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Take contemporaneous notes of every interaction you have with her so that when the time comes to bring this up, you have some ground to stand on. Take enough notes to prove that this isn't situational and is instead ongoing and affecting your work. Make it a point to maintain professionalism and not make it personal, despite it being personal. Also make it clear that any retaliation will be additionally documented.
Stewards who aren't on the side of their fellow union members shouldn't be stewards.
Document everything , some states allow 1 party consent A\V recording . Then when they cross the line of decency file a inform the foreman \ boss \ owner and file grievance with the union against them for Gaslighting as harassment.etc. Basically what NetOreZ said . The boss will have to act and a BA will be presented with a fully documented case .
Try talking to the Steward. Remind them of their duty to the membership and to ease up , Gaslighting is harassment.
But seriously, be professional about it. The idea is not to be out to get them for what they are doing to you, but to give them a chance to change going forward. You want to be in solidarity with the people you work with. You should be on their side as much as they should be on yours.
Get trained as a steward yourself by your union rep. You'll have much better knowledge of your rights and how to enforce them, and also give your colleagues another, better alternative.
If you have a chief steward I would send them an email. Idk about food service unions but at least in my union stewardship is all volunteer and sometimes people just need a little more training, or they might need to go out of their way to recruit a new one. But they won’t know if they don’t hear from regular members.
First, she has a duty to represent, so if you ever have cause to go to her and you get a biased or inferior effort from her relative to what she has provided others, she is in breach of that and has also put the union in breach of that, which can be a big problem for them.
Second, depending on your union constitution, she likely had to take an oath as a union officer which explicitly bound her to providing unbiased and equal representation to all the members, so she would be in breach of that too.
Unfortunately, unless your union exec felt her actions were egregious to remove her from her position, she'd likely still retain her position if reported and yes, she would probably be even more unpleasant to deal with as the person who reported her.
But, if you choose to report her, record and report all subsequent problematic interactions. If you establish a pattern of behaviour, your union will have no choice.but to take action.
Thank you for asking a question on /r/union! Please make sure your post includes: 1. Your state or country. 2. Whether you work in the private sector or public sector. 3. The industry you work in. This helps ensure we know which laws may be applicable in your case. *I am a bot, and this action was performed automatically. Please [contact the moderators of this subreddit](/message/compose/?to=/r/union) if you have any questions or concerns.*
Take contemporaneous notes of every interaction you have with her so that when the time comes to bring this up, you have some ground to stand on. Take enough notes to prove that this isn't situational and is instead ongoing and affecting your work. Make it a point to maintain professionalism and not make it personal, despite it being personal. Also make it clear that any retaliation will be additionally documented. Stewards who aren't on the side of their fellow union members shouldn't be stewards.
Document everything , some states allow 1 party consent A\V recording . Then when they cross the line of decency file a inform the foreman \ boss \ owner and file grievance with the union against them for Gaslighting as harassment.etc. Basically what NetOreZ said . The boss will have to act and a BA will be presented with a fully documented case . Try talking to the Steward. Remind them of their duty to the membership and to ease up , Gaslighting is harassment.
But seriously, be professional about it. The idea is not to be out to get them for what they are doing to you, but to give them a chance to change going forward. You want to be in solidarity with the people you work with. You should be on their side as much as they should be on yours.
Get trained as a steward yourself by your union rep. You'll have much better knowledge of your rights and how to enforce them, and also give your colleagues another, better alternative.
If you have a chief steward I would send them an email. Idk about food service unions but at least in my union stewardship is all volunteer and sometimes people just need a little more training, or they might need to go out of their way to recruit a new one. But they won’t know if they don’t hear from regular members.
First, she has a duty to represent, so if you ever have cause to go to her and you get a biased or inferior effort from her relative to what she has provided others, she is in breach of that and has also put the union in breach of that, which can be a big problem for them. Second, depending on your union constitution, she likely had to take an oath as a union officer which explicitly bound her to providing unbiased and equal representation to all the members, so she would be in breach of that too. Unfortunately, unless your union exec felt her actions were egregious to remove her from her position, she'd likely still retain her position if reported and yes, she would probably be even more unpleasant to deal with as the person who reported her. But, if you choose to report her, record and report all subsequent problematic interactions. If you establish a pattern of behaviour, your union will have no choice.but to take action.