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Fired again
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<blockquote data-quote="Bubblehead" data-source="post: 2692995" data-attributes="member: 14176"><p>It is not as a "classification" of employees though.</p><p>In my building we have 3 full time safety committee positions, that are hidden among the full time package car driving ranks.</p><p>These so-called drivers still hold bids on routes, but never run them, instead held out and coded as "safety".</p><p>They have preferred, self directed early start times and generally get as much as 12 hours a day, or 8 and skate on Fridays.</p><p>They shuttle bulk stops and PLIBs, shag misloads, while showing no true driving stats on the following daily report.</p><p>They have their own desks and computers to do a myriad of managerial tasks, including DOK rostering, new driver paperwork, emails, conference calls, on the clock charity work, and staffing duties.</p><p>Many days they are left to "drive the boat", while the managers and supes go home.</p><p>These make shift positions are not contractual and only serve to provide false cover for managerial metrics and create a divide in the bargaining unit.</p><p></p><p>I have a grievance filed asking for these "newly created jobs" to be named and bid, or for this new classification to be negotiated by the Union.</p><p>Unfortunately, like any grievance that requires reading, research, or conflict with the Company, my Local business agents delay hearing them indefinitely.</p><p>Just yesterday, for the second time in a year, I had to assist in the filing of multiple labor charges on the Company and the Union, for not hearing grievances before the 6 month deadline to file labor charges.</p><p></p><p>It was this chain of events that caused me to have an epiphany yesterday.</p><p></p><p>From this point forward, any grievances that have not been heard and settled by the 6 month mark, I will now file labor charges knowing the NLRB will defer to the grievance process, but will add additional cost to the parties named in the charges.</p><p>It's a damn shame to have to come to this, but it is what it is.</p></blockquote><p></p>
[QUOTE="Bubblehead, post: 2692995, member: 14176"] It is not as a "classification" of employees though. In my building we have 3 full time safety committee positions, that are hidden among the full time package car driving ranks. These so-called drivers still hold bids on routes, but never run them, instead held out and coded as "safety". They have preferred, self directed early start times and generally get as much as 12 hours a day, or 8 and skate on Fridays. They shuttle bulk stops and PLIBs, shag misloads, while showing no true driving stats on the following daily report. They have their own desks and computers to do a myriad of managerial tasks, including DOK rostering, new driver paperwork, emails, conference calls, on the clock charity work, and staffing duties. Many days they are left to "drive the boat", while the managers and supes go home. These make shift positions are not contractual and only serve to provide false cover for managerial metrics and create a divide in the bargaining unit. I have a grievance filed asking for these "newly created jobs" to be named and bid, or for this new classification to be negotiated by the Union. Unfortunately, like any grievance that requires reading, research, or conflict with the Company, my Local business agents delay hearing them indefinitely. Just yesterday, for the second time in a year, I had to assist in the filing of multiple labor charges on the Company and the Union, for not hearing grievances before the 6 month deadline to file labor charges. It was this chain of events that caused me to have an epiphany yesterday. From this point forward, any grievances that have not been heard and settled by the 6 month mark, I will now file labor charges knowing the NLRB will defer to the grievance process, but will add additional cost to the parties named in the charges. It's a damn shame to have to come to this, but it is what it is. [/QUOTE]
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