The 'text' on the computer based coverage/training for code of conduct is the cliff notes version.  You can print out a copy of the entire verbage, just how many do so is probably very, very small.  HOWEVER, people sign the confirmation that they have been covered, so you were.    There has always been a limit as to what we could talk about in a public forum when it comes to maintenance and provisioning of our network, our customers' records, public policy positions.  There is a definite bright line when it comes to the federal gov't's protection of that 'secrecy of communications', and Qwest to their credit was the only telecom that didn't capitulate and provide the feds access to all your communications records.  But when it comes to their own employees, their information they are more vigilent than a mother bear.  Common sense comes to mind.  Couple that common sense with the control issues that some in management have, from the top down.  Many things could be construed as insider trading information, the market's that volatile. 

 

What you do in the privacy of your own home, talking with your spouse/family about your health and safety on the job, the amount of money in the checking/savings accts, where you can go for healthcare and when you have to be to work and when you can be expected to come home are normal conversations, things that happen in every home.  The company just doesn't expect them to be posted on a bulletin that any and everybody could access and read, as it has happened.  Again, I may not agree with what they have determined to be 'code of conduct', but it's what you got when you agreed to work for them.  To abide by their rules when it comes to their business and how they treat their employees, their customers and their resources.  We have a grievance and arbitration process, we have a collective bargaining agreement.  If there are changes to any thing that is subject to collective bargaining, then it's back to the table to discuss them before the changes can be made. 

 

Work with your local officers and stewards.  Gather at your local's hall and talk about what's happening on and off the job.  Put your heads together there, talk it out, work it out, plan the next steps.  But do so within the guidelines of the contract we have, otherwise you'll be pounding your heads against a brick wall  while standing in the unemployment line.  It's alot cheaper to fire someone than it is to surplus an employee.  No VSPP money, no 6 months of health insurance... it's cheaper for them. 

 

Ask if the District or the National is pursuing an appeal on the mobilization LOA.  Check to see what our options are there.  And while you're at it, be sure to send a care package to the South Dakota 9 to help them thru the holidays.