I took a look through the guide and thought I'd make a few comments . . .

1) People that are members of a bargaining unit (a union) having a contract with their employer probably ought to approach their employer via their union first. Indeed, they ought to ask their union rep to set-up a meeting with the local's top officials (in particular, the union's attorney) to discuss the matter. The employee may have full legal protection under the terms of the contract and may not even have to make many (or any) disclosures to the company in advance of transistion.

which brings me to . . .

2) People considering future SRS ought to consider beginning employment in a company that is unionized, in particular, a union that is known for STRONG bargaining unit member job security protection . . . in other words, the company CANNOT fire employees at will. And if they try, at the very least, the union pays for the legal expenses to keep your job (not you, this is why, of course, unions exists!)  Unions known for strong job security languages in contracts are the Teamsters, UAW, Longshoremen, etc. Others also having strong security protection are: UFCW, IBEW, etc., but some contracts are better than others.

I realize not everyone is in the right time or place to make this kind of pre-planning, but if you're young and just starting out in the employment world, this route may be the way to go.

http://prideatwork.org/page.php?id=5

Quote from: Alexandra on February 02, 2006, 05:22:57 AM
I took a look through the guide and thought I'd make a few comments . . .

1) People that are members of a bargaining unit (a union) having a contract with their employer probably ought to approach their employer via their union first. Indeed, they ought to ask their union rep to set-up a meeting with the local's top officials (in particular, the union's attorney) to discuss the matter. The employee may have full legal protection under the terms of the contract and may not even have to make many (or any) disclosures to the company in advance of transistion.

(Just a point Aleandra bfore I start - This is about coming out at the workplace not transitioning at the workplace.  Coming out is a part of the transition process )

All very good points Alexandra if the place where you work has a history of bad dealings with it's workforce.  However getting the union top brass and attorneys involved right from the start is not a good idea.  It sets up an adversarial situation right from the start between the union and management.  This is your issue and it can not be dealt with via proxy.  This is none of the unions business until there is a need for them to know about it and then that should be at the discretion of the person coming out.  But, having said that.  If problems arise where employment is threatened by your coming out, then by all means go through the normal grievance routine with the union.

Quotewhich brings me to . . .

2) People considering future SRS ought to consider beginning employment in a company that is unionized, in particular, a union that is known for STRONG bargaining unit member job security protection . . . in other words, the company CANNOT fire employees at will. And if they try, at the very least, the union pays for the legal expenses to keep your job (not you, this is why, of course, unions exists!)  Unions known for strong job security languages in contracts are the Teamsters, UAW, Longshoremen, etc. Others also having strong security protection are: UFCW, IBEW, etc., but some contracts are better than others.

I realize not everyone is in the right time or place to make this kind of pre-planning, but if you're young and just starting out in the employment world, this route may be the way to go.

Just like management, unions can not guarantee transition.  Only the people who make up the company can do that by respecting you for the person you are.  No matter how many rules and regulations there are you can not force people to respect you.  However, more and more companies are supporting diversified workforces with out union cooperation or intervention.  A link to these companies can be found in the article.  My place of work is a member of the CAW, one of the most powerful unions in Canada, and my transition at work went without a hitch and without the knowledge of the union.  The union found out about my transition just like every other employee - information sessions.

When we start out looking for work we should be looking for companies who have strong human rights records, and not strong unions.  We need to look for companies who have written policies that protect us, for companies who support the diversified workplace, who care about and value their employees no matter what back ground they are from, who they are and what they are, who have good benefits packages to provide help and assistance.  To seek work in a hostile environment even though the company has a strong union is folly.  Why would I want to become cannon fodder in a battle between union and management.  Unions have their place as a bargaining unit but I don't believe they should be apart of your coming out at the workplace unless it is absolutely necessary.

Great feedback,

Steph

There's nothing wrong with seeking out companies with strong human rights records or "written policies" as suggested, but ultimately there is no legal contract between you and the company as policies are changed and companies are bought and sold all the time -- again, and perhaps utimately, they can fire you at will.

While is my hope that awareness spreads among more companies that this kind of acceptance thing becomes the norm in business practices but I'm not counting on it as we have seen, companies are quite willing to scrap "norms" if certain "conditions" arises -- we've seen this in the decline of health benefits and more disturbingly, the yanking of pension plans!

Unions on the other hand exists to protect the employee -- they work for you, it is their job to protect you from employers trying to strip you of your job. Its not an adversarial situation, its their job. Company HR officials and union get together all the time to hash things out -- if they can't agree, things are settled with an arbitrator.

While everybody may approach things differently, I prefer to approach an employer from a position of strength -- meaning not only I've talked with my own personal lawyer but also the union's lawyer. I'll know exactly what my employer can or cannot do ahead of time.

Indeed, one large NW TS-friendly retailer has changed ownership a few times and has quite a few employees that have had the SRS, (including 3 at the SAME store) but these employees are breathing easy, not because they still have a TS-friendly employer, but rather, they have a UFCW contract and cannot be fired regardless of who is running the company or company policies.

We can agree to disagree about approaches if you'd like.

Thanks for that Alexandra

I guess there is a big difference between our two countries when it comes to issues such as this.  Here in Canada we have the Charter of Rights and Freedoms, and for me personally the Ontario Human Rights Act, and our national health care policy all of which affords us more protections than in the U.S. I guess.

Yes, lets just agree to disagree

Steph

Here I go again sticking my words where I probably shouldn't.

From my experience of working at companies that had unions, knowing union members and having to deal with unions, I "personally" think the unions could care less about the individual worker, they only care about the money they can bring into their coffers.

When I was a printer in St Louis, I worked with others to break the back of the printers union there.  I was not in management, I worked on a printing press.  I was angry because hospitals (among other places) had it in their contracts for labor that they HAD to buy all printing from Union Shops.  I bid on a job for a hospital, my price was 1/3 of the Union price, but they couldn't use me.  It is no wonder hospital costs are so high.

Sarah L.

Quote from: Alexandra on February 03, 2006, 03:37:06 PM
If you would like to discuss union issues in general, feel free to start a new thread and I'll be happy to address them.

In politics or activism

As Alexandra suggested I split the topic from her last post. Seemed like a good subject and this topic needs to get back on track. You can find it in Politics.

Cassie

Quote from: Cassandra on February 03, 2006, 09:16:12 PM...
You can find it in Politics.
...

Here to be precise.