Thanks Menotyou. I figured as much. Corporate can be a blessing, or a b*tch. I understand documenting everything, but what if your grievance is against the majority of P/T Sups? Should I "air it to my Union rep first, or should I just head up an attorney?
This regards serious convictions of workplace harrassment/bullying/ & discrimination.
Posting a complaint here is meaningless. What would it do?? Follow your grivence procedure and contact any relevant outside agency's.What are the rights for employees of UPS for posting complaints on BrownCafé?
Thanks Menotyou. I figured as much. Corporate can be a blessing, or a b*tch. I understand documenting everything, but what if your grievance is against the majority of P/T Sups? Should I "air it to my Union rep first, or should I just head up an attorney?
This regards serious convictions of workplace harrassment/bullying/ & discrimination.
I didn't see you at the bar.HI youy have to post your complaint on this site when it comes up you dont know it but only 2 people can see it and they will decide if it goes on so whats your complaint please tell the screeners
I disagree with the other posters mostly due to your last sentence. If these are indeed serious charges of discrimination and hostile working conditions, you should absolutely file a grievance and an EEOC charge at the same time. You do not need a lawyer to file an EEOC charge although consulting one prior to doing so is not a bad idea. The reason for filing both is that there are time limits for both avenues (generally within 180 days for an EEOC complaint and the grievance time limits will be spelled out in your rider & regional supplement).
Oftentimes the Feds will want to wait until the grievance procedure is exhausted first but filing timely will preserve your right to follow up if necessary. I've also found that when the Union and the Company knows that there will be a Federal agency reviewing the settlement, it tends to promote combustion beneath posterior regions.
Dave is right. You need to start at the bottom and work up. IE: union, 800#, HR etc. EEOC is absolutely in that chain as well as a lawyer but you have to start inside and work out. Start with your steward and center manager. If that doesn't work then call the 800# and file a grievance.