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UPS Union Issues
Miranda rights?
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<blockquote data-quote="cpio" data-source="post: 198417" data-attributes="member: 7535"><p>Unless there's something you're not telling us, if you've never been seriously disciplined in 29 years you should've had that grievance form faxed to your local the next morning. As for all I know, the only things that are grounds for immediate discharge are consuming alcohol or drugs on the job, fighting and dishonesty.</p><p></p><p>Drug use is not grounds for immediate discharge unless your center manager walks in on somebody rolling up a doobie in the lunchroom. If management pulled everybody on my shift into HR and drug tested all of us, I'd bet good money that over half of our AM preloaders would test positive for something. My own two cents: if they can sort the right label to the right belt, SPA in-sync all morning and put the right package in the right car, management should mind their own damn business, so long as they're not using anything on the job.</p><p></p><p>Anyways, back to our driver...You have a contractual right to an informal hearing, and to appeal any decision all the way to an arbitration. An arbitration would usually involve representatives from UPS management, typically the managers involved with the initial notice of termination and somebody from UPS Labor Relations. You'd probably have a union business agent or two present, possibly a shop steward, possibly a labor lawyer and anybody you need to speak on your behalf. Both sides present their case before a neutral third party, which is usually somebody from the American Arbitration Association, and his or her decision is final.</p><p></p><p>If you are still within the proper time limits to file a written grievance, I suggest you stop reading this and go to your local's office and straighten this out.</p></blockquote><p></p>
[QUOTE="cpio, post: 198417, member: 7535"] Unless there's something you're not telling us, if you've never been seriously disciplined in 29 years you should've had that grievance form faxed to your local the next morning. As for all I know, the only things that are grounds for immediate discharge are consuming alcohol or drugs on the job, fighting and dishonesty. Drug use is not grounds for immediate discharge unless your center manager walks in on somebody rolling up a doobie in the lunchroom. If management pulled everybody on my shift into HR and drug tested all of us, I'd bet good money that over half of our AM preloaders would test positive for something. My own two cents: if they can sort the right label to the right belt, SPA in-sync all morning and put the right package in the right car, management should mind their own damn business, so long as they're not using anything on the job. Anyways, back to our driver...You have a contractual right to an informal hearing, and to appeal any decision all the way to an arbitration. An arbitration would usually involve representatives from UPS management, typically the managers involved with the initial notice of termination and somebody from UPS Labor Relations. You'd probably have a union business agent or two present, possibly a shop steward, possibly a labor lawyer and anybody you need to speak on your behalf. Both sides present their case before a neutral third party, which is usually somebody from the American Arbitration Association, and his or her decision is final. If you are still within the proper time limits to file a written grievance, I suggest you stop reading this and go to your local's office and straighten this out. [/QUOTE]
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