What To Do When a Member Asks For Advice

Keep Your Tools Handy

As a union steward, much of the representational work that you do is often in a situation just like this — on the front lines, before the official grievance procedure kicks in.

When employees are asked questions about accidents or incidents, they often request the presence of a union steward. Handling these situations properly can help you avoid a lot of grievances, while keeping your members out of trouble.

Because you never know when you're going to be asked to represent a member, you need to always have your "tools" ready to use.

A steward's tools include a copy of the contract, a copy of the company rules, a tablet, a pen or pencil, a watch, your brain, and both ears.

Don't forget your brain and ears. They are the most important tools.

When Joe turns to you and asks what he should do, keep in mind the four keys to giving good advice: stay calm, refer to the contract, record what happens, and provide information — don't try to tell the member what to do.

1. Stay calm. In most instances of discipline, drug testing, accidents, property damage, insubordination, and other incidents, the participants are going to be emotionally involved and upset. That's why they need your calm, rational advice. Emotion gets people fired. You must be calm to think logically about the best course of action. Also, by being calm yourself, you will help your member calm down.

2. Refer to the contract and company rules. To advise Joe, you must know what the contract and company rules say about drug/alcohol testing. In crisis situations, employees often feel they are being "singled out" or persecuted. Showing the employee the relevant rule or contract language helps them understand their options.

3. Write down what is happening. Use your watch to note the time for each entry. Taking notes early in the investigation is often the most important part of your representation.

4. Inform the member of his or her rights, the contract language, and the consequences of his or her actions. Do not tell Joe what to do, even though that is what he asked you for. Only Joe can decide what to do. Your job is to tell him what the rules (or contract language) say about his situation — in this case, drug/alcohol testing — and the consequences of his actions.

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