3 thoughts on “Request for feedback On The A.U.G.E.R. program

  1. Union and NAME of Local/Branch
    Atlanta Metro Area Local 32
    Office held, if any
    Yes, Atlanta has been on the A.U.G.E.R. and EGS since earlier in the year. It does not affect me directly because Atlanta only allows Stewards to conduct Step-1’s and file Step-2 Appeals. Atlanta does not allow Stewards to conduct any Step-2 meetings, only officers (and on rare occasions Stewards temporarily filling in for them).

    If we can elect Charles Smith to Research and Education Director, all of the training and tools required would soon become available online on the APWU.org website.

  2. Union and NAME of Local/Branch
    Terre Haute Area Local
    Office held, if any
    2016 candidate for APWU National President
    Thank you, Mike does Atlanta Metro use the program and are you personally a fan? From what you have written my first thoughts are the APWU would need to beef up training in order to implement A.U.G.E.R. nationally. Which I think we should lift up our game a bit anyway in the training area anyway. I definitely need to hear from more people on this program. It sounds like it could be an important part of improving the work life of a lot of our members. I want to hear more if anyone has any other thoughts.

  3. Union and NAME of Local/Branch
    Atlanta Metro Area Local 32
    Office held, if any
    A.U.G.E.R. was designed to streamline the Grievance/Arbitration process, speed up grievance processing, and reduce the backlog at each step.

    A.U.G.E.R. is a great benefit to all Locals that:

    1) Have good well-trained Stewards who conduct thorough investigations, properly cite and document violations and adhere to all grievance time limits.

    2) Use the eGrievance / EGS / Electronic Grievance System. A.U.G.E.R. and EGS work together like a strong fist covered by a snug fitting fingerless leather fighting glove. EGS helps you track every grievance and document that the Union was timely with time limits.

    A.U.G.E.R. may be detrimental to any any Local that has:

    1) Poorly trained and poorly motivated Stewards who fail to properly investigate, cite and document grievances within the specified grievance time limits.

    2) Locals that do not utilize EGS.

    So you tell me where the problem probably lies with any Local that is struggling with the A.U.G.E.R. system?

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