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Made to clock out a finish job
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<blockquote data-quote="dannyboy" data-source="post: 106762" data-attributes="member: 484"><p>Trick</p><p> </p><p>So you are saying that to force an issue, you would recommend that a part timer walk out at the end of five hours even though his work is not yet finished? And you are a shop steward? I find that hard to believe.</p><p> </p><p>I think you will find language to support this though. You work as instructed, then file your grievance. You never just punch out and walk off the job. Doing that leaves the employee in great danger of not having a job, and the union with very few options to getting the job back.</p><p> </p><p>As far as looking good in court, you ever think it would get there? You walked out of your job. You abandoned your position. No matter what, that is just not acceptable behavior ever. And the courts would uphold that. They could care less about your reasons, my guess is that your reasons for leaving would never even be allowed to be presented. In a hearing at the panel, maybe, maybe not.</p><p> </p><p>Bottom line is this. Open communications with management is needed. In his case, one management person did not respond with options, while the other is more accommodating.</p><p> </p><p>C, like I said, keeping records will do nothing but help in your case. It will show the pattern of consent from the company should you ever need it. Past practice has won more jobs back than I can remember. But I would not bet my life on it.</p><p> </p><p>d</p></blockquote><p></p>
[QUOTE="dannyboy, post: 106762, member: 484"] Trick So you are saying that to force an issue, you would recommend that a part timer walk out at the end of five hours even though his work is not yet finished? And you are a shop steward? I find that hard to believe. I think you will find language to support this though. You work as instructed, then file your grievance. You never just punch out and walk off the job. Doing that leaves the employee in great danger of not having a job, and the union with very few options to getting the job back. As far as looking good in court, you ever think it would get there? You walked out of your job. You abandoned your position. No matter what, that is just not acceptable behavior ever. And the courts would uphold that. They could care less about your reasons, my guess is that your reasons for leaving would never even be allowed to be presented. In a hearing at the panel, maybe, maybe not. Bottom line is this. Open communications with management is needed. In his case, one management person did not respond with options, while the other is more accommodating. C, like I said, keeping records will do nothing but help in your case. It will show the pattern of consent from the company should you ever need it. Past practice has won more jobs back than I can remember. But I would not bet my life on it. d [/QUOTE]
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Made to clock out a finish job
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