Tag Archives: union

21

Why am I Working Here?

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First a brief overview of my past for those of you who missed it at the beginning (about 95% by my non-scientific analysis).

I grew up blue collar in a Detroit suburb. Went to a highly regarded mid-western university (does not go by the initials ND). Got a couple of very well-paying jobs.

Had two psychotic breaks. Discovered I was bipolar and my job stress had to go. Finally ended up stocking cheese at a big box store. Low stress; low money.

Started blog about work. Got bored with that. Moved on to other subjects. Which is why you are reading a blog called Adventures in Cheeseland that has nothing to do with cheese. Have been told it’s a very bad idea to change the name of the blog.

Life has been pretty good in cheeseland. I like the people (most of them). The work is low-stress. My hours are early, but I like them. We are unionized, but that’s not one of its selling points.

It’s family-owned. When I started it was run by a man who was philanthropic, family-oriented, and good to work for (if you’re looking for that type of work).

[Warning: from this point forward it’s sarcasm, not the kind of humor you usually see in my blog.]

Unfortunately, he died. His sons took over. From all appearances, they learned very little from their father except how nice life could be for them with a lot of money.

They have been steadily climbing the Forbes 500 list of wealthiest people. During the United Way campaign, they asked us to contribute to help support people earning less than $27,000 annually. No one in the room was making close to $27,000 annually.

They started to buy a lot of their inventory from China (not the food). In fact, they have opened a distribution center in China “to be closer to their suppliers.” Some slippage in quality; some increase in price.

Their store brand used to be comparable to the national brands. Now the only thing I will buy are the pasta and canned tomatoes (to start the pasta sauce). They raised the price on cheese so high that sales started to drop.

The company hired a non-unionized workforce to do some of the stocking. Higher pay, same benefits as the rest of us. The union said to let them know if anyone had their hours cut because of these people.

Excuse me?! All of the work they are doing should be done by union workers. Michigan is now a right-to-work state. But standing by while the company pays non-union workers more money is not one of the definitions of right-to-work. At least is wasn’t when I did employee benefits.

When Michigan raised the minimum wage, the union made no attempt to get a higher wage cap for the employees who were already above that level. I’m guessing the idea never crossed the brothers’ minds.

The union contract is up next year. We no longer need to belong and pay dues. They may want to start working a little harder. Even the stewards are advising that we get rid of them. (They did save the job of a guy who went totally ballistic when someone took his food out of the microwave after he left the room.)

But all of that pales next to the company’s most recent initiative.

Work-motion studies have been around for more than a century. (Anyone remember “Cheaper by the Dozen”?) But the company seems to have created theirs without actually studying what the employees do.

Their basic idea is to get the maximum number of employees at work during the busiest times of day. Sounds logical, right? In fresh foods they do it by taking the people who set up the departments and having them start 2 to 3 hours later.

Problem? Nothing is set when the customer levels increase. Solution? Don’t change the standards for when the set-up needs to be done. But don’t allow workers to have carts on the floor because that’s inconvenient for the customers.

Employee can’t meet the standard? Write him/her up.

Best usage of this idea? In the bakery they have moved the slowest person to a schedule that requires her to do the majority of the baking before the store gets busy. Hope she doesn’t currently have any performance points. We only get 12 before we’re terminated.

There is ABSOLUTELY NO OVERTIME. Yes, the memos capitalize it. Currently, we can work 7 extra minutes each day without incurring overtime. It’s helpful when you’re trying to help a customer or finish a display.

We are moving to being paid by the minute. Which means that we can have 7 extra minutes per week before we have overtime. But we get paid for those extra minutes. And we get written up for that 8th minute. Seriously.

If we are helping a customer and it gets close to quitting time, either the team leader needs to take over or we need to call the manager to see if we can stay the extra time. Seriously.

Did I mention that the store is understaffed? The only ones who want to work here can’t pass the background check. Seriously.

I’m guessing that by now you understand why I no longer write about work. Work is no longer humorous.

I wonder if there’s a call for cat-sitters around here?

0

Not Your Father’s Union

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I belong to a union for retail workers. I had never heard of it before going to work at the store. That should have been a clue right off the bat. I have been around unions my entire life and thought I pretty much had them down. Silly me.

I grew up just outside Detroit (as in one mile from the border). Detroit was the ultimate union town. Every company associated with making a car (manufacturers, suppliers, transport) was closed shop. If you didn’t belong to a union and were blue-collar, you probably didn’t have a very good job. The United Auto Workers (UAW) was king, but there were teamsters, electricians, plumbers, metallurgy workers, and an alphabet soup of others. Every fall would see one or more school district closed by teachers’ strikes. Unfortunately our district always signed.

Every three years, the automakers (GM, Ford, and Chrysler) would “pattern-bargain”, so workers at all three companies would get the same pay and benefits. The unions were extremely successful and the workers enjoyed high wages and some of the best healthcare benefits in the country. Unfortunately, it also meant that other companies couldn’t afford to move here. (cue ominous music)

But car sales slumped with oil crises and foreign competition. Did you know that UAW membership is slightly more than one third of what it was in the heyday of the 1970’s? And as Charles Wilson, President of GM said (more or less) in 1953, “As goes GM, so goes the nation.” (the music gets louder)

When I was hired, the company was semi-open. I guess that’s what you call it. It was a stupid system. Even if you didn’t sign up, you had to pay the dues. Since you were paying the dues, the union had to represent you.

Representation is kind of a strong word for what we get from our union. The wages start at minimum wage in each state. They increase by 25 cents for every 700 hours we work to a maximum hourly rate somewhere in the neighborhood of $10. There are a few specialized jobs in the company that earn $1/hour more.

The pay scale has been the same since the union “negotiated” a second tier for new employees several contracts ago. The new tier pays approximately half of what the more senior employees make. I don’t think the company would have been allowed to pay people less than the minimum wage even if we didn’t have the union. Note: our starting pay is less than the big-box store across the street.

Because of the Affordable Care Act, the company was allowed to put in more stringent requirements for part-time employees to be eligible for health-care. Guess the union was too busy to even comment on that.

We are not allowed to strike. I have no idea how the union got the store to agree to that.

The store is closed on Christmas Day. Every other holiday is treated like a regular workday. I work every Thanksgiving because Thursday is part of my schedule. Full-time or part-time is irrelevant. I bet the union had a hard time getting that through too.

The union was nowhere around when the company changed its discipline system to allow all absences and tardies to stay on our record for a year instead of dropping off after 30 days. Discipline issues and absence issues can now be combined to determine whether an employee can be terminated.

Usually a union will get some kind of concession for that type of change. Here’s ours: if we go four months with no absences, our manager stops by and congratulates us (if they remember).

Last year, Michigan became a right-to-work state. Which means we can all opt out of the union if we choose to. In what can only be described as interesting timing, the union raised our dues this week. They are now 2 hours pay + $16 per month with a minimum of $30.08.

Since the dues are taken out weekly, it was almost impossible for some of the people to figure out how much the raise was actually going to be. The calculation [(2 hours +16) x12/52] is a bit complex, particularly since the store is good about hiring mentally challenged employees for many of the rote tasks.

Of course, we can’t get out of the union until the next contract is negotiated in May 2015. The union may not be doing much for us, but it seems to be taking care of itself just fine.

1

The Peasants are Rioting in the Streets

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It is doubtful that Marie Antoinette ever said, “Let them eat cake.” For one thing, by the time things were quiet enough to write things down, everyone who would have been present had been separated from his/her head and was unable to verify the quote. It’s too bad they didn’t have Facebook (the Queen sounds like the type who would have loved tagging pictures). It appears that things stay on there forever.

The exchange kept coming to mind last week at work. You may recall me talking about a woman who was told that she couldn’t take a vacation because they are too short-staffed in the deli. She has chosen to retire at the beginning of December. She’s decided that if they are that short-staffed, once winter arrives she’ll be stuck by herself on the days when everyone else is either sick or staying home because of the snow . I’m guessing that was not the company’s goal when they denied the vacation.

I learned that a couple of Saturdays ago, they were short-staffed (surprise!!), There were only three people on the counter, scheduled in such a way that one person would be alone at the end of her shift. It was so busy, that they weren’t able to take their breaks. When they called management to say they needed coverage for lunch, management told them to stay on the counter. The best part was that the team leader left before noon because she had to go to a birthday party. (They probably ate cake.)

The union steward reprimanded the team leader and manager. I’m sure the employees felt much better knowing that management is now aware that employees should be allowed to go to lunch. Apparently, Ralph’s does not know that the Department of Labor also has an issue with making people work for 8 hours without a break. (I think France had indentured servants prior to the Revolution, so we’re still on track).

Moving on to Tuesday, one of the male stockers came in and said he needed the rest of the week off because his grandmother was having surgery (that’s more time than he would have gotten if she died). The team leader said he would have to tell the manager, apparently thinking this would dissuade him from leaving. The manager looked at him in disbelief and let him go. I guess the way to get time off is just to say you are going.

He decided that he could be back on Friday.  The team leader switched the other stocker’s day off from Wednesday to Friday to cover. When the first stocker came back, he was angry because he didn’t have any help on his busiest day. Guess he didn’t get the message about being short-staffed. He lost all sympathy when we discovered that the surgery was for a knee infection, not something life-threatening. The team leader lost all sympathy when she welcomed him back like a returning hero.

One of the people who needs to keep filling the staffing holes has a job similar to mine, except in the “fine” cheese (you can pronounce all the ingredients, but not the names of the cheeses). The team leader kept asking for “favors”. Finally the woman ignored one of the “requests”. The team leader told her she had to see the manager NOW. I guess it’s like being sent to the principal’s office.

Finally, I was sick on Thursday (one point on my record, no pay). Of course, no one could cover. On Friday, the manager comes by and says that the vice-president is expected and I need to fill in the holes before I do anything else. I’m not sure what he meant – the whole section was holes. Not that it matters. In the (almost) two years I’ve been there, she has never even looked in my direction on one of her tours. And she didn’t look this time either.

I really think all we need is a leader and something to tear down.