Great. Now we are getting somewhere.
How do we go about redefining ourselves as a UNION regardless of who represents us? (Redefinition)
How should the "bottom up" go about accomplishing this? (Reorganization)
What can we do to change the current leadership structure? (Redistribution)
How do we energize people and get a sense of direction? (Redirection)
I thought a list compilation would address some of these issues (redefinition, reorganization, redirection). You seem like you have put some thought into this. Do you have any suggestions where to begin?
The first step is to identify/target a person in each area-and each shift, if there's more than one- to lead the charge. This person may or may not be your current steward. I would stress that this be the man/woman who's currently the "go to guy" for whatever comes up. For example, right now, in your area, who's the person people generally go to when there's any sort of issue? I don't just mean union-related, I mean anything. Ideally, *that's* the person you want. Not the loudest guy, not the self-styled break room lawyer, etc. This'll go far to spreading the overall message that business as usual is done with.
Once you have that core structure in place, it is imperative that the new group reach out to
every last person. Period. I'm willing to bet that most in TULE rarely-if ever- get asked about what's on their mind, or if they do, it's a survey come Section 6 time. Reaching out immediately plants the seed of ownership. After all, being in a union shouldn't be something that just sort of happens; it's something *YOU* (general sense) are a part of/own. The discussion should be honest, and note that like anything of value, being in a union involves some personal accountability/responsibility. BTW, I get that TULE is enormous; that's partly why you break it down into each work area/dock/shift/ whatever. I also know that some people will say piss off, or that the Bubbas will be as much an obstacle to change as the company. Once you get momentum built, they'll realize that they can either get on board, or be left behind; either way, the train's leaving.
Once people see that there's a possibility of real change, the mood will change, and you'll see the momentum build/engagement snowballing...