Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
It Appears I'm Being Fired - Please help...
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="JonFrum" data-source="post: 566866" data-attributes="member: 18044"><p>Well, let's start with these exerpts from Article 4 of the Contract. Note how it says "active involvement" and "representation." The Steward is not just window dressing, or just a passive witness to the events.</p><p> </p><p><strong>ARTICLE 4 --- STEWARDS</strong></p><p>"The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer’s seniority list."</p><p> </p><p>"Recognizing the <u>importance of the role of the Union Steward</u> in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the <u>active involvement of union stewards</u> in such processes in accordance with the terms of this Article."</p><p> </p><p>"Upon notification to his or her supervisor, a steward shall be afforded the right to leave his/her work area for a reasonable period of time to investigate, present and process grievances and to <u>represent a fellow employee concerning grievances or discipline</u> so long as such activity does not interrupt the Employer’s operations. The Employer will make a reasonable effort to insure that its operations are not interrupted by the steward’s engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the steward."</p><p> </p><p>"The Employer recognizes the employee’s right to be given requested <u>representation by a Steward</u>, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action."</p><p> </p><p>- - - - -</p><p>A difficult manager may withhold the intent of a meeting until he <u>has</u> to reveal it during his opening statement or question. But he is not entitled to any response by the accused. The accused is under no obligation to assist in his own entrapment. If the manager then wants to fire the employee, he must have "cause," and follow proceedure, and must be prepared to prove his case at the panel. On discharge cases, the burden of proof is on management. </p><p> </p><p>Stewards are management's equals when in the office representing an employee. The full extent of steward's rights is spelled out in numerous statements and decisions by the NLRB, which await your perusal.</p></blockquote><p></p>
[QUOTE="JonFrum, post: 566866, member: 18044"] Well, let's start with these exerpts from Article 4 of the Contract. Note how it says "active involvement" and "representation." The Steward is not just window dressing, or just a passive witness to the events. [B]ARTICLE 4 --- STEWARDS[/B] "The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer’s seniority list." "Recognizing the [U]importance of the role of the Union Steward[/U] in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the [U]active involvement of union stewards[/U] in such processes in accordance with the terms of this Article." "Upon notification to his or her supervisor, a steward shall be afforded the right to leave his/her work area for a reasonable period of time to investigate, present and process grievances and to [U]represent a fellow employee concerning grievances or discipline[/U] so long as such activity does not interrupt the Employer’s operations. The Employer will make a reasonable effort to insure that its operations are not interrupted by the steward’s engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the steward." "The Employer recognizes the employee’s right to be given requested [U]representation by a Steward[/U], or the designated alternate, at such time as the employee reasonably contemplates disciplinary action." - - - - - A difficult manager may withhold the intent of a meeting until he [U]has[/U] to reveal it during his opening statement or question. But he is not entitled to any response by the accused. The accused is under no obligation to assist in his own entrapment. If the manager then wants to fire the employee, he must have "cause," and follow proceedure, and must be prepared to prove his case at the panel. On discharge cases, the burden of proof is on management. Stewards are management's equals when in the office representing an employee. The full extent of steward's rights is spelled out in numerous statements and decisions by the NLRB, which await your perusal. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
It Appears I'm Being Fired - Please help...
Top