ASSOCIATES (vol. 1, no. 3, March 1995) - associates.ucr.edu
"YOU'VE GOT TO STAND FOR SOMETHIN'" LIBRARY SUPPORT STAFF AND UNIONS by Paulette Feld Technician 2 Management Information Libraries & Learning Resources University of Wisconsin Oshkosh feld@oshkoshw.bitnet Many of you who aren't members of a union, or represented by a union in your position, may wonder how someone can be both a union leader and a support staff activist. What do these two issues have in common after all, other than having to do with our jobs? Often, the perception is that it isn't exactly "cool" to be a union member, much less a union activist. After all, it consists of a bunch of chain-smoking, heavy-drinking men (OK, and maybe a few tough women) who probably have never even been in a library, much less opened a book, for decades. In these times of teamwork and trying to give quality service, where does an organization that stresses playing by a very rigid set of rules (the contract), that often makes an issue of pointing out failures (grievances), and resorts to the withholding of labor (job actions such as strikes) fit in? Support Staff activists, as promoters of recognition and respect for support staff, try to promote a positive relationship with our supervisors and coworkers without regard to whether they might be a member of our group or not. On the other hand, unions believe that supervisors and management are the "bad guys" and their members should always be trying to undermine them. Plus, if someone doesn't belong to the union, well then, we just don't talk to them. Pretty accurate, right? Well....not exactly. Unions aren't just a bunch of men sitting in smoke-filled rooms hammering out a contract by using threats and making "deals". Unions are men AND women who have positions in a wide range of careers, including responsibility as Support Staff and degreed Librarians. Those involved in unions respect the history of the labor movement and the strides it made during the twentieth century to create safe, healthy, fair workplaces for all of us. Union activists also realize that they must continue to be a vital part of workers lives and be flexible enough to adjust to constant change. So, the perceptions and attitudes that many people have of unions and union activists isn't the way it actually is in the 1990's. In order to point out what unions are really like, let's look at the similarities between union concerns and the concerns of Library Support Staff. As support staff activists, we believe that our positions are an important part of our library, and that we should be given credit for our knowledge and work. We ask for compensation in the form of pay and fringe benefits which reflects the skill and dedication that we have for our positions. We also ask for and seek out ways to be allowed to take part in the decision-making process in our libraries. Another issue involves having the opportunity to expand our growth as valuable employees through workshops and conferences. In essence, we're standing up for ourselves and not letting someone else run the whole show. Unions work for the same thing...encouraging our employers to see us as more than the "hourly" employees. Many union contracts include language that makes it mandatory for organizations to include union employees on committees and in any group that discusses reorganization or "quality management". A union contract may also include provisions that make it possible for us to attend a certain number of conferences each year, and language establishing mandatory support of and reimbursement for continuing education if it is related to your position. Additionally, Support Staff often express concern about health problems caused by our jobs. These are issues that unions are concerned about too. Most unions have Health and Safety committees to discuss day-to-day concerns with members of management, with the intent of resolving the problems together. On other levels, there are also Health and Safety committees that work at improving legislation aimed at the protection of employees. Many of these concerns and their resolutions are expressed in contract provisions for many unions. How do these contracts come about? It doesn't necessarily work the way we envision the process from the old days, where the two sides sat at opposing tables, screaming, yelling and bullying each other into submission over their demands. The employer's threats of "take-aways" in wages or benefits and the union countering with threats of job action if "we don't get everything we want" have been replaced with more issue-oriented bargaining practices. Union members submit issues (formerly known as demands), and the teams (both the employer and union members) look through the issues and divide them into categories based on broad topics. Smaller teams are assembled consisting of union and employer representatives, and the issues are discussed in an effort to share concerns and information. Solutions resulting from these discussions will perhaps become contract language that will solve the problems. Of course, compensation levels are an issue that is discussed during contract negotiations. Unions have the ability to ask the employer to reexamine the pay levels of certain groups of employees to investigate whether the rate of pay is appropriate to the skill level necessary. An aspect of the contract that often comes into play when problems arise for a union member is the grievance procedure. This gives members the opportunity to resolve problems without worrying that they will lose their jobs if they speak out. Grievances can be approached in a positive manner and also be a way to open up communication, rather than as a tactic of "punishment". With the assistance of a steward, the employee is able to discuss issues as an equal, not as a subordinate to their supervisor. No matter what the issue is, an employee has the opportunity, if necessary, take it to higher authorities. Chances are most support staff activists would value the opportunity to discuss problems or disagreements on a truly equal basis with their supervisors! Politics within our workplace, as well as politics on the local, state and national levels, have always been part of the labor movement. It is essential that unions be able to discuss important issues with legislators. Likewise, on a local level it is important to understand and take part in the politics within our institutions. With the support of contract language, it is possible to sit on committees with the mayor of a city, members of the library board, the chancellor of a university or a library director. This is an excellent way to learn what is happening first-hand and work out strategies to deal with issues. It is also a way to make yourself visible, have your message heard, earn respect and educate people who may have no clue what library support staff do. On a wider scope, unions have always paid close attention to political change. It is interesting that it has become necessary for library associations (of which many of us are members) to pay attention to these changes. More and more, the things that are important to libraries are under attack, coming right down to the funding that keeps our facilities open. It's very interesting that you can discuss issues at a union meeting one day, and several days later at a library association meeting, the same issues are discussed with the same viewpoints expressed. No matter the forum, we need to protect our positions and our places of work. Just as union members lobbied their representatives in the past, library workers are now lobbying in the same manner. So, there are advantages to getting involved with your union if you are a library support staff activist, or at least pay attention to union activities. When you're planning a conference, look into the possibility of using the expertise of union representatives to share their knowledge of employment law, health and safety, and organizing. It's really amazing how much information unions collect on these issues. Some unions will often offer this expertise at little or no cost to your group. Yes, sometimes unions are still forced to resort to some of the things mentioned in the beginning of this article to get their point across, such as job actions and strikes. However, keep in mind that these things are done only as a last resort and the issue may not only be pay raises. Often on the bargaining table are the same issues we as library support staff discuss -- concepts such as respect and recognition for the work we do. Stop and take the time to find out what all the issues behind the action are. Talk to members of the union -- you'll probably be amazed to find out that the things they are saying sound familiar. Carrying out the day-to-day responsibilities of our library positions takes a great deal of expertise and sometimes we must also deal with situations that are not always positive (isn't that why we call it work?). Most of us have realized that to deal with these situations, we must take advantage of the help that is available, be it Support Staff groups or unions, 'cause it's like John Mellencamp says, "You've got to stand for somethin', or you're going to fall for anything"!