A question about seniority and being a college student

[BlueEye]

I'm sure some people can help me here. I am a 21 year old Democrat with very progressive views. I am currently in college balancing significant coursework with my new job. The job is at a union shop, and obviously I'm at the very bottom of the seniority list.

My managers know I am in school, so they made a special schedule to accommodate me. This schedule allows me to not work mandatory shifts on days when I have class. Unfortunately, some of the more senior members of the union are now objecting because they say I'm bypassing seniority to get certain shifts, which would violate the contract. I may have to resign, which would be a shame, because I really like the work and we make a decent wage with good benefits (thanks to the union).

Still, I'm having a crisis of faith. I always supported pro-labor politicians and I think right-to-work is a terrible idea. But can you blame me for feeling a bit jaded if a union forces me to lose a job that I like? Not sure what to think here. Also, the union folks might agree to make an exception, not sure yet. They're talking it over with management.

[SheilaT]

1. Having been a union member and knowing

seniority systems quite well, I understand the resentment of your co-workers.

Are the managers also union?

Management needs to make it clear exactly why they are doing this for you. Perhaps you can give up something else to make those senior to you a little happier. Like always working some shift that is undesireable but you can work, given your school schedule.

[BlueEye]

2. The managers are not union.

Although quite a few of them are former union members who had to leave when they were promoted. Most of them have a good relationship with labor. It's really corporate that everyone distrusts (including most of the managers).

That is an interesting thought, although the industry we're in has very few "undesirable shifts"... It's the transportation industry, so the hours are all over the place. You might not imagine a 4AM morning shift is desireable, but in this company it's highly sought after. There's a lot of subjectivity as to which shifts are "good" and which are "bad". People try to work shifts that fits their personal lives best.

[SheilaT]

4. Having worked shift work I really do understand.

Fortunately for me, the shifts most of my co-workers wanted, such as very early morning, were ones you probably couldn't pay me enough shift differential to be willing to work.

So what are the least sought after shifts? Can those work for you?

[BlueEye]

6. The least sought after are until close on weekends.

And I've told them that I'd be more than happy to work those shifts if that's what works. As of now, it looks like that agreement will allow me to keep the job. To be fair, it's only a couple people who raised objection. I have several friends of varying seniorities in the company, several of whom seem to be advocating for me.

[SheilaT]

8. I'm glad it's not everyone.

And being willing to work the least popular shifts is huge. Depending on your experience with shift work, you may need to trust me on this.

[Downwinder]

3. Does the co. have a stated policy to help students?

That might help your situation.

[BlueEye]

7. There is no written/stated policy.

However, what I study in school directly relates to what the company does, and they have a history of trying to get students like myself involved. Working as a standard employee now might lead to an official internship in the near future.

Interns are non-union, along with managers.

[Sancho]

5. The issue is that management made a schedule which may violate the contract ...

if the union doesn't want to file a grievance they don't have to...so you need to talk to the union leaders and the folks who have seniority.

If the management make an exception for you, it may cause all sorts of problems down the line when management wants to make exceptions for their friends, favorites, relatives, etc. The management might offer exceptions to some employees to undermine the union, or establish a history of exceptions that weakens the contract.

You may have a good reason for an exception, but maybe you can't trust the management once there is a foot in the door.

If you talk to the union leaders, they can explain how they see the exceptions. Some contracts are hard-fought and are necessary to protect the group, so exceptions cannot be taken lightly.