Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
Supervisors working grievance
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="KidUPS" data-source="post: 549079" data-attributes="member: 18294"><p>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. </p><p></p><p> 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.</p><p></p><p> 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, <strong>you</strong> will just look like a silly man eating his froot loops.</p><p></p><p> 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.</p><p></p><p> 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.)</p></blockquote><p></p>
[QUOTE="KidUPS, post: 549079, member: 18294"] 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, [B]you[/B] 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.) [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
Supervisors working grievance
Top