1.
Dysfunctional or outdated equipment.
2.
Lack of support and funding for training of credit worthy caliber.
Too many lite "mandatory" courses that do not provide
the substance that employees may need.
3.
Lack of accountability on how bargaining unit members are treated
by managers and supervisors. Lack of consequences for managers
and supervisors that do not follow laws, policies, and agreements.
4.
Preferential hiring (e.g. narrowly tailored job postings). Discrimination
and EEO cases.
5.
Low morale and employee perceptions of agency are unfavorable.
6.
Lack of trust. Agency says one thing and does or displays another.
Management request for staff input is disingenuous. Management
already knows how they want to proceed and have no intentions
of changing it or manipulates the process to be sure outcome meets
intended plan. Management asks for employee input into things
for which they have already decided on a course of action or have
already decided to implement. Professional integrity of bargaining
unit members and consideration in Agency decision-making process.
7.
Management often uses union as scapegoat for failed implementation.
Management does not fully recognize and cooperate with union to
ensure timely and practical implementation.
