Add them up. This kind of management actions or lack of have been reducing trust and causing attitudes for years. You might resist or demand a whole lot of clarification. Those demands may be beyond the ability of the leaders or at a minimum complicate life to a point that many are afraid to start the change. Trust is a very big issue.
People are afraid of the unknown.
Unions prey on fear of the unknown and legitimately try to reduce the unknown by forcing management to layout plans and make contracts defining the relationships. That makes change more difficult but not impossible. It is more demanding of management. On three separate occasions over a decade I have implemented change to CI with union companies. There were no major problems.