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--- yvl_united:start [2025/12/30 15:26] – [Why "Good Managers" Act Out of Character] 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 =====
@@ Line 45: / Line 54: @@
   * [[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 =====