Episode 98: Divide and Conquer

Welcome back to the Hot House from Richie Ray because I'm always in the Hot House.

How's my brothers and sisters doing?

I hope everyone's having a good week.

I hope everyone is being safe out there and you know, we got you what the, you know,

I recorded this on March 1st, but this is being published later on this is a series

of episodes.

It's not going to be publishing during the week.

It's not going to be the traditional Saturdays, but I just want to get down to it.

The Biden Cocker.

Here's the first things to do it's a carriers need to understand management is not allowed

to run a workplace based on accumulation of the national agreement between the United

States Postal Service and the National Association of Atlantic Careers.

There's clear expectation of mutual respect and dignity.

That means that we cannot publicly embarrassed carriers, use group meetings to single out

performance, create an atmosphere of radical or blame when management stands up at a

huddleboard and starts talking about miscans and attendance patterns or problem routes,

knowing full well everyone can identify the carrier that crosses the line.

That's no longer communication.

That's harassment and harassment is grieveable even without discipline.

Let's be very clear about this.

Attendance issues, medical issues, affable a sick leave usage, those are private matters.

Badger has no contract to go right to discuss the carrier's attendance on medical related

absences in front of other employees.

Even hitting some people are calling out again or certain carriers keep leaving early.

That's enough to create a hostile work environment.

Stuart should immediately recognize this as a proper disclosure, intimidation by implication

and attempt to weaponize peer pressure.

That behavior is that leadership.

It's divide and conquer.

This part is critical for Stuart's.

A huddleboard is not a discipline process.

Performance discussions, real ones must be individual, private, progressive, with union

representation when requested, badger cannot discipline by announcement.

They cannot discipline by embarrassment.

They cannot discipline by group metrics.

If badger has a legitimate issue, they already know the process.

If they're choosing the huddleboard instead, it's because the goal is a correction.

It's control.

Another fact, badger doesn't like caring.

If routes are missing scans, puzzles, or performance targets, the burden is on management

to explain why.

Management controls, route structure, staffing, overtime approvals, work-or-load distribution,

equipment.

Carries do not control systematic failures.

So one management publicly blames routes without addressing these conditions.

They are deflecting responsibility, and stewards must call that out.

Here's the hot truth.

A stewards who sees public shaming and says nothing is allowed yet to become past practice.

The national agreement gives stewards the authority and responsibility to object immediately

to ban private handling, file grievances proactively.

Waiting for discipline is a mistake.

By the time discipline comes, the damage is already done.

Silence is not neutral, neutralality.

Silence is permission.

Hostal work environment doesn't require yelling or dretts.

It exists when management's behavior creates fear or anxiety.

Employees feel publicly targeted.

The atmosphere discourages unity.

Repeated public blame, huddleboard, accumulation, and attendants come of that sensory absolutely

beat the standard.

And yes, that is grievable.

The contract already works if Carries stay together.

Management knows this.

That's why this tragedy isn't always disciplined.

It's division.

What's Carries stop blaming Carries, management no longer has to enforce the contract.

They just watch it collapse.

That's why the Stuart matters.

That's why education matters.

That's why solidarity matters.

The contract doesn't enforce itself.

Solidarity doesn't happen by accident.

And management's division only works when Stuart stays silent.

Brothers and sisters, this is a quick episode of Why The Cop Gun.

I hope I got the point across.

I really do.

Listen.

I don't think it's fair that we draw everything on Stuart's.

I don't think it's fair.

But the Stuart is the first line of events.

The Stuart is the first line of events.

The Stuart is the go to guy.

Without a Stuart, there's no union.

Let's be honest.

Without no shops to it, there's no union.

Not the right-and-file is the way we need them.

And we need to address these issues.

We need to get aggressive on the work of law.

We need to bulletproof every corner of that work of law.

We need to show management.

We need to condition management.

Management doesn't condition us.

We condition management.

OK.

We condition them.

Or how things are going to be run.

How things are going to be done?

OK.

The letter carry away.

The letter carry away.

Listen to me, brothers and sisters.

The violent conqueror is the one thing that management

has been successful in doing in the last 15, 20 years.

The violent conqueror.

You know, I find it very disheartening

when I see other carriers pointing figures at the slow guy.

Or at the guy who puts in the 96 or the guy who calls out sick.

You know, management should not be, you know, listen.

Listen.

We need to realize something.

If we don't have each other, we don't have nothing.

We don't have each other.

We don't have nothing.

We might as well just trade it all in now.

You know, we're bitching and moting about what this contract is,

what these contract, what Brian Ruffrow is doing,

what the union is doing.

But, you know, we don't want to look at ourselves.

OK, we need to stick together.

We need to unite.

You're knighted.

We need to be united.

Brothers and sisters, we need to stand together.

We really do.

I can't explain this any, I don't know.

Look, I know what my heart wants to say,

and I don't know if I'm saying it.

But brothers and sisters, listen to me when I tell you,

we need to stick together.

We do not allow management to divide a clock or add to the shops

to it's out there.

Put a stop to these horrible barrisms.

If whatever I said that is on there about attendance reviews,

about anything, you get nipped that shit in the butt.

Dip it in the butt.

Put a stop to it.

File all the fucking grievance.

My god, just file all the fucking grievance.

All right, brothers and sisters, look, this is a fast episode.

Like I said, I'm going to be putting out a bunch of episodes

throughout the week, a whole series of them,

and all hot topics.

And, you know, I'm going to be reading off scripts

because, you know, I just want to get this message out there.

I have quite a few interviews lined up.

Some of them, you're already heard.

Some of them that you're going to hear.

The high house is going to be busy.

High house is going to be busy, brothers and sisters.

Listen to that note, high house loves you.

High house is me, Richie, right?

You will work professionally and safely,

and will safely and professionally.

By the way, brothers and sisters, I love you all.

Peace out.