That is true, I misspoke there and admit it. My point was that although a P/T sup can begin the discpline process, at least up here, they have NO AUTHORITY TO HIRE OR FIRE.
you are clearly taking the entire conversation out of context with my one post.
HE claimed that HIS discpline for EGRESS could result in NO ONE HAVING JOBS AT UPS. That is not saying he could discpline people, he claimed he could directly have them out of jobs.
That is irrational and ego-stroking material. And in reality, it's a fairy tale.
If you read the anti-union sentiment in his blog, along with some of the other questionable content, you will understand why I made these points clear.
I am a supervisor of an operation of around 20. Had an employee who was constantly late and did not take much to build up a case against him. He was given a chance to correct his behavior but it continued so the progressive discipline continued. Was brought into the meeting along with BA, steward, district labor manager and manager and employee to discuss his working term. Union stepped outside. Manager asked me what I wanted to do with the employee. Proceed with termination or not. I said proceed. Employee of 10 plus years was terminated and walked out the building.
Perhaps employee will get his job back. If he does, I hope he changes his behavior. However, to say part time supervisors have no power to fire a union employee is wrong. The majority of the time, managers go solely based on the case of the supervisor and his/her opinion on an hourly employee. Sometimes they just don't have the time to follow the careers of every hourly under their command.
If a prosecutor makes the case but leaves the final decision to jury and judge, are you going to read the newspaper the next morning and spit out your cereal saying "Boy, this prosecutor is so full of it. For him to say he brought this man to justice is so silly. He has no power. He is just blowing his own horn." If so,
you will just look like a silly man eating his froot loops.
In regards to the topic of this thread...If a supervisor is working with proper staffing, he is simply not doing his job. Your strongest tool is your finger and voice. Jump in, get grieved. Simple enough. Find the person who grieved you and make him "work" rather then you do it for him. This company is losing so much money on the backs of supervisors unwilling to grow a backbone. Point blank. And for a hourly employee to grieve a supervisor working...well, its only the fault of the supervisor because the hourly employee is only doing what is stated black and white. So I can never fault a grievance on a hourly. Never. Well sometimes when its a ridiculous grievance. But you get the point.
And in regards for the bolded font of your quote...I am sure he is referring to employee's refusing to work as directed or building a case of employee failing to work safely (ie, documenting working incidents where employee did not work safe, etc.)