Quote:
Originally Posted by IROC
One thing I've never understood is why do union workers think they deserve "job security"? Everyone else in this world earns their job security through performance. Why do unions attempt get "job security" guaranteed as a contract issue?
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It is complicated. Sometimes, as in this instance, "job security" largely means outsourcing policy. In the usual sense what it means is the degree of justification management needs to show in order to terminate a worker. Now......you guys who don't understand me but think you do, are probably already pissed at this post. Well, as with many things, your perspective may or may not be complete. For example:
In Washington State, as in most states, the "employment at will" doctrine is alive and well. Still. This doctrine concludes that the employers own the jobs and can grant or take them away at their whim. In Washington State, as with every state, employers are prohibited from discriminating on the basis of a protected group (religion, race, sex, etc). But....employers can discriminate all they want against unprotected groups. For example, it is perfectly lawful for an employer to announce on Monday morning that they don't like people with moustaches, and that all mousachioed persons are, as of this moment, terminated. Union representatives work toward contract language that outlines under what conditions workers may be terminated.
I know of no labor contract that disallows employers to terminate "for cause." You guys can pretend that union contracts prevent employers from terminating for cause, but it doesn't exist. It can be administratively cumbersome to jump through the hoops necessary to get everyone's buyoff that a worker deserves termination for cause, but it's not impossible. Indeed, a close friend of mine took over a large shop whose union was bludgeoning management. Over the years, my friend has evened that relationship up and one of the ways he did that was to create a system that ensures, in the case of a 'for cause' termination, that the justification is in place. When he fires someone, the union now enters those discussions with the assumption that after complete vetting, they will be telling their union member that the termination will "stick." Interestringly enough, changes like this have tipped the sale more in favor of management......AND IMPROVED THE OVERALL RELATIONSHIP AND COOPERATION. Go figure. Management starts doing its job, and things work out better. Whooda thunkit?