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Accused of harassment
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<blockquote data-quote="TooTechie" data-source="post: 1595420" data-attributes="member: 28388"><p>Approach it with <strong>Ask, Offer, Document</strong>. </p><p></p><p>Identify yourself as a steward in case they don't know and <strong>ask</strong> why they are working. They'll usually give some bs excuse so and so is in the bathroom or went home early. Make sure you talk first...it's an important step in winning a grievance if you file. </p><p><strong></strong></p><p><strong>Offer</strong> to punch in and help/do the work. Under the NMA Article 3, Section 7 management needs to maintain a sufficient workforce with union employees. If they didn't try to get someone to come in or work OT and don't want you to do the work...they're not compliant and you should file/get paid.</p><p></p><p><strong>Document</strong> your observations and exactly what was said to you right after it was said because surprisingly their stories usually change.</p></blockquote><p></p>
[QUOTE="TooTechie, post: 1595420, member: 28388"] Approach it with [B]Ask, Offer, Document[/B]. Identify yourself as a steward in case they don't know and [B]ask[/B] why they are working. They'll usually give some bs excuse so and so is in the bathroom or went home early. Make sure you talk first...it's an important step in winning a grievance if you file. [B] Offer[/B] to punch in and help/do the work. Under the NMA Article 3, Section 7 management needs to maintain a sufficient workforce with union employees. If they didn't try to get someone to come in or work OT and don't want you to do the work...they're not compliant and you should file/get paid. [B]Document[/B] your observations and exactly what was said to you right after it was said because surprisingly their stories usually change. [/QUOTE]
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