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UPS Union Issues
Let's have some real talk about UPS' attendance policy
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<blockquote data-quote="PiedmontSteward" data-source="post: 1283135" data-attributes="member: 42270"><p>Varies hub-by-hub, center-by-center. The NMA and even the supplements don't typically elaborate on a <strong>specific</strong> attendance policy except most (if not all) supplements contain a provision about a 3 day no-call no show being considered to have voluntarily quit. </p><p></p><p>Outside of that, terminations for attendance must be with "just cause" and follow progressive discipline. This means that you're documented/given a warning letter on the first offense (a warning letter for attendance after missing a single day isn't typical in the hub, but can happen) and a warning letter coupled with a suspension follows. Only after a suspension has been served can an employee actually be terminated for attendance. At all three stages the union can intervene on your behalf. </p><p></p><p>Additionally, under "just cause", discipline must be fair and evenly applied. This means that if employee A and employee B both miss 3 days of work and have clean records, employee A cannot be disciplined more severely than employee B. Long story short, unless you've already served a suspension for attendance/signed a last-and-final agreement on attendance, you cannot be fired for missing a single day of work.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1283135, member: 42270"] Varies hub-by-hub, center-by-center. The NMA and even the supplements don't typically elaborate on a [B]specific[/B] attendance policy except most (if not all) supplements contain a provision about a 3 day no-call no show being considered to have voluntarily quit. Outside of that, terminations for attendance must be with "just cause" and follow progressive discipline. This means that you're documented/given a warning letter on the first offense (a warning letter for attendance after missing a single day isn't typical in the hub, but can happen) and a warning letter coupled with a suspension follows. Only after a suspension has been served can an employee actually be terminated for attendance. At all three stages the union can intervene on your behalf. Additionally, under "just cause", discipline must be fair and evenly applied. This means that if employee A and employee B both miss 3 days of work and have clean records, employee A cannot be disciplined more severely than employee B. Long story short, unless you've already served a suspension for attendance/signed a last-and-final agreement on attendance, you cannot be fired for missing a single day of work. [/QUOTE]
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Let's have some real talk about UPS' attendance policy
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