On a TUC training course I was running, a union rep told a story about one of her members who had reached the final stage of the company sickness monitoring procedure. There was no denying that the woman had a poor sick record but her absences were due to ongoing hospital treatment following a workplace injury two years earlier. Despite the rep quoting employment law, the managers were not impressed. The worker had gone over the trigger levels and it looked certain that she would be dismissed under the capability procedure.
The final stage hearing was to take place on Friday. The rep spent Wednesday and Thursday going round to all the co-workers, explaining what was happening and asking if they would put in a pound to buy a card. The rep bought a bunch of flowers and an oversized ‘Get Well Soon’ card, the kind of the thing that your lovestruck teenage son buys his first girlfriend on Valentine’s Day.
On Friday, five minutes before the hearing was to take place, all of the workers turned up outside the HR office. There were hugs all round as the sick woman was presented with the giant card and flowers, with the managers who were hearing the case forced to wait in the corridor until the impromptu ceremony was over. The meeting finally started five minutes late, the manager’s opening remarks were: “OK, we get your point.” The appeal was granted and the member was referred to occupational health, with reasonable adjustments to her job implemented a few weeks later.
You know all the co-workers who had signed the card or put in their pound told the story to whoever would listen about how they had saved the worker’s job. Not the rep but them - the workers. Now that is what union organising is all about.