An Auto Bailout is Like Sending Arsonists to Fight Fires | Washington Examiner .
The strength of the union and the weakness of management made it impossible to conduct business properly at any level. For instance, I had an employee who punched in his time card and then disappeared.
The rules were such that I had to spend hours documenting that he was not in his work area. I needed witnesses, timed reports, and plant wide searches all documented in detail.
After this absurdity I decided to go my own route; I called the corner bar and paged him and he came to the phone. He received a 30-day unpaid lay-off because he was a “repeat offender.”
When he returned, he thanked me for the paid vacation. I scoffed, until he explained: (1) He had tried to get the lay off because it was fishing season; (2) The UAW negotiated with GM to give him the time with pay.
One afternoon I was helping oversee the plant while upper management was off site. The workers brought an RV into the loading yard with a female “entertainer” who danced for them and then “entertained” them in the RV.
I went to Labor Relations for assistance. The Labor Relations rep pulled out the work rules and asked me which of the rules the men were breaking. None applied directly, of course. Who wrote work rules to cover prostitutes at lunch? There were no consequences.
Eventually, I was promoted to a management position at GM headquarters. As I left the plant, I gave my supervisor a blunt message. I told him that I expected the union to act like the union, but I was disappointed that management didn’t act like management.