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No humanity allowed in the workplace!
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<blockquote data-quote="BrownSuit" data-source="post: 521639" data-attributes="member: 14437"><p>Not to be a broken record . . . </p><p></p><p></p><p></p><p>As Red said and others, you would be surprised how many people are unaware of what they are and aren't entitled to under federal law. FMLA is still fairly new as far as legislation goes, in this case the person may not have known that they could use it to apply to individual occurrences instead of a block of time.</p><p></p><p>What should have happened was the supervisor should have documented future occurrences, brought the guy back in upon returning to work with the Steward to explain what was happening and held discipline pending the outcome of the FMLA. If it was denied, by all means, fire the guy, but it sounds like it would have been approved. </p><p></p><p></p><p></p><p></p><p></p><p>Red, this is a bit over the top. I hope for the guy's family (I gathered from your post that he has since passed on) that you are able to win reinstatement for the benefits and for his record.</p><p></p><p>Hoax is simply trying to point out that management is nailed dead to rights by the union for consistency. Based on the information we have I don't agree completely with how it was handled, but that doesn't make it wrong necessarily. Regardless this occurrence had to be documented and the union notified as well to avoid any conflict later on. </p><p></p><p>I'm assuming this happened in the 705, which is a very pro-union area. If the situation were slightly different or if the union didn't like the guy, what's to keep them from going after management on this one? I agree that the situation would have been dramatically different if it involved a non-union employee or even a union employee in another part of the country. </p><p></p><p>Wishing death upon somebody is not something that you should be doing, regardless of the situation. You may want to step back and choose your words. I've enjoyed your posts and understand your frustration, but this is over the top.</p></blockquote><p></p>
[QUOTE="BrownSuit, post: 521639, member: 14437"] Not to be a broken record . . . As Red said and others, you would be surprised how many people are unaware of what they are and aren't entitled to under federal law. FMLA is still fairly new as far as legislation goes, in this case the person may not have known that they could use it to apply to individual occurrences instead of a block of time. What should have happened was the supervisor should have documented future occurrences, brought the guy back in upon returning to work with the Steward to explain what was happening and held discipline pending the outcome of the FMLA. If it was denied, by all means, fire the guy, but it sounds like it would have been approved. Red, this is a bit over the top. I hope for the guy's family (I gathered from your post that he has since passed on) that you are able to win reinstatement for the benefits and for his record. Hoax is simply trying to point out that management is nailed dead to rights by the union for consistency. Based on the information we have I don't agree completely with how it was handled, but that doesn't make it wrong necessarily. Regardless this occurrence had to be documented and the union notified as well to avoid any conflict later on. I'm assuming this happened in the 705, which is a very pro-union area. If the situation were slightly different or if the union didn't like the guy, what's to keep them from going after management on this one? I agree that the situation would have been dramatically different if it involved a non-union employee or even a union employee in another part of the country. Wishing death upon somebody is not something that you should be doing, regardless of the situation. You may want to step back and choose your words. I've enjoyed your posts and understand your frustration, but this is over the top. [/QUOTE]
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