in involvement sessions. Sometimes a person is appointed as the “contract monitor” to make sure that this is adhered to. It is, of course, very important that joint committees not venture into contractual issues (although it is already true that they can’t – only the union’s bargaining committee can discuss modifying the contract with management). But the implication of this ground rule is that anything that isn't specifically covered by the contract is open game for discussion within a team or committee. This means that management can have discussions of mandatory subjects of bargaining, issues that should 4 For more information on and other examples of “False Security”, see the Labor Extension Program’s Fact Sheet Avoiding False Security.
only be discussed with the union, with individual members on involvement committees, members that may have been chosen by management. This is a fundamental threat to the role of the union as sole collective bargaining representative. Nothing in the work process can be changed without having some impact on the members, on the union and on bargainable issues. To say that there are changes that the union doesn’t have to pay attention to is frankly ridiculous. Pace of work, skills, health and safety, work load, job descriptions and a wide range of other issues that are important to the union and the members can be brought into teams or committees that are essentially controlled by management without violating the “no discussion of contractual issues” rule. Ideas for Acting Like a Union: Train union members about mandatory subjects of bargaining and about the union’s role in bargaining over any changes in the work process. 10) Setting Ground Rules: Sticking to the Agenda - Using a Parking Lot One of the key goals for an involvement facilitator is to maintain control over the discussion. One technique that is used to do this is putting a great deal of emphasis on sticking to the agenda and following "good meeting rules or ground rules." Since in many cases the involvement facilitator (with the help of management) has created the agenda, this ensures that the meeting moves in a certain direction. Another technique is to create what is called a Parking Lot where issues that arise that aren't on the agenda or that cause dissension between labor and management can be placed (often written on a flip chart). This mechanism allows the facilitator to defer issues that they don’t want to deal with until some later time when the discussion can be more effectively controlled. It also allows the facilitator to simply drop the issue (many parking lot issues never get back on the agenda) or deal with it with other people. Ideas for Acting Like a Union: Don’t let issues that are important to the union be put in a Parking Lot. Don’t accept the need to stick to the agenda when important issues arise or issues need more discussion. 11) Showing you a little bit at a time
Page 1:
Union Approach to Health and Safety
Page 4 and 5:
Activity Handout: Goals for Workpla
Page 6 and 7:
Activity Worksheet: Planning for a
Page 8 and 9:
(This page left intentionally blank
Page 10 and 11:
3. Why did this problem get correct
Page 12 and 13:
Activity Handout: Impacts of Workpl
Page 14 and 15:
involvement groups or teams. Genera
Page 16 and 17: discourage workers from reporting i
Page 18 and 19: References Aiken, L.H., Clarke, S.P
Page 20 and 21: National Institute for Occupational
Page 22: High levels of monthly overtime (84
Page 30 and 31: Multi-skilling Multi-tasking Flexib
Page 32 and 33: All of these trends have negative i
Page 34 and 35: Arenas of Struggle: Where Managemen
Page 36 and 37: Introduction In 1993, the USWA init
Page 38 and 39: substance of collective worker powe
Page 40 and 41: Management is seeking to create a p
Page 42 and 43: "rubber hits the road," in the actu
Page 44 and 45: would with a management facilitator
Page 46 and 47: their sense of solidarity with fell
Page 48 and 49: People are told that the reason tha
Page 50 and 51: Lost in the Desert is one of severa
Page 52 and 53: include: * Success and failure are
Page 54 and 55: In the workplace, where management
Page 56 and 57: 1) that everything that happens in
Page 58 and 59: impacts of changes while ignoring l
Page 60 and 61: include: How does the appearance of
Page 62 and 63: Ideas for Acting Like a Union: Make
Page 64 and 65: Involvement programs often utilize
Page 68 and 69: A favorite trick of involvement con
Page 70 and 71: A flip chart and magic marker are o
Page 72 and 73: Please send comments and suggestion
Page 74 and 75: consultant is claiming that they ha
Page 76 and 77: Where will the data be stored? What
Page 78 and 79: Questions about New Work Systems an
Page 80 and 81: What is the anticipated impact of t
Page 82 and 83: (This page left intentionally blank
Page 84 and 85: 2. Often the main problem with safe
Page 86 and 87: What Is The Most Effective Way To P
Page 88 and 89: In any investigation of an injury,
Page 92 and 93: tasks at ground level rather than w
Page 96 and 97: Some people thought that this prove
Page 98 and 99: design a simple health and safety s
Page 100 and 101: ACTIVITY HANDOUT GOALS FOR WORKPLAC
Page 104 and 105: United Steelworkers Health, Safety
Page 106 and 107: United Steelworkers Health, Safety
Page 108 and 109: 8) The union members of the joint c
Page 112 and 113: Activity Handout: COLOR-CODE FOR WO
Page 114 and 115: Activity Handout COLOR-CODE FOR WOR
Page 116 and 117:
To create a body map, you need the
Page 118 and 119:
A set of “sticky dots” in 6 dif
Page 120 and 121:
Example of Life Map in Progress Ask
Page 122 and 123:
Activity Handout COLOR-CODE FOR WOR
Page 124 and 125:
4. Why did you choose this particul
Page 126 and 127:
Page 128 and 129:
STEP #1: IDENTIFY THE SURVEY TOPIC
Page 130 and 131:
those being surveyed care about ano
Page 132 and 133:
time, and so on. These are consider
Page 134 and 135:
Page 136 and 137:
Page 138 and 139:
Access to Exposure and Medical Reco
Page 140 and 141:
• The names of chemical hazards i
Page 142 and 143:
Sample Request Letter to Employer f
Page 144 and 145:
Workers and/or unions who request i
Page 146 and 147:
There can be a charge for these cop
Page 148 and 149:
equired to provide the union with i
Page 150 and 151:
Page 152 and 153:
• The NLRB usually defers to the
Page 154 and 155:
Calling For An Inspection If you wa
Page 156 and 157:
equires it. In practice, most emplo
Page 158 and 159:
OSHA Citations OSHA may choose to i
Page 160 and 161:
desire to participate in any formal
Page 162 and 163:
you with OSHA. Separate or private
Page 164 and 165:
OSHA has 15 days to grant or deny t
Page 166 and 167:
What Injuries/Illnesses Must The Em
Page 168 and 169:
Privacy and Recording Injuries and
Page 170 and 171:
USES AND LIMITATIONS OF OSHA 300 LO
Page 172 and 173:
594 Miscellaneous Shopping Goods St
Page 174 and 175:
3. How could you go about getting t
Page 176 and 177:
Page 178 and 179:
2. Number of labor and management r
Page 180 and 181:
7. Preparing for joint labor-manage
Page 182 and 183:
Who Serves on Local Union Health an
Page 184 and 185:
Identifying and communicating with
Page 186 and 187:
work on improving safety and health
Page 188 and 189:
Some joint labor-management health
Page 190 and 191:
in member-involving ways, using uni
Page 192 and 193:
e. If not, what additional training
Page 194 and 195:
. If you answered “Yes” to 6.a.
Page 196 and 197:
a. Review your responses to questio
Page 198 and 199:
Meetings should be at least two hou
Page 200 and 201:
assessing potential health or safet
Page 202 and 203:
9. Action planning for improving th
Page 204 and 205:
hazardous conditions as the key pro
Page 206 and 207:
involves regular union-only meeting
Page 208 and 209:
protective equipment. Management ap
Page 210 and 211:
This list is a draft that can be ad
Page 212 and 213:
894 DECISIONS OF THE NATIONAL LABOR
Page 214 and 215:
Page 216 and 217:
Page 218 and 219:
Page 220 and 221:
Page 222 and 223:
Page 224 and 225:
Page 226 and 227:
Page 228 and 229:
Page 230 and 231:
Page 232 and 233:
Page 234 and 235:
Page 236 and 237:
Page 238 and 239:
Page 240 and 241:
Place an arrowhead going toward the
Page 242 and 243:
Questions To Answer Regarding Commu
Page 244 and 245:
a. For the one agenda item that you
Page 246 and 247:
4. Making a strategic plan for the
Page 248 and 249:
[This page left intentionally blank
Page 250 and 251:
Page 252 and 253:
III. Formulating Proposal/Demands:
Page 254 and 255:
5. Information Gathering: a. What a
Page 256 and 257:
9. Building Leverage: a. Come up wi
Page 258 and 259:
WHY DO STRATEGIC PLANNING? Most uni
Page 260 and 261:
Who: Someone needs to be assigned t
Page 262 and 263:
Page 264:
show all

Union Approach to Health and Safety: - United Steelworkers

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?