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--- yvl_united:start [2025/12/30 15:25] – [Union Library] admin
+++ yvl_united:start [2026/01/13 15:52] (current) – external edit 127.0.0.1
@@ Line 6: / Line 6: @@
 This is a work in progress created during Christmas of 2025
 ===== Resources =====
+  * [[yvl_united:tips_for_NEWworkers|Tips for NEW Workers]]
   * [[yvl_united:tips_for_workers|Tips for Workers]]
   * [[yvl_united:rights|Know Your Rights]]
@@ Line 12: / Line 19: @@
   * [[yvl_united:weingarten|Weingarten Rights Card]]
   * [[yvl_united:steward_contacts|Union Representative Contacts]]
+  * [[yvl_united:yvlnow|An overview of YVL's current challenges]]
+  * [[yvl_united:yvl2026|A Better future for YVL]]
 ===== Why "Good Managers" Act Out of Character =====
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 The CBA protects the manager, too! It gives them a "Rulebook" they can point to when *their* boss tells them to do something "strange" or unfair. It allows them to say: *"I can't do that; it violates the contract."* **The takeaway:** Don't take a shift in management behavior personally. Stay focused on the facts, follow the contract, and let the CBA be the "calm in the storm."
+===== The "Check-the-Box" Trap when it comes to Training =====
+Management will often ask verbal questions like "Do you need anything else?" or "Do you request training?" during high-stress meetings.
+  * **The Trap:** They are looking for a "No" so they can prove they offered help and you refused it.
+  * **The Lie:** If you say "Yes," but they write "No" on the final paperwork, they are falsifying your record.
+  * **The Fix:** ALWAYS follow up a meeting with a "Summary Email."
+    * "Thanks for the meeting. To recap, I requested training in X and Y to help me succeed."
+  * **The Defense:** If the paperwork is wrong, **NEVER** sign it without writing "Content Disputed" or "Receipt Only" next to your name.
 ===== Union Library =====
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   * [[yvl_united:grievance_form|Grievance Form & Procedure]]: Used to file a formal dispute within the **15-calendar-day** window.
+===== Dealing with "Management Silence" =====
+What does it mean when management hits you with a PIP or a Warning, and then goes completely silent for days or weeks?
+  * **Don't Poke the Bear:** You are under no obligation to "remind" them to discipline you. If they haven't asked for a signature, don't ask for the pen.
+  * **The Procedural Pause:** Often, silence means they realized they made a mistake in their documentation and are trying to figure out their next move.
+  * **Keep the Momentum:** Use this quiet time to catch up on projects. The better your output looks during their "silence," the harder it is for them to justify the PIP later.
+  * **Document the Gap:** Note in your personal log: "Dec 30: No mention of PIP document by supervisor. Projects A, B, and C proceeding on schedule."
+**The Union Perspective:** If they let an issue sit for too long without action, it can be argued as "laches" (unreasonable delay), making it harder for them to discipline you for it later.
 ===== New Requirements: Your Right to be Taught =====