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False termination
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<blockquote data-quote="UPS Lifer" data-source="post: 346503" data-attributes="member: 9789"><p>I can only speak from my experience and first hand knowledge. I have seen it more than one time. If you have been fired or are not on the clock, all they can do is refuse to meet with you. What good would that accomplish? You can always go to the labor board or file a lawsuit! the company would be remiss in it's obligation of the open door policy.</p><p></p><p>I am not aware of any rules or regulations for or against this. If your job is heading south, then UPS can't expect you to think that a HR person would be an unbiased witness!!! LOL! </p><p></p><p>Brownsuit - why would you think this was unprofessional? What better way to get an outside opinion that may have a fresh perspective to help you with a positive outcome. </p><p></p><p>If your job is on the line, you may need corroboration of what took place. It also may equal out the playing field. Of course, you would not bring someone to a meeting who may not act in a professional or businesslike manner. </p><p></p><p>There is a psychological advantage if there are two of them and one of you! If the person is not schooled in HR or the arbitration process then they should just sit there and take notes and listen intently to the conversation.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 346503, member: 9789"] I can only speak from my experience and first hand knowledge. I have seen it more than one time. If you have been fired or are not on the clock, all they can do is refuse to meet with you. What good would that accomplish? You can always go to the labor board or file a lawsuit! the company would be remiss in it's obligation of the open door policy. I am not aware of any rules or regulations for or against this. If your job is heading south, then UPS can't expect you to think that a HR person would be an unbiased witness!!! LOL! Brownsuit - why would you think this was unprofessional? What better way to get an outside opinion that may have a fresh perspective to help you with a positive outcome. If your job is on the line, you may need corroboration of what took place. It also may equal out the playing field. Of course, you would not bring someone to a meeting who may not act in a professional or businesslike manner. There is a psychological advantage if there are two of them and one of you! If the person is not schooled in HR or the arbitration process then they should just sit there and take notes and listen intently to the conversation. [/QUOTE]
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