Limiting management control III

There is no question that there is a shift in the balance of power between MTA and TWU Local 100. However we can conclude that TWU Local 100 members are more vulnerable now than ever. MTA has become more aggressive - so how can there be a return to the balance of power to the TWU Local 100 member.

We know the management have adopted and utilized the (3M’s) Modern Management Methods as exemplified in the management proposal for the 2012 contract. Now it is our turn to balance that power. We have gone through MTA possibilities for delays, roadblocks and maneuvers that undermine TWU Local 100 efforts. We do not like to go through the MTA legal remedies that are postponed to an uncertain as demonstrated in their withholding the raises of the contract of 2009.

TWU Local 100 would benefit greatly if we strengthen employee rights and work rules to become iron clad - we should not have to waste our energy in struggles to protect the wages and work rules.TWU local 100 must adapt to the MTA tactics which have taken the low road. TWU Local 100 strategy whether in short or long term achievement goals should be the guiding principle based on balancing the power between the MTA and TWU Local 100. The tactics can vary as long as our strategy of counterweight of management is intact.

TWU Local 100 members should have control over their work environment - we cannot be fooled with the budget constraint talk, downsizing, intensifying work pace which are formulas for stress.