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Discipline?
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<blockquote data-quote="Southwestern" data-source="post: 946901" data-attributes="member: 33209"><p>You're misinformed -- I suggest you contact your business agent and educate yourself.</p><p></p><p>Supervisors are encouraged (and in some buildings, required) to complete thorough daily summaries. Many of their comments wind up in employees' files, and the employees are blindsided with this information should they wind up in disciplinary situations. The comments usually detail any interaction the supervisor had with the employee (for example, the supervisor could write that he discussed with you concerns about you not properly bending when lifting), any unusual observations (for example, the supervisor could write that he saw you use the wrong time clock to punch in with, that he saw you use the bathroom an excessive number of times, that he saw you wash your hands before clocking out, etc.) or any inappropriate remarks that he overheard. </p><p></p><p>The point is to create a paper trail to ensure that any disciplinary action ultimately taken will stick. Nothing needs to be discussed with you or signed by you -- the company will ALWAYS take the position that its managerial employees are highly trained, honest professionals who pride in integrity so thus if the company decides to terminate you for stealing time based upon a supervisor's multiple previous observations of you using the wrong time clock to punch out with, you will have a hard time refuting it.</p></blockquote><p></p>
[QUOTE="Southwestern, post: 946901, member: 33209"] You're misinformed -- I suggest you contact your business agent and educate yourself. Supervisors are encouraged (and in some buildings, required) to complete thorough daily summaries. Many of their comments wind up in employees' files, and the employees are blindsided with this information should they wind up in disciplinary situations. The comments usually detail any interaction the supervisor had with the employee (for example, the supervisor could write that he discussed with you concerns about you not properly bending when lifting), any unusual observations (for example, the supervisor could write that he saw you use the wrong time clock to punch in with, that he saw you use the bathroom an excessive number of times, that he saw you wash your hands before clocking out, etc.) or any inappropriate remarks that he overheard. The point is to create a paper trail to ensure that any disciplinary action ultimately taken will stick. Nothing needs to be discussed with you or signed by you -- the company will ALWAYS take the position that its managerial employees are highly trained, honest professionals who pride in integrity so thus if the company decides to terminate you for stealing time based upon a supervisor's multiple previous observations of you using the wrong time clock to punch out with, you will have a hard time refuting it. [/QUOTE]
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