Union Withdraws ULPs

On November 1, SCSO withdrew all ULPs in an "olive branch" gesture to demonstrate committment to rebuilding labor management relationships. SCSO could have continued with three of the four ULPs; however, after reasssureance from the NLRB that withdrawing them would not jeopardize our right to reactivate them in the future if the issues are not resolved, SCSO requested they be withdrawn.

A consulting group from New Jersey is working with governance, management and staff to develop an organizing plan and restructure the organization.

Union Takes "No Confidence" Vote

September 24, 2007, SCSO took a vote of No Confidence in the Executive Director. SCSO presented Thompson with a 7-page document that discussed staff mistreatment, leadership, and managerial decisions.

SCSO Files ULP Charges

After unsuccesful attempts to work with management to address union issues, SCSO has filed the following Unfair Labor Practice charges with the National Labor Relations Board:

1. ULP filed as a result of management's unwillingness to meet to negotiate the impact of RIFs on remaining staff, and the association.
2. ULP filed as a result of management's unwillingness to bargain in good faith in salary negotiations.
3. ULP filed as a result of management's unwillingness to meet at reasonable times to bargaining labor management issues.
4. ULP filed as a result of management's unwillingness to provide the union with information needed to administer the contract.

Micro Management

Micromanagement destroys the workplace. When the boss micromanages, he.she makes no distinction between those mundane day to day tasks versus those where he.she should be involved. There is a desire in controlling almost every aspect of the workplace.

Micromanagement is recognized by employees, but typically micromanagers never think of themselves as micromanagers, or workplace bullies. Micromanagers like many addicts are the last person to recognize that their addiction is in controlling others.

Micromanagement may arise from internal sources, such as concern for details, incompetence or insecurity. While the main drivers are internal and are related to the personality of the manager it also can be partially attributed to external pressures such as organizational culture, severe time pressure, increased performance pressure, instability of manager position, etc.

Micromanagement can also be seen as a tactic used by managers to eliminate unwanted employees, either by creating standards employees cannot meet leading to termination, or by creating a stressful workplace causing the employee to leave.

Micromanagers are usually irritated when others make decisions without consulting them, even if the decisions are totally within the subordinates level of authorities.

BUILDING POSITIVE RELATIONSHIPS WITH LOCALS

• Establish a communication system with your Leaders.
• Offer suggestions to help them in their role as a leader.
• Be a good listener. Be attentive and responsive to their needs.
• Keep them informed.
• Offer suggestions to help the Local become stronger and more visible.
• Make sure they know how important they are!

MEMBERSHIP

• Membership growth will happen ONLY with the committment of all stakeholders.
• Membership growth will happen when we meet the needs of our targeted audience.
• Many ARs and Leaders do not know how to enroll members. Teach them.
• Membership isn't about selling; membership is about relationships.