Dealing With a Difficult Supervisor
If you've been a steward for a while, you could certainly fill in the squares on a game of lousy boss bingo. You can probably also list several creative techniques you have seen management use to avoid responding to issues you've raised.
With this in mind, our collective bargaining agreements (CBA) are designed so our union and management can work together to resolve issues before they're reduced to formal grievances. However, that principle grinds to a halt if front-line management doesn't cooperate. The boss's willingness to discuss and resolve problems reflects the Union's power in the workplace. A foreman’s/managers attitude shouldn't determine if the process works.
Tips to Keep in Mind
Know your facts. Before approaching management, ask the member to walk you through all the facts. Ask the member: "How is this a violation?" Get your talking points in order, and don't forget a pen and pad of paper so you can take notes.
Deal with the matter immediately. The purpose of a grievance procedure is for issues to get handled ASAP. Remind the manager about the grievance timeline and explain that it's better to deal with the matter now instead of in a step meeting that involves upper management. If the problem happened before and was settled in the Union's favor, emphasize it. However, if it wasn't resolved in the Union's favor, explain how the current situation is different from the previous one.
Keep your cool and maintain the upper hand. A manager who loses their temper undermines the problem solving process, which is also true for stewards and members. Remember the equality principle: when acting in a representative capacity, you are equal to management. You should expect nothing less than their respect. You can raise your voice to match a manager who yells, but you should avoid profanity. The bottom line is to not let their actions dictate yours. If a manager has a history of this behavior, bring another steward or Union Representative to your meeting and remember…keep your cool.
Avoid allowing management to turn the table on you. Suppose that you and a member approach a manager about a seniority question. The manager responds: "Where did you disappear to before the end of your shift last night?" It might be that the supervisor is deflecting from the seniority matter by asking an accusatory question, or perhaps it's something you aren't aware of. The key point is to not let the tables get turned on you. Instead, pause for a moment and refocus the discussion on the issue that you first raised. If the manager continues to question the worker, remember that Weingarten Rights apply.
Reflect on what worked & what you can do differently next time. Stewards often deal with situations that no manual exists for. Just do the best you can. It's a good practice to discuss how you handled a situation with your Union Representative. Don't "coulda, woulda, shoulda" yourself. Keep your head up and keep going.