Supervisors have different strategies to try to put stewards off, trip you up, or get away with violating the contract.

There's no one-size-fits-all strategy for dealing with difficult supervisors. But understanding what kind of supervisor you’re dealing with can help you prepare your strategy, build confidence, and avoid getting caught off guard.

Procrastinators

Procrastinators avoid issues, over-promise, and put off dealing with problems.

They’ll do anything to avoid the steward, pass the buck, or postpone. They stall to frustrate and demoralize us, discourage us from enforcing the contract, and, in the end, avoid doing anything about the issue.

Don’t let procrastinating supervisors make you sleep on your rights. File a grievance before it can be deemed untimely and preserve your right to enforce the contract.

When trying to get an answer on a grievance, pin management down. If they say “I can’t talk now,” say, “Ok, when can we talk?”

Take notes, then put the request in writing and send copies to the union and supervisor’s boss.

Don’t let a supervisor blow you off. If they say they can’t meet, set a specific date and time when they can. If they say it’s out of my hands or they can’t do anything, ask whose hands it’s in and bring your issue to the next level in the chain of command.

Playing Favorites

Management may try to pit members against each other, play favorites, and try to create divisions within the union.

They selectively dole out favors and punishment in order to weaken the union and take advantage of us.

The best way to fight this is by knowing the contract. Many times the methods management uses to divide and conquer are contract violations.

Bring members together to file the relevant grievances, and make sure everyone realizes management is attempting to selectively enforce the contract to divide and conquer.

As much as possible, keep disagreements among members out of management’s earshot.

Mr. Change-the-Subject

Supervisors don’t like having stewards pin them down on problems. A common tactic to try to get you to back off is to change the subject or bring up unrelated problems.

In a grievance hearing, management tries to bring up unrelated issues and horsetrade grievances.

Don’t take the bait. Stay focused on the facts of the incident or issue and the union solution to the problem. Refocus them on the issue by saying, “We’re not here to discuss that, we’re here to discuss X.”

In a discipline case, management may try to shift the burden of proof onto the union. It is management’s responsibility to present their case first.

Flamethrowers

Flamethrowers will yell, scream or curse at you to try to push your buttons.

If attacked in a meeting, caucus with the steward. Try to keep your cool and stick to the issues.

Use the grievance procedure instead of getting into shouting matches.

Use Your Weingarten Rights

All union members have Weingarten Rights, thanks to the 1975 Supreme Court decision in NLRB v. J. Weingarten, which granted workers the right to union representation if questioning by management could lead to discipline.

If you are being questioned by a supervisor about something that could lead to discipline, ask for a steward.

Cool Down By Caucusing With Your Steward

“It’s important to talk with your steward before the meeting so you can build trust and get on the same page.

“When management goes off and a member loses their temper, that’s when I put my arm around them and lead them to a caucus outside, away from the bosses. I talk through it with them, cool them down, and get the meeting back on track.”

Brian Gaines, Zenith, Local 100, Cincinnati

Don’t Let Procrastinators Put You Off

“The only solution for procrastinating supervisors is to keep being persistent.

“You have to create a situation where they feel like just providing you the information you need is less annoying than it would be to keep dealing with you asking again and again.”

Colleen Reid, Rhode Island Hospital, Local 251, Providence