No the usual ‘argument’ that references is that it you have a complaint or preference or comment or whatever about your work or job duties, you have to bring it to your union rep, rather than talk directly with your employers management. Somehow that’s supposed to be an argument against unions.
Are these morons suggesting that the union will take over for management?
Some unions make disciplinary processes and who can be terminated under what conditions part of the contract. In the worst cases this creates a scenario where bad workers are functionally impossible to fire and the people there actually trying to get their work done have to deal with it, because the bad apple hasn’t been written up for identical violations on at least 3 different dates in the last 90 days, then been provided with explicit written directions of how not to do what they’ve been doing in a meeting with management and the union rep, then given another month before reevaluating if they’ve corrected the issue, then suspending them if they haven’t, then doing the whole process over again before being allowed to fire them. Passing the improvement plan evaluation resets the whole thing. Presuming what they’re doing isn’t an immediate risk of injury or death, that is (that has an expedited process).
The amount paid for dues is greatly exceeded by the benefits of having a union.
You ARE guaranteed pay, benefits, and rules because you have a contract with the employer that covers those things.
Are these morons suggesting that the union will take over for management?
That’d be a great reason to unionize
IWW has entered the chat
No the usual ‘argument’ that references is that it you have a complaint or preference or comment or whatever about your work or job duties, you have to bring it to your union rep, rather than talk directly with your employers management. Somehow that’s supposed to be an argument against unions.
Some unions make disciplinary processes and who can be terminated under what conditions part of the contract. In the worst cases this creates a scenario where bad workers are functionally impossible to fire and the people there actually trying to get their work done have to deal with it, because the bad apple hasn’t been written up for identical violations on at least 3 different dates in the last 90 days, then been provided with explicit written directions of how not to do what they’ve been doing in a meeting with management and the union rep, then given another month before reevaluating if they’ve corrected the issue, then suspending them if they haven’t, then doing the whole process over again before being allowed to fire them. Passing the improvement plan evaluation resets the whole thing. Presuming what they’re doing isn’t an immediate risk of injury or death, that is (that has an expedited process).