How to NOT Write a Report to Manager

Any time a Manager, Supervisor, Instructor or Controller tells you to fill out a Report to Manager form, it's usually a bad thing (same with Incident Reports). Any time this happens, make sure you get paid at least 30 minutes (fill out a Time Slip or submit a grievance). Here's what Article 4.4 of the Contract reads:

These forms are generally used by CTA mismanagement to punish workers. It could be you. It could be another worker. It could be both! Presume any request for a report will lead to punishment (writeup or termination). 

So when you write a Report, follow these tips:

1. Do not refuse the order to write it. 
2. Keep it very, very brief. 
3. Keep if completely factual. 
4. Make a copy. 
5. Inform a trusted union officer or steward immediately. 

Here are some examples about how to write a Report to Manager or Incident Report:

Scenario 1: You are a train operator for Run 416 (with a 3200/2600 mixed consist). The Manager or Controller tells you to write a report about a 10-86 (disturbance) that caused a 15-minute delay for your train: 

• Bad example: At 11:43 I was operating northbound at Church Curve and answered a PIU call that a homeless African-American woman on the 5th car was stabbing a drug dealer with an icepick and pulling open doors. This was the fourth time this person called since I departed Howard Terminal. For the past week, this same person has been doing this and causing unnecessary delays. I told the Admin manager about it the other day and he said he would look in to it. Today, each time I checked the car, I did not see any unusual activity. I only saw a CTA Janitor with a trash can standing near the PIU. The fifth time, I did not respond to the call and kept operating because I was already 10 minutes behind schedule and did not want anymore procedural writeups about delays. Then I lost a door rely at Sedgwick as I was one car outside of the station. So I made sure no one fell out, reset the doors and made manual announcements to stop abusing the PIU button or I would call the police as I continued. On the sixth call, I saw passengers running out of the car at Chicago. I went back to the car and saw blood on the 4th and 5th cars. I cut out the doors and notified control about the 10-25 and isolated the car. After police and ambulance arrived, control told me to unload and run light to Kimball. 
  
  
• Good example: On or around 1145, I responded to a PIU activation about a 10-86. I notified the Controller and followed instructions.

The above bad example is far too extensive. It contains numerous contradictions and self-incriminating information with obvious Operating Rule violations that an unscrupulous manager could use to punish you further. 

It also wraps a fellow union member into an investigation that could also be punished unjustly. Since the delay was so long and management ordered the car to run light to the terminal, an intense investigation with video hard drive extraction would be initiated. 

So nothing you wrote in this report would help your argument. Any questions they need answered will be provided in an interview where you can have a union representative present. 

Scenario 2: You have a disagreement with a fellow maintenance worker in the breakroom about a task you both worked on. It gets heated. There are no witnesses. You took no action as you had a call from your spouse that the house burned down in a fire. The next day, the Manager tells you to write a report about the incident. You ask is this about "discipline" because you know your Weingarten Rights. The manager says "No, it's just fact-finding." 

• Bad example: Amy Goldenrod and I don't get along at all. The night of the incident, I was really stressed out because I got a call that my house burned down and I would be homeless. She bumped into me while I was eating lunch at the table. I didn't do anything to her and I don't want to be around her. My chair was back away from the walkway. She had to have gone out of her way. She said under her breath: "You stupid!" I told her to leave me alone and continued eating. Then she got on her phone and began to talk about me loudly without saying my name. She said that I smell bad and I am stealing her overtime. We argue sometimes, but never with any physical contact.
  
  
• Good example: On the date of an incident a manager asked me about, I invoked my Weingarten Rights. All I can recall is that I reported for duty on-time and worked safely as per CTA Rules and Policies. Please pay me for 30 minutes of pay for this report as per Article 4.4 in the Collective Bargaining Agreement. 

As in Scenario 1, writing too much always leads to nothing but trouble. It therapeutic to write. As you may be able to tell, I enjoy writing. However, keep therapeutic writing for your own diary. Not for a document that will be used to fire you! When the manager says it's "fact finding," they are deceiving you! Fact-finding is for disciplinary/punishment purposes. 

CTA mismanagment solves almost all problems through tactics based in Fear and Punishment. I know this for a fact. 

The bad example will surely compel a mismanager to punish both members. Instead of telling the manager about issues with coworkers, contact a trusted union representative and explain the situation. He or she should bypass management and work directly between both of you to settle it. Ask the officer/steward to help make peace between you. 

The good example protects both of you and gives you room to find a solution.  It also lets them know that they had better pay you. If you go injured-on-duty due to seeing all the blood, you may be able to do so with less complications—and possibly no chance for writeups. 

Scenario 3: Although you are not positive you were pickpocketed while traveling to your work location, but it seems that way because you retraced your steps. Your CTA identification was taken along with your wallet. You have been asking the clerk or manager to tap you in and out over a period of three days. One of the manager's threaten to write you up. You are understandably upset about the manager threatening you.

• Bad example: My CTA ID was stolen. The manager threatened to write me up if I did not get a new one. It's not my fault and this manager is being unfair.
  
  
• Good example: On or around TIME on DATE, I was robbed while commuting to work on CTA service. Attached is a copy of the police report. Please provide me with a new CTA ID. 

You were robbed. File a police report immediately and get a copy. Even if you are not sure. Yes, the manager is a jerk. But focus on the root of the problem. Including the word "write up" and "not my fault" may actually cause the manager to consider it. File a separate Report to Manager and union Workplace Complaint against the manager for the threat. Also if you get written up or charged money for it, grieve it.

Scenario 4: You were working in very tight spaces with a forklift. The forklift has unreliable braking. You accidentally slammed it into the wall because it didn't stop as easily as it should. The forks smashed in a part of the wall. The manager on duty was walking nearby and saw it. He asked you what happened. You apologized and told him it was an accident. You didn't mean to do it. He instructs you to complete a Report to Manager and ordered a drug/alcohol test. 

• Bad example: I lost control of the forklift and smashed the wall. I apologize, but it does not have good braking. 
  
  
• Good example: I was instructed by the manager to submit this report about a defective forklift that was involved in a recent incident.

You must never ever volunteer information that admits fault—especially when you working with old and/or defective equipment. Just state the obvious facts and let the management ask questions during their own investigation while you have union representation. 

By writing it this way, you put the responsibility on management by mentioning that you were instructed to report about equipment that was already known to be defective by them. 

Almost all of the equipment and tools at the CTA are decrepit or defective. Reports are ignored or deferred. So you and I must be very careful not to be the object that is removed or replaced.

All these tips are recommendations from personal experience. It's not a template and I cannot guarantee results. However, I base them on much of what I see: Many of us write way too much about the wrong things on the reports.  

Are there scenarios you experienced that you would like me to analyze and suggest reports? Maybe you have a report that could be better? Maybe you have a better version of the good examples. Make a comment below.