“The primary function of the Union Steward shall be to administer the terms of any negotiated union agreement in the interest and for the benefit of the bargaining unit. The Union Steward is the Union’s authorized on-site representative.”
The proceeding statement is taken directly from one of our contracts and accurately conveys your primary responsibility. Essentially a Primary Job Steward, or any Steward for that matter, of Local 470 is responsible for: the administration and organization of paper work and for preparing the stagehands payroll requisition in a timely fashion, filling ‘shorted or bumped up calls’, implementing procedures as determined by the Membership or the Business Agent, serving as a recruitment officer for future potential IATSE Local 470 members, documenting violations of the IATSE 470 Hiring Hall Conduct Policy, tracking members hours for benefit eligibility or Hiring Hall placement considerations, leading by positive example, dispersing general union information to the membership when requested and acting as the on-site ‘foreman’ of the Union operations.
The most difficult part of the Steward’s job – and the most rewarding – is solving problems. The Steward and the supervisor are going to have to work together for a long period of time. Constant conflict is not going to make the relationship rewarding for anyone.
A Steward can assist workers with problems that are work related as well those that are not. A grievance only approach limits the Steward and the role of the union as a worker representative by focusing solely on conflict rather than problem solving. Most workers consider conflict a last resort, and will opt for management’s “open door policy” rather than the union if the union consistently uses this approach.
Recent studies indicate that about 25 percent of the work force will have a work related problem in any given year. Half will deal directly with management and not the Steward. About ten percent will eventually use the grievance procedure. Others will do nothing, change jobs, or see a lawyer. The reasons given are that workers want to avoid conflict and do not want to lose control of the situation. When workers do not use union representation, unions lose contact with their most important resource – the membership. It is therefore important for Stewards to work out solutions with the worker, to be there for them when they need help, and to try to find harmonious solutions to problems.
There will be times when there is no mutually acceptable solution available. The best way for the Steward to recognize the intractable problem is through trying out options on the supervisor. If other options fail, the intractable problem becomes a grievance.
Stewards soon learn to be creative in finding solutions to problems, often finding that the supervisor is trying to do the same thing. On the other hand, taking a hard and fast position of righteousness produces little and generally finds the supervisor taking the same approach.
Definition, direction, creativity and flexibility are the basic elements to the problem solving process.
The Stewards first task is to understand what needs to be done to solve the problem – defining and stating the problem, finding the direction to resolution. In being creative the Steward should understand the problems faced by the supervisor as well as the worker. There are supervisors who simply want to get the job done. Others are on the way up and are very concerned with impressions. Others see themselves bound by limited authority or rules. Understanding the supervisor’s situation often leads to ways of solving problems, through addressing their needs as well as the grievant.
In looking at problems Stewards should learn to look beyond the boundaries of the agreement to other options. For example, permit workers are going to leave with a good feeling about the union if the Steward sees that they are accorded the same level of dignity and respect that others receive. And if they become members they will have a much more positive view of the union.
In short the Steward’s role is much broader than applying the four corners of the agreement to a set of facts. The Steward is a missionary, problem solver, facilitator of dialogue, as well as the interpreter of the agreement.
When the Steward meets with a supervisor in the role of union representative the Steward has the same standing as the supervisor. In other words they are equal under Federal Law. Retaliation for union activity is also illegal under the National Labor Relations Act and other labor relation laws; thus when the union business is completed the union representative is protected concerning their legal activities on behalf of the union.
This status carries with it the obligation to act in a fashion that reflects well on the union. There is room for passionate concern for your fellow worker, but not for abuse of the supervisor or other representatives of management. Abusive conduct is non-productive. Vigorous advocacy is permitted, and what would not be allowable in the normal boss-employee relationship is protected by law. However, the equality rule does not apply to their personal behavior or insubordination not related to their duties. The latter is what often gets a Steward into trouble.
The employer may take the position that, because the Steward should know the contract better than the members, the Steward’s standard of behavior should be better. Under the law, though, an employer must apply the same standards to Stewards as other employees. And, Stewards are subject to the same discipline as other workers if they violate the rules of conduct.
Sometimes management will deliberately try to provoke the Steward. The Steward should recognize this ploy for what it is. When a union representative becomes angry, they lose control of the situation. The use of emotionally loaded terms when others would do as well is a good signal. If you feel anger welling up inside, it is a good time to take a break.
Two key things to remember when considering a Stewards protected status:We all make mistakes. We're human. Stewards even make mistakes. Some of these mistakes are particularly serious. Here is a list of mistakes that IATSE Stewards make. Read them over. Nod your heads. But don't make them again!
There are five fatal flaws that a good steward must avoid. These flaws are:
© IATSE Local 470 2012