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| | (1 recommendation so far) | Message 1 of 17 in Discussion |
| | From: Safe_Bet (Original Message) | Sent: 11/18/2008 9:43 PM |
So to Recap...
A dwindling employee base, a hiring freeze, a non-existent employment agency, Stock and Inventory Requirements, Barely attainable goals.. Refusal to re hire agents already trained and a desperate rumor Control initiative by snr management along with the quiet advice by other managers to agents not to bank on being employed with qwest next year..raises a question, WHEN THE CALL CENTER CLOSES EARLY NEXT YEAR Can there be Some sort Of Compensation For Agents who were fired under these Circumstances if it's proven that their dismissal was just to lower the number of agents qwest needed to pay severance to? |
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 Amen PNB!!! We ALL need to do this!!!! |
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| will CWA get this process going...pay for it, even? |
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|  0 recommendations | Message 5 of 17 in Discussion |
| | Sent: 11/18/2008 11:15 PM |
| This message has been deleted by the author. |
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You and every member who is terminated gets the ball rolling. You pick up the phone when your manager says 'Let's go talk.' You get a steward to attend each and every meeting that could lead to any disciplinary action or termination. A grievance is filed for each one of those meetings. You fill out the statement of occurance and you make the first move. You are, we are CWA. No steward can act on your behalf without your involvement. Yes, CWA will pay for this process, these are your dues at work. You keep making those phone calls to your steward to check on your grievance's progress, remember you're not the only fish in the frying pan. File for your unemployment, get denied? file for the appeal. Let your steward know. Get in contact with the local unemployment law project or other ombudsperson if the local doesn't have a person capable of helping you. As the local and others see that they aren't the only ones who are fighting this same battle, then the class action suit can be started and certified. But that won't happen unless we individually speak up and let someone know, fill out the forms, take the initiative to help ourselves so others can lend us a hand. If you don't let someone know you're trouble, that you need help, you won't get what you need or want. You need to make the first move and keep moving. |
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| | From:  Les979 | Sent: 11/19/2008 2:14 AM |
pnb- that only happens in a perfect cwa world. remember, many of us are stuck with crappy representation. you know, union reps go solo into meetings, only take sketchy half ass notes, never get in touch with the member before or after the meeting, dont push management to do anything, always side with management - yes they can do that. sooooo members need keep detailed information, and by all means go to the nlrb and file charges against the union if they feel like they are getting the shaft. maybe a few nlrb charges will wake up the crack union. (doubt it though - they just dont care.) also hire a good labor attorney. yes they cant represent you right away, but they might be able to guide you through the steps, and they will want to keep up to date on all that is happening. |
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| | 0 recommendations | Message 8 of 17 in Discussion |
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| This message has been deleted due to termination of membership. |
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| too true,if i could change 1 thing,it'd be-to have been more involve with the union,so that when they began the "unrealistic expectations plan" i could have helped quash it in it's infancy |
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I'm not fired.. I'm on a WOD, (Warning of Dismissal) like Vast percentage of this call center for issues we cannot control, we offer all products and follow the CFLOW.. Sales Calls go to Vendors that can offer promotions we cant touch. If a customer goes online they are offered promotions that we cant touch. When a sales call gets past the VRU to us, god knows the system breaks and we loose a sale. Our INBOX’s are full of Trouble tickets for one system or another going Down. Not too mention Sales stealing.. Who in any Call Center has had one sale or another Stolen??? EVERYONE!!! Everything is geared to screw us over, The Sales goals cant be achieved by the average agent, the availability is screwing us to be fired as well. All in all we are down to a few and hanging by a thread, or the Coaches good graces. Don’t even try to tell me that calls cannot be routed to any individual group of agents using Avaya.. There is a difference of opinion as to when the call center will close, Some believe that it will be about the 31st December, before our Vacations can kick in or the Three month Notice will only be at $10.20, Others believe that it’s going to be after a couple of weeks in January to give the management a chance to Fire as many agents as possible leaving only a few to receive severances.. Which do you think? We really should start an office pool. |
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Les, While there are some lousy stewards, even they can't help someone who refuses to ask for help, who won't fill out the statements of occurance, who won't ask for a steward to be present at those 'little discussions' that ultimately do end up in disciplinary action. If we could tatoo the Weingarten Act to the inside of their eyelids when they're hired we'd all be better off, all of us because the company would realize there is no divide and conquer. Yes, if you're not getting the representation you deserve, then by all means file board charges, but how many folks will pick up the phone and do that? We need to empower ourselves, we are the union. We help one another make a difference in our lives and the person next to us in the office or garage. It starts with one. And each of us needs to realize we are that one. No excuses for not standing up and asking for help or letting folks know you're in trouble. The best labor law attorney can't do a thing until you call them and give them all the documentation and contacts. A steward can't do their job unless you provide them with the same information and assistance. |
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| So, Safe Bet... did you have a steward present when you received your letter of warning? Have you asked them to file a grievance because of that discussion? I take it you're not the only one who is facing similar circumstances, did they have a steward present at their 'discussions'? There usually is more than one meeting when it comes to this 'warning of dismissal', so did you have a steward present for those meetings as well? Did you file a grievance for each of those meetings? The union can't stop a company from going out of business or downsizing it's way to oblivion (sp), but they can force the company to abide the rules of the game they designed. There is a contract the defines what processes and procedures must be followed when they reduce headcount or close a location. There are state and federal laws that come into play as well. You're at the point of needing to know whether this is downsizing for economic reasons or disciplinary action for non-performance. That's why you file the grievances at every step of the way, at every meeting that they discuss your failure to achieve or perform. You want to protect your rights to unemployment insurance, your rehire rights, your ability to be hired by another company (because they will mark your file as to whether or not you're hireable.)
These are tough times for all of us and no one is exempt from their terror. United we stand... again let folks know you need their help. Speak up at the first sign of trouble and keeping getting louder with your requests until someone hears, until help arrives. I wish you well. | |
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| I wish I could tell you just how many grievances I file with the company in a week. I wish I could tell you how many hours I spend prepping those cases for a grievance meeting on my own time. I wish I could tell you every time a team lead tells me there is proper coaching and the rep didn't apply it. I wish I could tell you how long it takes for us to prep your case for 2nd step. You aren't the only person we have a grievance filed on. In fact on a good month we may only have 200 cases to keep up on. I'm sorry if you didn't get a call back, an e-mail or a hey heads up from your steward. We are SO busy filing, prepping and arguing that a lot of the personal touch gets lost. It really URKS me when people say their union doesn't do anything for them. Become a steward and see what is truly involved. |
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Being a steward is the hardest job in the union. Rarely does any member say 'Thank you for ........' Lots of work off the clock. Lost time wages are just that, time that the company normally pays for, but all those others hours calling folks off the clock, typing up pages of documentation, pouring through personnel files, all that prep work... Lonelysc1 thank you!!! Folks just don't know the full extent of what the volunteer stewards and other unionists do for all the rest of us, if they only knew maybe they'd change their tune. |
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| | | From: Les979 | Sent: 11/19/2008 2:06 PM |
lonelysc - thank you for what you do. the steward im talking about isnt that busy. i even heard from another steward that when a member transferred into their group they had to go back and clean out alot of crap from their members file that the other steward didnt bother getting out of there. i know this steward handled a grievance for me that they should have easily won and they didnt. this steward was made aware of something fishy with documentation back in april and hasnt done anything. so their higher up is having to take over the case and yet the steward is still a steward. and with the good ole boys attitude, unless you fit in you will not be allowed to be a steward. so we are screwed. |
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| I did have a steward and it is under grievance for poor coaching and not following up with aggreements in the ww.. my steward was great and took fantastic notes.. and great follow through. |
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