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Abusing Part-Timers.....Again
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<blockquote data-quote="UpstateNYUPSer(Ret)" data-source="post: 673179" data-attributes="member: 12570"><p>Grievances are filed through the shop steward who submits them on behalf of the grievant. It is not up to the shop steward to decide whether a grievance is valid or not but most experienced stewards should be able to assess the strength and/or weakness of a grievance. The steward then sits down with the center manager (Center Manager) to discuss the grievance and, if possible, resolve the issue without the grievance leaving the office. If that is not possible, the grievance is submitted and copies go to the applicable people, which include the union business agent and the company labor manager.</p><p> </p><p>In our center, they usually wait until they get several grievances filed before calling a meeting to discuss them. (By "several" I mean up to 30 in some cases) The labor manager and the business agent will sit down and go through the grievances with the applicable contract language available to them and work to resolve them in as equitable a manner as possible. These meetings may or may not include the grievant and, if applicable, the member of mgt for whom the grievance was intended.</p><p> </p><p>I have always found that open and honest communication between mgt and hourlies can resolve most issues without the need for a formal grievance. At least that has been my experience as I have filed a grand total of 1 grievance in my 21+ yrs and it was over a discrepancy in my vacation pay, which did not involve my local mgt team. And, yes, I won, but not nearly the amount that I thought I was entitled to.</p></blockquote><p></p>
[QUOTE="UpstateNYUPSer(Ret), post: 673179, member: 12570"] Grievances are filed through the shop steward who submits them on behalf of the grievant. It is not up to the shop steward to decide whether a grievance is valid or not but most experienced stewards should be able to assess the strength and/or weakness of a grievance. The steward then sits down with the center manager (Center Manager) to discuss the grievance and, if possible, resolve the issue without the grievance leaving the office. If that is not possible, the grievance is submitted and copies go to the applicable people, which include the union business agent and the company labor manager. In our center, they usually wait until they get several grievances filed before calling a meeting to discuss them. (By "several" I mean up to 30 in some cases) The labor manager and the business agent will sit down and go through the grievances with the applicable contract language available to them and work to resolve them in as equitable a manner as possible. These meetings may or may not include the grievant and, if applicable, the member of mgt for whom the grievance was intended. I have always found that open and honest communication between mgt and hourlies can resolve most issues without the need for a formal grievance. At least that has been my experience as I have filed a grand total of 1 grievance in my 21+ yrs and it was over a discrepancy in my vacation pay, which did not involve my local mgt team. And, yes, I won, but not nearly the amount that I thought I was entitled to. [/QUOTE]
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