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UPS Union Issues
Fired for job abandonment
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<blockquote data-quote="ski or die" data-source="post: 3234387" data-attributes="member: 52818"><p>During this discussion it was mentioned of management changing stories, that is why I always took notes of what was said during meetings with management.</p><p></p><p>I totally agree with you on this. I seen it happen in many cases where the company tried to force someone to quit because of injuries that may have occurred on the job. The don't want damaged goods.</p><p></p><p>Read my previous post a little closer. If the employee was in the wrong, we would discuss further options. And is some grievances we were able to resolve the issue in the office. I worked clerical, 2 of my friends and I would go to lunch together each day. Occasionally they would have a beer with their lunch. I do not drink so I would just have a coke. Our manager walked in the restaurant one lunch hour and sat down at our table. He told them to not to come back to work. As I said when employee was wrong, we would try to discuss it with management and resolve it. They were able to come back to work after a 10 day suspension. Usually in a case like this, you were gone.I always would fight for any employee as I did not want to see anyone lose their job. Even had a supervisor they were going to fire for sexual harassment (placing his hand on a employee improperly). We did not push for termination. The issue was resolved. </p><p> My reputation was a fair steward who would fight for all employees, they would request my assistance in several departments in our facility. I don't agree with all of your views, some have merit. But as a Union Steward, you fight for each and every employee, even if they were in the wrong. Explain to them the mistake they have made and try to resolve the issue with management without going to panel. Seen to many panels where decision was made before even walking into room.</p></blockquote><p></p>
[QUOTE="ski or die, post: 3234387, member: 52818"] During this discussion it was mentioned of management changing stories, that is why I always took notes of what was said during meetings with management. I totally agree with you on this. I seen it happen in many cases where the company tried to force someone to quit because of injuries that may have occurred on the job. The don't want damaged goods. Read my previous post a little closer. If the employee was in the wrong, we would discuss further options. And is some grievances we were able to resolve the issue in the office. I worked clerical, 2 of my friends and I would go to lunch together each day. Occasionally they would have a beer with their lunch. I do not drink so I would just have a coke. Our manager walked in the restaurant one lunch hour and sat down at our table. He told them to not to come back to work. As I said when employee was wrong, we would try to discuss it with management and resolve it. They were able to come back to work after a 10 day suspension. Usually in a case like this, you were gone.I always would fight for any employee as I did not want to see anyone lose their job. Even had a supervisor they were going to fire for sexual harassment (placing his hand on a employee improperly). We did not push for termination. The issue was resolved. My reputation was a fair steward who would fight for all employees, they would request my assistance in several departments in our facility. I don't agree with all of your views, some have merit. But as a Union Steward, you fight for each and every employee, even if they were in the wrong. Explain to them the mistake they have made and try to resolve the issue with management without going to panel. Seen to many panels where decision was made before even walking into room. [/QUOTE]
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