Harassment grievance against another employee?

Discussion in 'UPS Discussions' started by Blind ambition, Jul 17, 2014.

  1. Blind ambition

    Blind ambition New Member

    I'm having an issue with another employee on my shift. I don't trust management and don't want to tell them because they won't help me. What article/section/remedy request should I write down for a grievance.
  2. PT Car Washer

    PT Car Washer Well-Known Member

    Be very careful with what you do. For one thing you can not file a grievance on another Union member.
  3. ChickenLegs

    ChickenLegs Safety Expert

    Your best option would be to inform management. After you make them aware of a bad situation between two individuals, they are obligated to take measures to defuse the situation. If your management team can not work this out, call the 1-800 number.

    The union does not like to get involved with disputes between members.
  4. ArcherUTR

    ArcherUTR Active Member

    That sounds odd, but I know very little of the contract.

    So if another hourly is leaving you a :censored2: surprise on your vehicle every day, or if spits on you to greet you for every shift - you can't ask the Union for help? Management may not be interested, are you saying the police is our only other recourse?
  5. Dragon

    Dragon Package Center Manager

    This is an HR issue. Contact your HR department since you do not trust management.

    Somebody in management will get involved regardless.
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  6. ChickenLegs

    ChickenLegs Safety Expert

    He's wrong. The OP has every right to file a grievance as it's a violation of article 37 of the national. Employees will treat each other and the employer with dignity and respect. Any steward would try to get this resolved without paperwork though, to ensure everyone keeps their job. The best method would be what I wrote above.

    That being said, should he actually persue a grievance, his standing within the union would drop to POS status.
  7. fres431

    fres431 Active Member

    Brown on brown contact union rep..800 number is a complete joke

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  8. bleedinbrown58

    bleedinbrown58 ahhh....the mouth breathers

    Or man up and deal with it after work.
  9. steward71

    steward71 Active Member

  10. Brownslave688

    Brownslave688 You want a toe? I can get you a toe.

    Maybe it's a woman who is getting harassed at her second job by employees from her first ;)
  11. bleedinbrown58

    bleedinbrown58 ahhh....the mouth breathers

    no free lap dance for the veal chop...lol
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  12. PT Car Washer

    PT Car Washer Well-Known Member

    You would have to file on the company for not enforcing Art. 37. Then other party would file against the company and the company would just get rid of both and let the Union deal with it. Have seen this happen.
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  13. Gumby

    Gumby *

    Well...dont give her the tip, give her the whoe thing!
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  14. ChickenLegs

    ChickenLegs Safety Expert

    You wouldn't have seen this. Grievances should be confidential except between the parties involved.

    And he can file directly on the other employee. The grievance would be sufficient to let the company know of the violation. The only time he would file on the company is if he let the company know beforehand, and they did not defuse the situation.
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  15. BrownTexas

    BrownTexas Well-Known Member

    Spitting on someone is assault. Feel free to call the police. Lol.
  16. bleedinbrown58

    bleedinbrown58 ahhh....the mouth breathers

    Is that an offer? lmao :eek:
  17. bleedinbrown58

    bleedinbrown58 ahhh....the mouth breathers

    A surprise on your winshield is tough to prove without a camera or a witness. But honestly, a guy spits on you...and you do/say what....nothing??
  18. PT Car Washer

    PT Car Washer Well-Known Member

    You are right. I did not see the grievance. Did see the two parties walked out. Both worked on the day sort. Resolved it by one going to the preload and the other to twilight.
  19. Cementups

    Cementups Box Monkey

    Teamsters don't rat on Teamsters. But what you describe is an issue that should be taken up with HR.
  20. fres431

    fres431 Active Member

    Don't go to management go to the union the union doesn't like it when you take brown on brown to management needs to be settled within the union

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