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Fired for job abandonment
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<blockquote data-quote="Mugarolla" data-source="post: 3234518" data-attributes="member: 8481"><p>I do not think that management changed their stories according to the OP. I believe that he kept adding addtional info as he posted.</p><p></p><p>And, yes, I also take notes. Sorry about the short term memory thing. I know that is the third thing to go as we age.</p><p></p><p></p><p></p><p>My point on that was to go into the local hearing with the attitude that the OP did nothing wrong, that he cannot be fired for job abandonment, that this is not what he did, and even if it is what he did, you still can't fire him because it is not a Cardinal Sin, well...</p><p></p><p>To go into a hearing putting all the blame on the Company and none on the grievant, especially when there is at least some blame, State Panel it is with more unpaid time off.</p><p></p><p>And no, I did not say that you would, or did, this. But it is in this thread somewhere....</p><p></p><p></p><p></p><p>I was not referring to you. I agree with how you handled things. You could admit to yourself that an employee may have been in the wrong.</p><p></p><p>Yes, it usually changes defense strategy, but others refuse to admit that the OP may have been in the wrong.</p><p></p><p></p><p></p><p>I don't doubt it.</p><p></p><p>And remember, just because I play Devil's advocate on an anonymous internet chat forum pointing out that the grievant may be in the wrong, does not mean that I will not pull out every trick in the book to get him back to work as soon as possible.</p><p></p><p>You need to know what he did, what Article he violated, so that you are prepared to respond to UPS's arguments.</p><p></p><p>A good Steward knows this and knows how to handle this. We are not in a court of law.</p></blockquote><p></p>
[QUOTE="Mugarolla, post: 3234518, member: 8481"] I do not think that management changed their stories according to the OP. I believe that he kept adding addtional info as he posted. And, yes, I also take notes. Sorry about the short term memory thing. I know that is the third thing to go as we age. My point on that was to go into the local hearing with the attitude that the OP did nothing wrong, that he cannot be fired for job abandonment, that this is not what he did, and even if it is what he did, you still can't fire him because it is not a Cardinal Sin, well... To go into a hearing putting all the blame on the Company and none on the grievant, especially when there is at least some blame, State Panel it is with more unpaid time off. And no, I did not say that you would, or did, this. But it is in this thread somewhere.... I was not referring to you. I agree with how you handled things. You could admit to yourself that an employee may have been in the wrong. Yes, it usually changes defense strategy, but others refuse to admit that the OP may have been in the wrong. I don't doubt it. And remember, just because I play Devil's advocate on an anonymous internet chat forum pointing out that the grievant may be in the wrong, does not mean that I will not pull out every trick in the book to get him back to work as soon as possible. You need to know what he did, what Article he violated, so that you are prepared to respond to UPS's arguments. A good Steward knows this and knows how to handle this. We are not in a court of law. [/QUOTE]
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