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I believe I'm screwed here; what do I do? (IF I can do anything)
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<blockquote data-quote="PiedmontSteward" data-source="post: 1175326" data-attributes="member: 42270"><p>This varies by supplement, but usually after having 30 "working days" (not calendar days) in a 90 day period not including classroom or orientation time. It's often harder for pre-loaders to attain seniority because they are usually laid off half of the time when they report before they attain seniority. </p><p></p><p>Side note: We had a problem with a preferred area classification being over-staffed after the mini-peak bump and even throughout peak at the beginning of January. The FT supervisor would very carefully tell employees, "I don't have any work for you," and have them ask if they needed to go home. He wouldn't order employees to clock out but they'd fill in the blanks themselves -- he knew they were owed their 3.5 hour gurantee, even if it wasn't in their bid classification. </p><p></p><p>This is one of the oldest tricks in the book that management uses to circumvent our contract. As Upsguy said earlier, if you have seniority, make them go through the actual lay-off procedure so you can at least collect unemployment.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1175326, member: 42270"] This varies by supplement, but usually after having 30 "working days" (not calendar days) in a 90 day period not including classroom or orientation time. It's often harder for pre-loaders to attain seniority because they are usually laid off half of the time when they report before they attain seniority. Side note: We had a problem with a preferred area classification being over-staffed after the mini-peak bump and even throughout peak at the beginning of January. The FT supervisor would very carefully tell employees, "I don't have any work for you," and have them ask if they needed to go home. He wouldn't order employees to clock out but they'd fill in the blanks themselves -- he knew they were owed their 3.5 hour gurantee, even if it wasn't in their bid classification. This is one of the oldest tricks in the book that management uses to circumvent our contract. As Upsguy said earlier, if you have seniority, make them go through the actual lay-off procedure so you can at least collect unemployment. [/QUOTE]
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I believe I'm screwed here; what do I do? (IF I can do anything)
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