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UPS Union Issues
Need advice from other stewards
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<blockquote data-quote="Nimnim" data-source="post: 1998224" data-attributes="member: 28856"><p>Aside from a couple payroll issue grievances every grievance that would result in a check to me I've filed I ended up in the sort manager office with a steward and we discussed it. All were sup working grievances and they either said they'd pay it or would pull up some documentation to show the sup wasn't "picking off but doing a scan audit." Both achieved the desired result in the short term that the sups would stop doing the work and I'd get paid for the time they couldn't reasonably defend.</p><p></p><p>Had I really contested it sure it'd gone on past the steward to the BA and probably the Labor Manager, but if you can get simple grievances where the grievant is present and all is agreed upon why not. I'm sure the final paperwork is sent to be simply signed off by the BA and LM, but they don't have to waste the time they should be spending on contested issues when they can just sign off something that all the lower and direct parties agree upon.</p><p></p><p>Of course if a grievant isn't present because they weren't told of such a meeting and it gets decided upon by just the steward and a lower manager I can definitely see a problem. If you're informed of a meeting over your grievance within a reasonable timeframe and you don't go that's your problem if it doesn't go your way.</p><p></p><p>Edit: Any serious grievances that involve discipline including verbal up to termination should require the BA in my opinion. Verbal, the steward is present and those grievances are pretty standard to just get done, but the BA should be present for the hearings for at the very least to show we're not rolling over.</p></blockquote><p></p>
[QUOTE="Nimnim, post: 1998224, member: 28856"] Aside from a couple payroll issue grievances every grievance that would result in a check to me I've filed I ended up in the sort manager office with a steward and we discussed it. All were sup working grievances and they either said they'd pay it or would pull up some documentation to show the sup wasn't "picking off but doing a scan audit." Both achieved the desired result in the short term that the sups would stop doing the work and I'd get paid for the time they couldn't reasonably defend. Had I really contested it sure it'd gone on past the steward to the BA and probably the Labor Manager, but if you can get simple grievances where the grievant is present and all is agreed upon why not. I'm sure the final paperwork is sent to be simply signed off by the BA and LM, but they don't have to waste the time they should be spending on contested issues when they can just sign off something that all the lower and direct parties agree upon. Of course if a grievant isn't present because they weren't told of such a meeting and it gets decided upon by just the steward and a lower manager I can definitely see a problem. If you're informed of a meeting over your grievance within a reasonable timeframe and you don't go that's your problem if it doesn't go your way. Edit: Any serious grievances that involve discipline including verbal up to termination should require the BA in my opinion. Verbal, the steward is present and those grievances are pretty standard to just get done, but the BA should be present for the hearings for at the very least to show we're not rolling over. [/QUOTE]
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