This episode centers on Article 18, the no-strike clause of the postal contract. Corey strongly cautions against any social media or informal discussions about work stoppages or strikes. He emphasizes that such actions are a violation of the contract and can lead to termination. He supports this by citing four arbitration decisions from the same post office, where carriers were terminated for engaging in a concerted work stoppage.
Corey details the legal ramifications of a no-strike clause, stressing that engaging in such discussions, even on social media, is evidence that can be used against employees. He argues that it’s not necessary to engage in a strike since the grievance procedure already exists, and that collective bargaining, not unilateral actions, should be the path for addressing concerns.
Furthermore, the episode returns to the recurring theme of management’s behavior and actions. Corey discusses the importance of thorough investigation from the union’s perspective in responding to grievances, noting the critical role of thorough information gathering, and challenging management’s attempts to dismiss these concerns or argue that such action isn’t efficient. He stresses that demanding documentation and evidence, particularly related to past practices, is crucial in defending against management’s arguments and grievances.
A significant portion of the episode focuses on a current case where a carrier was removed for falsifying medical documentation. Corey’s approach in this situation involves meticulous information gathering, particularly related to the carrier’s heat-related leave request and any potential management falsification of training records. He stresses the need for procedural fairness and emphasizes that management’s alleged misconduct in one case warrants investigation into possible similar violations in other cases. He suggests that any union’s failure to aggressively confront falsification could set a dangerous precedent for future cases.
Corey repeats his commitment to supporting carriers, regardless of potential criticism. He emphasizes the importance of education, detailed grievance procedures, thoroughness in preparation, and the importance of demanding full transparency and accountability from both management and the union. He repeats a call to arms encouraging union members to become more involved and assertive, particularly regarding issues concerning carrier safety and fair treatment, while strongly condemning the use of social media to organize or plan for actions outside the contract.