This is in regard to the document my BA sent me. It clearly states All discipline should be given immediately upon the employees return to work. On top of that based on this information in the Western Regional Supplement Agreement, wouldn't that document he sent me be absolute?
PREAMBLE All language contained in this Supplement shall apply to all signatory Local Unions except where explicitly stated otherwise. Any lesser conditions contained in any Rider or Addendum shall be superseded by the conditions contained in this Agreement. However, except where specifically stated otherwise in this Agreement nothing in this Agreement shall deprive any employee of any superior benefit contained in their Rider or Addendum.
SECTION 2 - HANDLING OF DISCHARGES AND SUSPENSIONS Any case pertaining to a discharge or suspension shall be handled as follows: No employee(s) shall suffer suspension or discharge without the employee(s) having been given a written warning notice wherein the facts forming the grounds for such warning notice are clearly set forth. The facts therein set forth must be of the same type as those upon which such suspension or discharge is founded. All warning, suspension and discharge letters shall accurately set forth all relevant dates, Articles and violations relied upon by the Company for the disciplinary action being taken.
(b) Within ten (10) days of the occurrence of the alleged cause for discharge or suspension, the Employer shall give written notice by certified mail to the employee and to the Local Union of its decision - 225 - to discharge or suspend the employee, and such notice shall set forth the reason or reasons for the discharge or suspension. All suspension and discharge letters shall accurately set forth all relevant dates, Articles and violations relied upon by the Company for the disciplinary action being taken. If the Employer fails to give such written notice within the specified ten (10) day period, the right to discharge or suspend for that particular reason shall be waived. But this shall not preclude the Employer from introducing as evidence, should a subsequent discharge or suspension occur, any reason or reasons to substantiate unsatisfactory work performance arising out of circumstances which occurred during the nine (9) month period immediately preceding the date of discharge or suspension notice.
In my case this is not what happened. My building manager decided to over supervise me after my altercation with another employee and decided to test me. He was asking me questions while I was unloading and I said he is starting to harass me. He did not like the way I was talking to him so he fabricated this whole thing against me with evidence a month ago.
And how can I file a grievance on it myself if they never sent me letters in the mail for my NC/NS?