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<blockquote data-quote="UPS Lifer" data-source="post: 245256" data-attributes="member: 9789"><p>Bitter, </p><p>I was a manager from 1986 to 2007 and never heard of the term "Final" Warning Letter. We called a final letter a termination letter. <strong><span style="color: Blue">You need to clear up what your mgmt group is talking about. There is some kind of misunderstanding about this term. A warning letter is a warning letter...nothing more. </span></strong></p><p><strong><span style="color: Blue"></span></strong></p><p>I probably shouldn't tell you this because it is NOT standard practice... but other than a cardinal sin, it is possible (highly unlikely it would stick in most circumstances) once a waring is in effect an employee can be terminated without being suspended. It is my opinion that this would be settled differently if this happened and the case went to an arbitration. </p><p></p><p>However - your case could definetly be that type of case that could be elevated to a termination if the exact same situation happened again. </p><p></p><p>If they wanted to terminate you ...they already would have citing gross negligence with intent. </p><p></p><p>I disagree with the article 37 grievence. I don't think you will gain anything from it. </p><p></p><p>I had a similar situation happen with an employee only it was a rubber gromet he tossed down the belt and it hit a "loser" and they filed worker's comp. When the District Mgr found out he told me to terminate the employee. He found out because it was safety related and is reported on a weekly conference call. The employee came back without back pay (2 weeks off) and was transferred to another area. These 2 employees had some history of bad blood.</p><p></p><p>I think we would all be interested how the term "final" warning is explained to you. Let us know!!!</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 245256, member: 9789"] Bitter, I was a manager from 1986 to 2007 and never heard of the term "Final" Warning Letter. We called a final letter a termination letter. [B][COLOR="Blue"]You need to clear up what your mgmt group is talking about. There is some kind of misunderstanding about this term. A warning letter is a warning letter...nothing more. [/COLOR][/B] I probably shouldn't tell you this because it is NOT standard practice... but other than a cardinal sin, it is possible (highly unlikely it would stick in most circumstances) once a waring is in effect an employee can be terminated without being suspended. It is my opinion that this would be settled differently if this happened and the case went to an arbitration. However - your case could definetly be that type of case that could be elevated to a termination if the exact same situation happened again. If they wanted to terminate you ...they already would have citing gross negligence with intent. I disagree with the article 37 grievence. I don't think you will gain anything from it. I had a similar situation happen with an employee only it was a rubber gromet he tossed down the belt and it hit a "loser" and they filed worker's comp. When the District Mgr found out he told me to terminate the employee. He found out because it was safety related and is reported on a weekly conference call. The employee came back without back pay (2 weeks off) and was transferred to another area. These 2 employees had some history of bad blood. I think we would all be interested how the term "final" warning is explained to you. Let us know!!! [/QUOTE]
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