SSO Unionization - Strategic Planning
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  1. #1
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    SSO Unionization - Strategic Planning

    The strength of the team (union) is each individual member. The strength of each member is the team.

  2. #2
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    Quote Originally Posted by Unregistered View Post
    The strength of the team (union) is each individual member. The strength of each member is the team.
    Here is the problem. You have to convince the guys and gals that haven’t been screwed over yet to join. That is hard. It is a revolving door or people getting the next cool spot and people get screwed over kick out triple punishment etc. Taking orders from a chick who is paid to play on Facebook and makes over $100,000 is kick in the nuts to morale. Plus she is all about her. When people start to understand joining forces makes us strong then we will have a seat at the table.

  3. #3
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    Quote Originally Posted by Unregistered View Post
    Here is the problem. You have to convince the guys and gals that haven’t been screwed over yet to join. That is hard. It is a revolving door or people getting the next cool spot and people get screwed over kick out triple punishment etc. Taking orders from a chick who is paid to play on Facebook and makes over $100,000 is kick in the nuts to morale. Plus she is all about her. When people start to understand joining forces makes us strong then we will have a seat at the table.
    What you wrote is obviously from years of experience and observation.

    Unions are designed to equal the playing field between the king/sheriff/management and worker bees. As long as you have a good and honest sheriff, then everything is kosher. However, if you have an evil or a wicked sheriff, then a union helps to defray some of his totalitarian power against the worker bees.

    Elected sheriffs "come and go," but the the contracted benefits from year-over-year union contracts remain, regardless of who is elected into office. Contracts are legally solidified as "collective rights" for the majority of people (or are statutorily allowed by the state legislature). Once benefits are documented and solidified in an annual contract, then it's time to "move on" to the next issue that needs to be rectified and solidified in a contract. It takes about 8-12+ years to solidify good contracted benefits, depending on how much resistance an elected sheriff offers to unionization. Most employees only stick around for 20 or 25 years (some longer and some shorter, depending on age and health).

    There are a minority of people who don't need a union throughout their career. Good for them. We hope no one will ever need to invoke the authority of a union. We hope that contractual benefits will help in that area. The goal of a contract is to just enjoy the benefits that are solidified in a written contract. However, contracts are designed for the majority of employees -- and not for the minority of employees.

    If you have a great, law abiding, honest elected sheriff, then there is no need for a union. However, unionization is for sheriff-over-sheriff contracts, to weather the storm between the election of honest sheriffs and the election of evil sheiriffs (and those in-between). Contracts take a long-haul approach to employment and benefits, instead of focusing on a single sheriffs election. Again, contracts are designed for the many and not the few. The rights of the many outweighs the rights of the few.

  4. #4
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    Can anyone name a former sheriff, much less the current one, that has been an honest sheriff here in Sarasota? A union was formed under Bumbling Billy and then knightmare convinced or maybe promised favors to 2 people to file papers to abolish the union? We have not had an honest sheriff in years. I would say that in my time at the SO, Monge was about the best sheriff but even he had his flaws. A union is great but everyone has to understand that battles may be lost in order to win the war and that compromise is the key to success.

    Unfortunately there are moles/rats within the ranks that will sell you down the river for their own benefit. Cases in point:

    http://perc.myflorida.com/co/orderRe...ndent=&Prefix=

    http://perc.myflorida.com/co/orderRe...ndent=&Prefix=

  5. #5
    Member LEO Affairs Detective
    Join Date
    Feb 2021
    Location
    Florida
    Posts
    79

    Union is Protection

    Union is protection for your rights whether it is wages, discipline, working conditions, equipment and many other areas. it is a team effort, not just one voice for one deputy. But a voice for all deputies. You work as one to help the whole. Unions are there to help your voice, to give support and be there when you need the extra help. IUPA is the Voice of Law Enforcement. The Local union that would be formed by joining IUPA would be Your union. You would form a board to run Your Local. IUPA would help form your Local and get you the training you need to run it. But again it would be Your Local. IUPA is the parent organization that gives you the support you need, but your members make the decisions on how everything is run.

    IUPA provides for you attorneys to help with contract negotiations, discipline and any other legal issues that arise. We also have a research department to provide you with documents and information on any issues you need. There is a PIO department to help you in talking with the media or get information out to the media to support your Local in the view of the public. We have a marketing department that gets your local many member benefits. IUPA provides the Legal Defense Fund that provides an attorney 24hours a day/365 days a years to help with any critical incident your members would face. We cover you in not only criminal incidents, but civil action that may come out of that.

    IUPA is in Sarasota County, which means we are in your backyard and available to assist you any time. Neither PBA or FOP can say that. Neither PBA or FOB can respond as quickly to your needs as quickly as IUPA can. Doubt how well IUPA can take care of you, ask Sarasota PD how well they have been taken care of. Want another county opinion, talk to Volusia Co. We are here for you and always will be. We will fight for all the members to make sure you have the best voice for everyone.

    I am a retired officer after 30 years. IUPA was our parent union and I know the benefits of belonging to them. All I ask is for a chance to present the information to you. No smoke and mirrors, just straight up facts on what IUPA can do for you. Just remember, without a contract, without union protection, your job can be at risk. Your family can also be at risk in civil matters resulting from your actions on the job. You insure your car, your home, your health, why not insure yourself through a union. IUPA can do that and more.

    All I need is someone to contact me to get the ball rolling.

    Mark Nelson
    IUPA Labor Relations Business Agent
    941-302-7525
    markn@iupa.org
    MARK NELSON
    INTERNATIONAL UNION POLICE ASSOCIATIONS
    5632 BEE RIDGE ROAD, SUITE 200
    SARASOTA FL 34233
    markn@iupa.org
    iupa.org
    941-302-7525-cell
    941-487-2560-office


  6. #6
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    If a union is re-formed, then take the last pre-existing contract and use it as a basic infrastructure to build from. The hard part is already done.

  7. #7
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    No union. Here is what we do allow every person ho has ever worked for the sso to join a created non profit. Create a board. Make membership fees. Use the money to lobby just like the florida sheriffs association. Model it exactly like the fsa. Make law changes using lobbyists. Money is power put out money together and become stronger than the fsa.

  8. #8
    Unregistered
    Guest
    Quote Originally Posted by Unregistered View Post
    What you wrote is obviously from years of experience and observation.

    Unions are designed to equal the playing field between the king/sheriff/management and worker bees. As long as you have a good and honest sheriff, then everything is kosher. However, if you have an evil or a wicked sheriff, then a union helps to defray some of his totalitarian power against the worker bees.

    Elected sheriffs "come and go," but the the contracted benefits from year-over-year union contracts remain, regardless of who is elected into office. Contracts are legally solidified as "collective rights" for the majority of people (or are statutorily allowed by the state legislature). Once benefits are documented and solidified in an annual contract, then it's time to "move on" to the next issue that needs to be rectified and solidified in a contract. It takes about 8-12+ years to solidify good contracted benefits, depending on how much resistance an elected sheriff offers to unionization. Most employees only stick around for 20 or 25 years (some longer and some shorter, depending on age and health).

    There are a minority of people who don't need a union throughout their career. Good for them. We hope no one will ever need to invoke the authority of a union. We hope that contractual benefits will help in that area. The goal of a contract is to just enjoy the benefits that are solidified in a written contract. However, contracts are designed for the majority of employees -- and not for the minority of employees.

    If you have a great, law abiding, honest elected sheriff, then there is no need for a union. However, unionization is for sheriff-over-sheriff contracts, to weather the storm between the election of honest sheriffs and the election of evil sheiriffs (and those in-between). Contracts take a long-haul approach to employment and benefits, instead of focusing on a single sheriffs election. Again, contracts are designed for the many and not the few. The rights of the many outweighs the rights of the few.
    It's important to not take unionization "personally." It's just part of the job. It's a necessity to keep evil leaders honest. If all leaders were honest and fair, then there would be no outcry for unions by worker bees. If unionization occurs under your watch, then please don't take it personally. It's part of the profession.

  9. #9
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    When management fails, union prevail, plain and simple.

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