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UPS Union Issues
Warning letters staying in file?
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<blockquote data-quote="island1fox" data-source="post: 705248" data-attributes="member: 4816"><p>Yes, and can you guess the answer ?? </p><p>YES !!!!!! </p><p>It does not matter if warning letters or suspensions stay in an employee,s file or not.</p><p>I was involved in a precedent setting case involving a UPS driver and Local 804.</p><p>The employee was a six year employee with a drastic attendance record.</p><p>Because of good work by shop stewards and business agents --the driver was able to survive six years --but never improved his attendance.</p><p>At a discharge hearing in NYC the union presented opening arguments that he had been a safe and hard working driver for six years. </p><p>The Company opened with his attendance record for six years and mentioned only discipline taken on him the last nine months. The Company pointed out to the arbitrator that by contract they were not allowed to discuss discipline over the entire work period --but felt it had the absolute right to present the driver's entire record.</p><p>There was an uproar by the union attorney.</p><p>A seperate arbitration was held --which clearly upholds the right of the Company to review the entire work record of any employee ---discussing discipline only within the specied time period in the contract.</p><p>This was like giving the "sleeves" out of your vest.</p><p>Any Arbitrator can listen to the entire record and fill in the blanks for himself.</p><p>Moral of the story ??? You can figure it out for yourselves !!!!</p><p> </p><p>Some will say it was the companies fault for the driver losing his job --others will say it was the unions fault!! How many will guess the right answer ?<img src="/community/styles/default/xenforo/smilies/FeltTip/wink.png" class="smilie" loading="lazy" alt=":wink2:" title="Wink :wink2:" data-shortname=":wink2:" /></p></blockquote><p></p>
[QUOTE="island1fox, post: 705248, member: 4816"] Yes, and can you guess the answer ?? YES !!!!!! It does not matter if warning letters or suspensions stay in an employee,s file or not. I was involved in a precedent setting case involving a UPS driver and Local 804. The employee was a six year employee with a drastic attendance record. Because of good work by shop stewards and business agents --the driver was able to survive six years --but never improved his attendance. At a discharge hearing in NYC the union presented opening arguments that he had been a safe and hard working driver for six years. The Company opened with his attendance record for six years and mentioned only discipline taken on him the last nine months. The Company pointed out to the arbitrator that by contract they were not allowed to discuss discipline over the entire work period --but felt it had the absolute right to present the driver's entire record. There was an uproar by the union attorney. A seperate arbitration was held --which clearly upholds the right of the Company to review the entire work record of any employee ---discussing discipline only within the specied time period in the contract. This was like giving the "sleeves" out of your vest. Any Arbitrator can listen to the entire record and fill in the blanks for himself. Moral of the story ??? You can figure it out for yourselves !!!! Some will say it was the companies fault for the driver losing his job --others will say it was the unions fault!! How many will guess the right answer ?:wink2: [/QUOTE]
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