i was a nurse manager in one hospital where the cnas were unionized and had to be present at a number of grievance hearings. this is not a big deal and the union will actually be on your side as long as you follow all the rules. so, look at the job description for the techs because that is the first thing the union looks at. then, look at the steps of the disciplinary process for the facility and see if there is anything that is different for the techs. you might even talk to someone in personnel about how to go about this so you cross every "t" and dot every "i" to make sure you are doing everything correctly. then, when you write someone up, you just make sure that you are addressing specific written rules that they have broken and make a cross reference to them in the memo you are writing (your write up). you actually did a very nice job of describing insubordination by the techs. in my write-ups i always included that i had spoken with the person before about this same behavior and told them they would be written up if they did it again, and this is now the write up because they've done it again. i also do the write-ups in the form of a memo (to: from: date: subject: and then the text), keep them factual and i always keep a copy for myself
. i address them to the boss. that would probably be your manager, i would think. you might get some response from these goof offs if you come in being able to spout off union rules/regs as well as facility rules to them. maybe they'll figure out you've done your homework and they better not cross you.
and, keep writing them up. what used to go on in the unionized hospital where i was working was that any decision to formally discipline or fire was made by a consensus of the personnel department, department head (the director of nursing in this case) and a lawyer. this is so the facility was already prepared with documentation in case the employee decided to go to the union for help. that doesn't always happen. many employees who got fired, actually realized that they were being fired because they screwed up and did something wrong. it was the dummies and troublemakers who insisted on exercising their union grievance procedure. what insolent union employees don't realize is that the union is obligated to follow the rules of the contract with the facility. the facility lawyer will see to that. if the union employee has broken the rules, there is not much the union can do to protect them from whatever discipline the union contract calls for. by documenting how they are consistently breaking the rules, they look like real dumbbells when they get into trouble and insist on a grievance hearing. even their union stewards won't have much respect for their shenanigans once they see the documented evidence against them.
now, the only problem i think you will have is that these write-ups that you will have to do will probably have to be on your own time. i never was able to find time to do write-ups at work when i was a staff nurse. i would jot down the facts i needed on the back of my "brains" though. i do like composing on a computer, however, because my auto checker often corrects spelling
and typing errors immediately. also, those other memos that i saved came in handy when i was having difficulty trying to figure out how to word something.