Standard Incivility Procedures: Why The CTA Is Failing

As an Amalgamated Transit Union elected leader, I witness and deal with the best and worst of CTA management on many, many occasions (mostly worst). 

They lack civility on all levels. Whatever one might presume to be civility, is effectively a disingenuous, passive-aggressive slight with no intention of resolving disputes.

As a worker, I have experienced it firsthand, when a vindictive mismanger with no respect for my safety, refused to provide instructions to make a last-minute repair on a train I inspected and caused me to miss a much-needed appointment with my dentist. 

Suffice it to say, I wrote him up and promptly publicly protested the mistreatment after work on a bullhorn. Ironically, this person used to be a union representative in the same position to which I was elected!

This presentation on National Public Radio provides scientific proof that the way the worst of CTA managers talk to and deal with the workers actually makes the workers more likely to mess up, get hurt and lose all ambition. They make us hate our job, hate our boss and lash out against coworkers or riders—and even family members.

This is actually accepted Standard Operating Procedure at the CTA—albeit unwritten. Unfortunately—with the exception of myself and a few others—no one in union leadership is willing to condemn the incivility expressed by CTA mismanagement. 

In fact, all the union presidents I have known actually mimic these procedures. These traitors of the union members even shove our dues money into "events" that amount to nothing more than the despicable Employee Appreciation parties we experience at work from time-to-time.

CTA mismanagers cause so much distress and health problems for workers, that I doubt the staffing shortages will ever be remedied. They believe we are lazy and selfish—and actually mock us when we express concerns about safety. When we go "above and beyond" they take it for granted. Some of this is just their own attitudes projected on us.

Insultingly, they take advantage of our good work ethic, respect of safety rules and mischaracterize it as "poor time management." I hear that often from the mismanager who refused to provide instructions for a part I never changed and made me miss my dentist appointment. 

I will never forget the story of a lone Flagman named Shirley Cartwright. A mismanager ordered her to protect Sheridan curve in 1997 (long before I started at the CTA). I was a Flagman and studied the Rules which state that three Flagman must be present for each fouled track. Yet she was alone. The poor woman was hit by a train and killed.

CTA managers require from us feedback and communication. Yet, some of them use our voluntary input against us. Whether it is to mock us, humiliate us or punish us, they behave as if we are worthless, replaceable and irresponsible. Such mismanagers are the epitome of the typical bad boss. 

Incivility is a major ingredient to the toxic management culture at the CTA. I intend on continuing to spotlight this defect—and demand justice for the CTA workers who have been harmed by it. Should I become the ATU Local 308 president, it will be the centerpiece of my organizing efforts.

Until we, the workers—and riders—hold CTA mismanagement accountable for their misconduct, public transportation in Chicago will continue to disintegrate. They can hire 10,000 new workers tomorrow. As long as they continue practicing Standard Incivility Procedures, we will be right back where we started.