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UPS Union Issues
Fired for job abandonment
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<blockquote data-quote="zubenelgenubi" data-source="post: 3227291" data-attributes="member: 63706"><p>The OP obviously intended to return to the job on the next scheduled day (since he did), so not job abandonment, regardless of how much you want to twist the definition. What he (male according to his profile, currently) did was more akin to tardiness in material fact. It's actually less serious an offense since we have scheduled start times, and no scheduled end times. Is tardiness a terminable offense? No. No it's not.</p><p></p><p>I've never heard of anyone in my center get a write up for tardiness. In fact several people have no called no showed on occasion without losing their jobs. Company policy is what the company does, not what's on a piece of paper. Past practice is contract. The OP was singled out, possibly in violation of ADA. The company needs to be shown that these fake firings will cost them if they keep it up.</p><p></p><p>Why take management's side? That's too easy. They don't need support, they just do whatever they want. Unless you are management, in which case I'll use shorter words from now on. <img src="/community/styles/default/xenforo/smilies/FeltTip/raspberry-tounge.png" class="smilie" loading="lazy" alt=":raspberry-tounge:" title="Raspberry Tounge :raspberry-tounge:" data-shortname=":raspberry-tounge:" /></p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 3227291, member: 63706"] The OP obviously intended to return to the job on the next scheduled day (since he did), so not job abandonment, regardless of how much you want to twist the definition. What he (male according to his profile, currently) did was more akin to tardiness in material fact. It's actually less serious an offense since we have scheduled start times, and no scheduled end times. Is tardiness a terminable offense? No. No it's not. I've never heard of anyone in my center get a write up for tardiness. In fact several people have no called no showed on occasion without losing their jobs. Company policy is what the company does, not what's on a piece of paper. Past practice is contract. The OP was singled out, possibly in violation of ADA. The company needs to be shown that these fake firings will cost them if they keep it up. Why take management's side? That's too easy. They don't need support, they just do whatever they want. Unless you are management, in which case I'll use shorter words from now on. :raspberry-tounge: [/QUOTE]
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