Article 7
- Thread starter Turtle17
- Start date
Brownslave688
You want a toe? I can get you a toe.
Lately it feels like that should just be your signature line doesn't it?
This place is defiantly in one of its valleys right now.
TooTechie
Geek in Brown
Go to the union issues forum and click on the link for national master agreement. Page forward until you get to article 7 and read the couple of paragraphs.
I guess I'm just too dumb to figure out what some people are really asking.
Brownslave688
You want a toe? I can get you a toe.
Exclamation points are a privilege not a right.
PiedmontSteward
RTW-4-Less
An Article 7 termination is often called a "working termination." It involves a non-cardinal sin infraction (cardinal sins include: dishonesty, a serious accident resulting in injury due to negligence, drinking on the job, possessing/using illegal narcotics on the job, carrying unauthorized passengers in a company vehicle and "just cause" infractions, which means it's reasonable to expect the company to terminate you for, say, sucker punching a supervisor, destroying company property, or using a racial slur.)
Under Article 7, you continue working while your case goes through the grievance procedure. Typically, the first step is the company sending a discharge letter to the member/union. The steward and center/sort manager can then attempt to settle/reduce the termination to a suspension. If they can't come to an agreement, it typically goes to a local level meeting between the business agent and labor manager. If they deadlock again, then the case is decided by the area grievance panel. If the company/union members of the panel deadlock, an arbitrator usually casts the deciding vote. The process can take several months, depending.
Under Article 7, you continue working while your case goes through the grievance procedure. Typically, the first step is the company sending a discharge letter to the member/union. The steward and center/sort manager can then attempt to settle/reduce the termination to a suspension. If they can't come to an agreement, it typically goes to a local level meeting between the business agent and labor manager. If they deadlock again, then the case is decided by the area grievance panel. If the company/union members of the panel deadlock, an arbitrator usually casts the deciding vote. The process can take several months, depending.
UpstateNYUPSer(Ret)
Well-Known Member
They walked off the job----what would you expect the company to do?
Jackburton
Gone Fish'n
Your the part of the Union too... But in your case I would keep my mouth shut and do what I'm told and follow the rules which you seem to have problem with in the pass. Hence your on working termination currently.
'Lord Brown's bidding'
Well-Known Member
Art 7 terminations have to follow the discipline procedure, right? That is, they can only come after the talk to, the warning letter, the 1-day suspension, etc.?
Disciple in years past was there wrong doings of the same act !!!!! Example. Not grabbing hand rail. First incident talk with!!! Second incident if same act warning letter, etc. now. Any infraction three wrong acts and you are gone!!!!!! What happen to our UNION!!!!!!!! And yes I do have the right to use !!!!!!!
Sent using BrownCafe App
Sent using BrownCafe App
Anonymous 12
Non active member
I disagree but respect you to much to hit the disagree button on you.
I disagree!...lol
Anonymous 12
Non active member
I know to respect the ones who started before me.
