Blog 9 - Labor-management relations

Traditionally Labor-relations has always been an, us against them stand-off, with both sides doing the best they can for their respective constituency. Management has always taken the stance, of have exclusive rights, wanting total power in running the company for the good of their shareholders. I have had the luxury of being on both sides of this relationship during the course of my career. When I was a union employee I sided with the union, not only because it benefited me financially, but because I really felt protected, I could be forced to work overtime, I was guaranteed good pay for what I did and my family had ample benefits. As a member of the local CWA 1142 within AT&T, I understood our challenges and needs.

However, as my career grew I eventually joined the ranks of management and learned another way of thinking and of being rewarded in the work system. I learned that at a certain level of management you’d have two pensions, I learned that you sometimes worked 25 – 30 hours a week, 40 hours a week, just as you may work 60 hours a week. No matter the hours you’d bring home the same amount of pay.

Having insight to both sides I saw many abuses of the privileges that comes with each, and that I believe is where the problems lies.

I feel that each side must review their old stances, management needs to learn that they do not walk on water, they should work equally as hard as union members. I believe that what they expect from the corporation must be justifiable for their contribution. I believe they are in many instances in the same exact financial situation as union workers. When there is slack and cushion employee positions they must be cut. After all how many assistants to the assistants do we need in management.

Same thing for union members, they must also work just as hard as management, I can help but recall how many instances I witness union members ensuring a new worker slow down and not be so quick to complete a job. You all have witnesses this, where you have an electrician, and a helper come into an office to look at the light bulb needing to be changed, both going to retrieve a light bulb, an both coming back with a ladder to change the bulb. Sometimes taking as much as 45 minutes to do the job. I always wondered why they couldn’t simply just ask what type of bulb was needed, one guy showing up with the ladder and changing the bulb. Or better yet why couldn’t management have access to bulbs right in their offices and being allowed to change the bulb immediately, perhaps taking 5 minutes.

As the article states let’s begin to have some honest dialogue on how we work together, because in the end both sides have a lot to gain and lose. Neither is worthier than the other, together they create profits or provide a service.