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| yvl_united:start [2025/12/30 15:26] – [Why "Good Managers" Act Out of Character] admin | yvl_united:start [2026/03/05 15:43] (current) – admin |
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| {{:yvl_united:pagesmatter.jpg?nolink&170 |}} | {{:yvl_united:pagesmatter.jpg?400|}} |
| ====== YVL UNITED ====== | ====== Local 848 WSCCCE Council 2 ====== |
| Welcome to the YVL UNITED UNION section. | Welcome |
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| **Note to all YVL Staff & Leadership:** This site is a transparency tool. Our goal is to ensure that everyone—from entry-level staff to senior management—has access to the same facts, rules, and contract protections. We believe that when the "rules of the road" are clear and public, the library operates more efficiently, and our professional relationships remain based on mutual respect rather than "unknowns." | **Note to all YVL Staff & Leadership:** This site is a transparency tool. Our goal is to ensure that everyone—from entry-level staff to senior management—has access to the same facts, rules, and contract protections. We believe that when the "rules of the road" are clear and public, the library operates more efficiently, and our professional relationships remain based on mutual respect rather than "unknowns." |
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| This is a work in progress created during Christmas of 2025 | This is a work in progress created during Christmas of 2025 (updated title on 2-25-26 at 7:22PM) |
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| ===== Resources ===== | ===== Resources ===== |
| * [[yvl_united:tips_for_workers|Tips for Workers]] | * [[yvl_united:tips_for_NEWworkers|Tips for NEW Workers]] |
| | * [[yvl_united:tips_for_workers|Tips for Workers who dont feel as new lately]] |
| * [[yvl_united:rights|Know Your Rights]] | * [[yvl_united:rights|Know Your Rights]] |
| * [[yvl_united:cba_library|CBA & Governing Documents]] | * [[yvl_united:cba_library|CBA & Governing Documents]] |
| * [[yvl_united:weingarten|Weingarten Rights Card]] | * [[yvl_united:weingarten|Weingarten Rights Card]] |
| * [[yvl_united:steward_contacts|Union Representative Contacts]] | * [[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]] |
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| ===== Why "Good Managers" Act Out of Character ===== | ===== Why "Good Managers" Act Out of Character ===== |
| * [[yvl_united:grievance_form|Grievance Form & Procedure]]: Used to file a formal dispute within the **15-calendar-day** window. | * [[yvl_united:grievance_form|Grievance Form & Procedure]]: Used to file a formal dispute within the **15-calendar-day** window. |
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| | ===== Dealing with "Management Silence" ===== |
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| | What does it mean when management hits you with a PIP or a Warning, and then goes completely silent for days or weeks? |
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| | * **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." |
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| | **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 ===== | ===== New Requirements: Your Right to be Taught ===== |
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