UAW Strike
Pro
Joined: Jun 2014
Posts: 722
Likes: 274
From: Colorado Springs, CO
Moderator
Joined: Feb 2006
Posts: 39,064
Likes: 17,931
From: DFW Area TX
Not likely that we will ever really know:
Frankly, that is not an excuse. It is a sound business practice.
Of course, nobody from GM is talking publicly, using the old “we can’t talk about personnel matters” excuse.
Jukebox Graduate
Joined: Jun 2014
Posts: 857
Likes: 3
From: Saint Louis MO
GM won't comment on personnel matters (rightly so) and Renaud (the pres) isn't talking.
From WKU:
From WKU:
Long-time United Auto Workers Union President Eldon Renaud is out at the Bowling Green General Motors Plant.
Spokeswoman Andrea Hales confirmed that Renaud is no longer employed at the plant. Renaud had no comment when contacted Thursday morning by WKU Public Radio. He served as the local UAW president since 1982 and had been a GM employee for more than 40 years.
Renaud had been critical of Plant Manager Dave Tatman, who resigned abruptly in February. In April, the union voted to authorize a strike if the plant didn’t resolve some safety and quality issues. A strike never occurred.
Renaud also served as Bowling Mayor from 1996 to 2000.
Spokeswoman Andrea Hales confirmed that Renaud is no longer employed at the plant. Renaud had no comment when contacted Thursday morning by WKU Public Radio. He served as the local UAW president since 1982 and had been a GM employee for more than 40 years.
Renaud had been critical of Plant Manager Dave Tatman, who resigned abruptly in February. In April, the union voted to authorize a strike if the plant didn’t resolve some safety and quality issues. A strike never occurred.
Renaud also served as Bowling Mayor from 1996 to 2000.
Team Owner
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St. Jude Donor '06-'07-'08-'09-'10-'11-'12-'13-'14-'15- '16-'17-‘18-‘19-'20-'21
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Melting Slicks
Joined: Feb 2014
Posts: 2,406
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From: Austin Texas
NCM Sinkhole Donor
Oh great, here we go...things are going to start missing on cars going down the line.
Ah yes, the union way, how 1960's.
I'll bite my tongue on what I really thing about unions.
Ah yes, the union way, how 1960's.
I'll bite my tongue on what I really thing about unions.
Last edited by ATX-C7; Jul 12, 2014 at 07:28 AM.
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Le Mans Master
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From: Ft Mill, SC
I don't see a need for an hysterical over reaction a to small piece of news where one may be drawing inaccurate dramatic conclusions. Until you hear otherwise, I'd relax and enjoy looking forward to my new vette's arrival.
Burning Brakes
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From: Ohio
Instructor
Joined: May 2014
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From: Toronto Ontario
I will bite my tongue as well but, know that I'm thinking the same thing you are.
In regards to the original question... If GM had a legit reason for letting this guy go (which they most likely did since it's next to impossible to get rid of a Union employee without MULTIPLE steps of progressive discipline) Union workers would not have a legal or justified reason to strike. The grievance procedure in EVERY union contract is very specific and must be followed before any other actions are taken, such as strikes.
Drifting
Joined: Apr 2011
Posts: 1,755
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From: Southington CT
They have a contract, why would they strike ? People for many reasons get fired every day, does that mean if a person gets fires (head of union or not) should the rest of the company strike ?
Makes no sense.
Makes no sense.
Team Owner
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From: S.W. Ohio. . . . . . NRA Life Member
Drifting
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From: Omaha
Race Director
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Tech Contributor
I would have fired him too for putting anything on social media, I'm sure he has a directive not to, by both GM and union, what an idiot....
Last edited by Glen e; Jul 12, 2014 at 12:46 PM.
Drifting
Joined: Sep 2013
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BGAP will continue to build cars and this 40 year veteran of GM will live happily every after on his Union pension assuming he can keep his mouth shut.
Burning Brakes
Joined: Jun 2013
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Interesting. Experienced union officers are used to walking that line but seldom cross over without giving hard thought to the consequences.
Now I need to start a search.
And yes, dismissals are grievable and in the UAW go to an Umpire if not resolved.
And progressive discipline is what the words describe: if you are consistently late you have a right to be told (warned) you must be on time or face further discipline. If you are insubordinate you have the right to contest the consequence (being fired) before a third party independent adjudicating officer: Umpire, Arbitrator, Administrative Law Judge, etc. with no requirement of warning, pending the egregiousness of the insubordinate act.
Laborsmith
Now I need to start a search.
And yes, dismissals are grievable and in the UAW go to an Umpire if not resolved.
And progressive discipline is what the words describe: if you are consistently late you have a right to be told (warned) you must be on time or face further discipline. If you are insubordinate you have the right to contest the consequence (being fired) before a third party independent adjudicating officer: Umpire, Arbitrator, Administrative Law Judge, etc. with no requirement of warning, pending the egregiousness of the insubordinate act.
Laborsmith
Jukebox Graduate
Joined: Jun 2014
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From: Saint Louis MO
Burning Brakes
Joined: May 2014
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From: WESTERN NEW YORK
Union rep / employee discharged
Interesting. Experienced union officers are used to walking that line but seldom cross over without giving hard thought to the consequences.
Now I need to start a search.
And yes, dismissals are grievable and in the UAW go to an Umpire if not resolved.
And progressive discipline is what the words describe: if you are consistently late you have a right to be told (warned) you must be on time or face further discipline. If you are insubordinate you have the right to contest the consequence (being fired) before a third party independent adjudicating officer: Umpire, Arbitrator, Administrative Law Judge, etc. with no requirement of warning, pending the egregiousness of the insubordinate act.
Laborsmith
Now I need to start a search.
And yes, dismissals are grievable and in the UAW go to an Umpire if not resolved.
And progressive discipline is what the words describe: if you are consistently late you have a right to be told (warned) you must be on time or face further discipline. If you are insubordinate you have the right to contest the consequence (being fired) before a third party independent adjudicating officer: Umpire, Arbitrator, Administrative Law Judge, etc. with no requirement of warning, pending the egregiousness of the insubordinate act.
Laborsmith