Rap Session Training: Mutual Respect
by Steward Teresa Fisher
Mutual Respect
They’re telling us that we’re filing too many JSOV (Joint Statement on Violence) grievances when it doesn’t qualify as a JSOV. So basically, we’re the boy who cried wolf when there’s no wolf and we don’t want that. That’s why they came up with this class. I’m glad they did. I learned a lot.
In the M-39 in Section 115.4 is where we should be starting out for harassment and/or bullying which contains the language for the Maintain Mutual Respect Atmosphere.
The ELM in itself is massive. ELM 665.16 is titled Behavior and Personal Habits. In the ELM 665.16 it states that employees are expected to conduct themselves during and outside of working hours in a manner that reflects favorably upon the Postal Service. It also states in part, “it does require that postal employees be honest, reliable, trustworthy…” I was not aware of this part in the ELM.
ELM 665.24 is titled Violent and/or Threatening Behavior. The 665.24 states in part “…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.”
They gave us hand-outs which have a lot of information. All of the above ELM references came from our hand-outs. The hand-out lists three forms of violations of dignity and respect in the workplace.
1. Acts of physical violence.
2. More commonly, the day-to-day corrosiveness of a toxic workplace resulting from authoritarian management.
3. Management inaction in addressing and correcting abusive management tactics (or by ignoring craft on craft bullying).
Something else I learned is that if you are the steward and you have a coworker bullying you, then you need to request steward. Another steward needs to handle this grievance for you.
The level of proof for M-39 115.4 violations is “preponderance of evidence”. The level of proof for JSOV violations is “clear and convincing”. I knew the bar for JSOV was higher, but having these levels has helped. I’ve asked in the past where’s the line? Another question I’ve asked is where’s the line for the postal inspectors regarding the severity of harassment for them to come into an office.
A possible remedy for our grievance is management needs training. Be specific on what kind of training you want them to get.
In the hand-out there’s a page that says “more than any other contractually enforceable provision, JSOV cases or violations of Dignity and Respect are potentially highly charged. Feelings, emotions, and perceptions are involved.
I can 100% agree with that because I’m going through something even as a steward that I have not been able to control my emotions very well.
Don’t be the boy who cries WOLF! But also, don’t do what I did and not report things as they happened sooner.
− You should not have to deal with a coworker/supervisor/manager/post master harassing or bullying you either directly or indirectly.
JSOV?
How to tell if it’s JSOV (Joint Statement of Violence)? They gave us scenarios. I’ll list two of the 6
1. A Formal A meeting was interrupted by the POOM. They barged into the meeting and began call the Grievant a liar. The Union Formal A representative asked the POOM multiple times to leave so the formal A meeting could continue. The management formal A rep did nothing but sit there staring blankly. Is this an M-39 115.4 or a JSOV violation?
2. Supervisor physically removed a winter hat from the head of a grievant. The supervisor did it on three occasions over two days. The grievant said he felt threatened and violated by the unwanted touching. The third time he said he should have called the police and report the assaults but feared the outcome. Several people witnessed and corroborated the grievant’s story. Is this JSOV or M-39 violation?