I Am a 15yr. union member, just so you know, never worked in management but have had good relationships with them.
Before you do anything have a back up plan, take your time and take a deep breath. If the violations are safety, health or even federal rule breaking you may have an obligation to speak. But have that plan for a course for the future operation.
You might look at it for a money saving point of view. For example, a federal inspector could impose fines and lost productivity. another example, A Union mediator could discover the violations and create big costly grievance settlements sometime in the future. I don't think that is whislteblowing but good management procedure.
There is a bunch i could say about the union/management relationship but that is not what you asked.
From my point of view, I say do two things. 1)Do what you need to do for yourself. 2)as a leader, treat your people properly, like you want to be treated.
Let the rest sort it self.
tcsned wrote:. . . I'd look to see where you can do the greatest good. If by keeping your job you can make whatever this situation better for the future even if it means letting the past slide then do it. I'm sure there would be a long line of people who would screw people for a better paycheck for themselves. Sometimes blowing the whistle can make things worse for everyone, including you.
And very much