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UPS Union Issues
Fired for job abandonment
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<blockquote data-quote="zubenelgenubi" data-source="post: 3229058" data-attributes="member: 63706"><p>It depends on several factors. If it is common for employees to leave once their work is done without checking in (as was suggested by OP), then, yes. I was simply going by the definition of job abandonment, and this situation does not fit the definition. </p><p></p><p></p><p>Single-word, syntactically null response. Not an argument.</p><p></p><p></p><p></p><p>I wasn't specifically referring to Mug, just in general it seems that the people who respond to these types of threads presume guilt. I approach them as a theoretical case study, and I base my argument on the facts presented. Of course it's not the whole story, but I'd rather side with the under dog in the story. UPS is a multi-billion dollar enterprise, they don't need some forum dwellers to affirm their actions. Plus it helps me hone my argument skills. I don't particularly care if other people think I'm wrong, or less experienced, I'm just interested in exploring the situation and maybe learn something in the process. </p><p></p><p>I don't think I ever assumed it would be easy to establish past pratices, just stated that they could be established based on the provided information, and if they were, the OP shouldn't have even be disciplined, let alone terminated. But, out of curiosity, in your experience, what is the test that is used to establish past practices? If you were to represent the OP in this case, would you use a past practices argument? Why/why not? </p><p></p><p>To clarify, I'm not arguing this case. I don't represent the OP. I am arguing a hypothetical case identical to the one presented by the OP, as are we all. In a real situation, my strategy and position would likely change based on discovery of previously unknown facts.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 3229058, member: 63706"] It depends on several factors. If it is common for employees to leave once their work is done without checking in (as was suggested by OP), then, yes. I was simply going by the definition of job abandonment, and this situation does not fit the definition. Single-word, syntactically null response. Not an argument. I wasn't specifically referring to Mug, just in general it seems that the people who respond to these types of threads presume guilt. I approach them as a theoretical case study, and I base my argument on the facts presented. Of course it's not the whole story, but I'd rather side with the under dog in the story. UPS is a multi-billion dollar enterprise, they don't need some forum dwellers to affirm their actions. Plus it helps me hone my argument skills. I don't particularly care if other people think I'm wrong, or less experienced, I'm just interested in exploring the situation and maybe learn something in the process. I don't think I ever assumed it would be easy to establish past pratices, just stated that they could be established based on the provided information, and if they were, the OP shouldn't have even be disciplined, let alone terminated. But, out of curiosity, in your experience, what is the test that is used to establish past practices? If you were to represent the OP in this case, would you use a past practices argument? Why/why not? To clarify, I'm not arguing this case. I don't represent the OP. I am arguing a hypothetical case identical to the one presented by the OP, as are we all. In a real situation, my strategy and position would likely change based on discovery of previously unknown facts. [/QUOTE]
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