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<blockquote data-quote="soberups" data-source="post: 807454" data-attributes="member: 14668"><p>Those of us in the Western Region are protected by the <em>superior</em> language in Article 28 section 2 of the Western Region Supplement;</p><p> </p><p>"No Employee(s) shall suffer suspension or discharge without the employee(s) having been given a written warning notice.......</p><p> </p><p>(a) in cases of(1) <strong>proven dishonesty</strong>; (2) drinking of alcoholic beverages while on duty; (3) recklessnes resulting in a serious accident while on duty (4) the carrying of unauthorized passengers; (5) unprovoked assault on an employee or supervisory employee while on duty; (6) selling, transporting or use of illegal narcotics while in the employement of the Employer; or (7) willful, wanton or malicious damage to the Employers property, shall be dischargeable offenses without the necessity of a warning letter being in effect."</p><p> </p><p>Telematics data <em>by itself</em> is <strong>not proof</strong>. We had a guy get fired recently for sheeting NDA prior to the commit time and then delivering it later. He <em>didnt</em> get fired because of what the Telematics data showed...he got fired because, when first questioned about it, <strong>he lied</strong>. Then, when confronted with the Telematics data, <strong>he changed his story and admitted the truth. </strong>Since there were <em>no actual witnesses</em> to what occured, all he would have had to do was to plead ignorance by saying "I dont recall" and they would <em>not</em> have been able to fire him.</p><p> </p><p>What the company <strong>can</strong> use Telematics for is to figure out who is cutting corners and cheating. At that point, management can then go out and do observations of the employee and <em>personally witness</em> the dishonest behavior in order to build a case for discipline. But, <strong>by itself</strong>, Telematics data <em>cannot</em> be used for disciplinary purposes out here in the Western Region.</p></blockquote><p></p>
[QUOTE="soberups, post: 807454, member: 14668"] Those of us in the Western Region are protected by the [I]superior[/I] language in Article 28 section 2 of the Western Region Supplement; "No Employee(s) shall suffer suspension or discharge without the employee(s) having been given a written warning notice....... (a) in cases of(1) [B]proven dishonesty[/B]; (2) drinking of alcoholic beverages while on duty; (3) recklessnes resulting in a serious accident while on duty (4) the carrying of unauthorized passengers; (5) unprovoked assault on an employee or supervisory employee while on duty; (6) selling, transporting or use of illegal narcotics while in the employement of the Employer; or (7) willful, wanton or malicious damage to the Employers property, shall be dischargeable offenses without the necessity of a warning letter being in effect." Telematics data [I]by itself[/I] is [B]not proof[/B]. We had a guy get fired recently for sheeting NDA prior to the commit time and then delivering it later. He [I]didnt[/I] get fired because of what the Telematics data showed...he got fired because, when first questioned about it, [B]he lied[/B]. Then, when confronted with the Telematics data, [B]he changed his story and admitted the truth. [/B]Since there were [I]no actual witnesses[/I] to what occured, all he would have had to do was to plead ignorance by saying "I dont recall" and they would [I]not[/I] have been able to fire him. What the company [B]can[/B] use Telematics for is to figure out who is cutting corners and cheating. At that point, management can then go out and do observations of the employee and [I]personally witness[/I] the dishonest behavior in order to build a case for discipline. But, [B]by itself[/B], Telematics data [I]cannot[/I] be used for disciplinary purposes out here in the Western Region. [/QUOTE]
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