Precision needs to go GREEN.

goinggreenMistrust. Doubt. Fear. Skepticism. suspicion.

These are Precision cast parts most dangerous adversaries from this day forward.

We can almost guarantee the fact that the issues that started the campaign apply to almost every single worker, regardless of how they voted.

We are going to give Precision a big hint on how to win hearts and minds:

sustain   In the coming months, Precision cast will be rolling out several new systems for changing some of the policies we all have been griping about for years.  Most of us will most likely benefit, and feel a sense of relief over many of them, but as sparkling and new as they might be, they need to be put under the microscope to tell if they will stand the test of time.

We want to see changes that we KNOW are both beneficial for us, as well as sustainable for the company.  We know there can be solid changes and reform that work in both parties favor so we can start to set aside doubts as to which ones will fall by the wayside (Precision is an engineering company isnt it?)

We are going to see plenty of changed behavior, changed attitudes, and plenty more “hey! how ya doing today” from management, but the things that will stick (and in all honesty keep those 8% of NO votes from swinging to YES next time) will be lasting reform that makes SENSE, is SUSTAINABLE for the foreseeable future, and isn’t a rushed band-aid to keep people happy for a year.

You have had our time, our hard work, and our dedication for a long time, but Be prepared for our doubt, and plenty of our rolling eyes before you start to gain a drop of our trust.

Note: As most employees will already know, is that the NLRB has not OFFICIALLY certified the election results, and until it does so, technically PCC cannot make any unilateral changes to policies.

 

Back to work.

Ok, now that the union vote is behind us and we are union free its time to start making demands and changing the company.

It’s always been in our heart to make these shops better, hands down. So here is our goal: now that we can, as they have said, communicate directly without a third party the company has to start making good on the new direction it’s promised the workers in exchange for their NO votes.

The key areas:

• Communication
• Mandatory overtime
• Policies

These are going to be watched very carefully and we have no reason to want PCC to fail, quite the opposite.

Overtime SO FAR has been improved, but for the record the slowdown in mandatory has been directly correlated to the IAM drive.

Communication: the election has brought on plenty of new comment boards and increased manager floor time for sure, which are working examples (if used correctly and not abandoned) of great tools. Again, we will see.

Policies: this is a big issue for many. The policy review committee they announced has yet to prove itself, but we will give it time.

Now the BIG one, this is something we have heard a TON, from pro union and anti union folks alike:

Earned Sick pay use will not excuse “occurrence”. (That we have 10 of before INSTANT termination) Employees are literally forced to use FML (family medical leave) (or drag themselves in) and wait weeks or months for approval and people who take attendance very seriously (as we should) are thrown under the suspicion bus, and at risk for discipline or worse.

Being here, and on time is CRUCIAL. But the policy that makes employees feel like they have to fight red tape and HR for basic fairness is a failure on the company’s part. They tout giving workers sick pay a benefit, but it only benefits us if we can use it.

Kevin Stein, here’s a direct challenge: No occurrences for use of earned sick pay.

It’s a start, were all on the same team now.