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<blockquote data-quote="JonFrum" data-source="post: 753349" data-attributes="member: 18044"><p>The locker room lawyers read from the same Contract that UPS signed and agreed to, and that any arbitrator is bound to follow. All are in agreement, though UPS does not always follow what it has agreed to.</p><p> </p><p>Technology is notoriously unreliable. There is a reason the results of so-called Lie Detector Tests are not allowed in Court, as every locker room lawyer knows.</p><p> </p><p>Some exerpts on technology from the Contract:</p><p></p><p>ARTICLE 6.</p><p>Section 4. Technological Change</p><p>8. No employee shall be discharged on a first offense if such discharge is based solely upon information received from GPS or any successor system unless he/she engages in dishonesty (defined for the purposes of this paragraph as any act or omission by an employee where he/she intends to defraud the Company). The degree of discipline dealing with off-area offenses shall not be changed because of the use of GPS.</p><p> </p><p>ARTICLE 12. POLYGRAPH /TIMECLOCKS</p><p>No applicant for employment and no employee will be required to take any form of a lie detector test as a condition of employment. Upon request, an employee or the Union may inspect the record of an employee’s time recorded on the DIAD or other device for previous days’ work. An employee will be permitted to examine the operation record for the current pay period for the purpose of ascertaining his/her hours worked. If an employee has an issue with his/her hours worked for a particular day, the Employer will provide the employee, upon written request, with a print out of his/her hours worked.</p><p></p><p>The Employer shall not alter the information from the DIAD board, or information recorded through the use of any other technology, so as to diminish an employee’s compensable time, without the employee’s knowledge. Further, the Employer shall post for an employee’s review, a copy of the PTE edits for each day. No supervisor shall use a DIAD, or any other information recorded through the use of any other technology, under the name of an hourly employee unless the employee is present. This includes for the purpose of training and demonstration. . . .</p><p> </p><p>ARTICLE 37. MANAGEMENT EMPLOYEE RELATIONS</p><p>Section 1.</p><p>(d) No employee shall be disciplined for exceeding personal time based on data received from the DIAD/IVIS or other information technology.</p></blockquote><p></p>
[QUOTE="JonFrum, post: 753349, member: 18044"] The locker room lawyers read from the same Contract that UPS signed and agreed to, and that any arbitrator is bound to follow. All are in agreement, though UPS does not always follow what it has agreed to. Technology is notoriously unreliable. There is a reason the results of so-called Lie Detector Tests are not allowed in Court, as every locker room lawyer knows. Some exerpts on technology from the Contract: ARTICLE 6. Section 4. Technological Change 8. No employee shall be discharged on a first offense if such discharge is based solely upon information received from GPS or any successor system unless he/she engages in dishonesty (defined for the purposes of this paragraph as any act or omission by an employee where he/she intends to defraud the Company). The degree of discipline dealing with off-area offenses shall not be changed because of the use of GPS. ARTICLE 12. POLYGRAPH /TIMECLOCKS No applicant for employment and no employee will be required to take any form of a lie detector test as a condition of employment. Upon request, an employee or the Union may inspect the record of an employee’s time recorded on the DIAD or other device for previous days’ work. An employee will be permitted to examine the operation record for the current pay period for the purpose of ascertaining his/her hours worked. If an employee has an issue with his/her hours worked for a particular day, the Employer will provide the employee, upon written request, with a print out of his/her hours worked. The Employer shall not alter the information from the DIAD board, or information recorded through the use of any other technology, so as to diminish an employee’s compensable time, without the employee’s knowledge. Further, the Employer shall post for an employee’s review, a copy of the PTE edits for each day. No supervisor shall use a DIAD, or any other information recorded through the use of any other technology, under the name of an hourly employee unless the employee is present. This includes for the purpose of training and demonstration. . . . ARTICLE 37. MANAGEMENT EMPLOYEE RELATIONS Section 1. (d) No employee shall be disciplined for exceeding personal time based on data received from the DIAD/IVIS or other information technology. [/QUOTE]
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