The Lack of Dignity and Respect on the Workroom Floor
In an ongoing trend throughout many offices on Long Island, there seems to be a rising level of unhealthy and unacceptable behavior by local management which has created a hostile and toxic working environment on the workroom floor. We must all stick together and stand up against management against the mistreatment of our brothers and sisters, and we cannot allow it to continue. Thankfully, the NALC have fought for and achieved contractual provisions which protect us against such treatment.
It must be remembered that your supervisor has the right and responsibility to manage their office. They are allowed to watch you, observe you, check to make sure you are working efficiently, instruct you to do certain tasks, and so on. It is their job to do these things on a daily basis and correct any deficiencies in a professional manner. The mere fact that your supervisor watched you case mail or deliver mail is not necessarily “harassment”. However, management also has the responsibility to maintain an atmosphere of dignity and respect. The way management conducts themselves, the behavior they demonstrate, and how they talk to their employees will determine if they acted professionally or not.
Together we need to speak up and document such actions as either the victim or if you witnessed any inappropriate behavior. Every one of us must demand to be treated with dignity and respect on the workroom floor. Under no circumstance should we allow ourselves or any of our fellow co-workers to be belittled, bullied, threatened, intimidated, or harassed at the workplace, and any offensive behavior by management must not be tolerated. We must all speak up and hold management accountable for their actions to change a poor environment. Remember, your silence is your consent!
If you are a victim or witness of such inappropriate behavior, please let your steward and full-time officer at the branch know as soon as possible, and be prepared to write a statement for a potential grievance. The statement should include specific detailed facts on what happened, who was involved, and include the date, time, and location where it occurred. Make sure you sign and date your statement as well, make a copy, and give the original to your steward. It is best to write a statement as soon as possible after an event occurs while the details are still fresh in your mind. An example of some contractual language that we may use in a grievance is found below.
Handbook M-39 Section 115.4 states:
115.4 Maintain Mutual Respect Atmosphere.
The National Agreement sets out the basic rules and rights governing Management and employees in their dealings with each other, but it is the front-line manager who controls management’s attempt to maintain an atmosphere between employer and employee which assures mutual respect for each other’s rights and responsibilities.
ELM Section 665.16 and 665.24 states:
665.16 Behavior and Personal Habits
Employees are expected to conduct themselves during and outside of working hours in a manner that reflects favorably upon the Postal Service. Although it is not the policy of the Postal Service to interfere with the private lives of employees, it does require that postal employees be honest, reliable, trustworthy, courteous, and of good character and reputation.
665.24 Violent and/or Threatening Behavior
The Postal Service is committed to the principle that all employees have a basic right to a safe and humane working environment. In order to ensure this right, it is the unequivocal policy of the Postal Service that there must be no tolerance of violence or threats of violence by anyone at any level of the Postal Service. Similarly, there must be no tolerance of harassment, intimidation, threats, or bullying by anyone at any level. Violation of this policy may result in disciplinary action, including removal from the Postal Service.
Joint Statement on Violence and Behavior in the Workplace (M-01242) states in part:
“We openly acknowledge that in some places or units there is an unacceptable level of stress in the workplace; that there is no excuse for and will be no tolerance of violence or any threats of violence by anyone at any level of the Postal Service; and there is no excuse for and will be no tolerance of harassment, intimidation, threats, or bullying by anyone.
“Making the numbers” is not an excuse for the abuse of anyone. Those who do not treat others with dignity and respect will not be rewarded or promoted. Those whose unacceptable behavior continues will be removed from their positions.
“But let there be no mistake that we mean what we say and we will enforce our commitment to a workplace where dignity, respect, and fairness are basic human rights, and where those who do not respect those rights are not tolerated.”
Publication 552 states in part:
Harassment is unwelcome behavior directed at an individual, which the person finds offensive and harmful, and that a reasonable person would view as unwelcome or offensive. Workplace harassment includes personal interactions characterized by bullying behaviors, personal attacks, acts of intimidation or threats, and behavior that may humiliate, embarrass, and belittle others. Harassment can take the form of verbal comments, actions, gestures, and displays. Usually the offensive behavior occurs often, over a period of time.
I hope everyone had a great summer! Please stay safe, and be well.
