Ok thanks...
That article then goes on to say, "Any such agreement or document shall be null and void... may not be placed in an employee's file or used by the employer as a basis for discipline...(not an exact quote).
I know we are supposed to work as directed. With that being said, should I go ahead and sign my initials making this document null and void?
Hypothetically, if I found such document in my personal file from a year ago, could this be grieved or is there a time limit on this?
I believe Warning Letters stay active for nine months, so I assume other documents can be used against you in a disciplinary hearing so long as they are less than nine months old. But check with your Local to be sure.
Whenever this "Do I have to sign" issue comes up, someone always says, "Don't sign anything but your paycheck." But be careful. Article 6 only applies to a document that
CONFLICTS WITH THE PROVISIONS OF THIS AGREEMENT.
Also, if you refuse to sign, there may be consequences. If I refuse to sign the forktruck training, and recertification, and DVIR, then I can't do that portion of my job.
If I refuse to sign the Yard Shifting certifications, or tractor DVIR, or Carwash certifications, then I can't do those portions of my job.
If I refuse to sign the Waste Water Run-off, and Fueling certifications then I can't wash cars.
If I refuse to sign the Yard Certification, then I can't do the portion of my job that requires me to be outside the building.
I'm not sure about signing the Safety Drivel. They say it's OSHA required. What I'd like someone to determine is does OSHA really require it, or do they only require it because UPS got caught violating OSHA regulations, and signed a Corporate-Wide Settlement Agreement that in turn requires us to prove we know the Safety Drivel or else OSHA will tear up the plea bargain and UPS will have to pay the fines in full.