I got the crap grieved out of me (well mgmt and my teams) multiple times over work protection and “past practice” issues. Won most of them, but it’s a good exam

I got the crap grieved out of me (well mgmt and my teams) multiple times over work protection and “past practice” issues. Won most of them, but it’s a good example of how I can understand the theory, but how the practice doesn’t support a nimble work force, evolution of skills, responsiveness, etc. plus the union habit of eating their young during layoffs means the codgers are the ones sticking around. Like, the company has a mission and it will die if we do not do a good job at it. We don’t have time to wait for crap like finding the computer plug-in guy. I think much of that stuff can be put back on management for not being involved and educated enough in crafting equitable bargaining agreements. It takes a lot, lot, lot of management involvement to get a good one, and you can’t just rely on counsel and execs, but you often need a lot of middle managers providing input on daily operations to avoid situations like the one you describe. Most private companies, much less public sector organizations, don’t put that kind of forethought into their agreements.