Re: Anonymous Recently Asked Questions (You're Welcome to Submit Yours)

I understand that you intended the areas addressed within your post as, "question[s] to ponder" but I'd like to offer my perspective regarding a few of the areas;

In regards to Management moving Employees' shifts and work locations:

Article 5 of the agreement between our Union and our Employer (Kaiser Permanente) addresses some of the rights of Managements (such as those in regards to Employees' shifts, workloads and work locations). Article 8 also addresses this area stating, "Notwithstanding posted requirements, the Employer shall have the right to assign any Employee within a classification to any job assignment, task assignment, work location, or desk assignment."

Notwithstading the above sections of the agreement, Article 12, Section 6 describes how the Employer will attempt to schedule Employees and Article 12, Section 7 describes how the correct process for changing Employees' shifts, when doing so becomes necessary (as determined by the Employer).

If a Union Member is dealing with a difficult situation (such as the one you described), I would encourge him/her to contact a Union Steward and/or Business Agent within the Union and discuss his/her concerns (specifically mentioning the two, latter articles mentioned above). However, good luck with getting our Union to file a grievance on your behalf - chances are, you'll need to fight our own office in order to try to get them to fight for us.

In regards to your concerns about the LMP:

There are many others who are concerned about the manner in which the LMP has been implemented, here, in San Diego. That is why, when David Kessinger ran for the position of Executive Director of OPEIU, Local 30, last year, he explained that the LMP needed to be changed (see: http://opeiu30.org/DavidForExecutiveDirector.html). However, I don't necessarily agree with the "in bed with management" characterization; I believe it's necessary to understand that there are certain areas of mutual interest, shared by both Union Members and our Employer (i.e. Company success/Employee Success, Worker Safety). These areas can be worked on, together in order for our Employer to "thrive" so that we, as Employees, may share in this thriving by receiving better compensation and safer workplaces, etc. But I do agree with your concern that, notwithstanding the fact that we, as Employees, are the major funders of the LMP at Kaiser, it feels like we are getting the short end of the stick quite often.
It's near that time when our Union chooses whether to remain in the LMP or to exit the program. I believe it's either time to fix the LMP, or leave it.

Fraternally,

Dustin