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how do you file a GRIEVANCE for attendance
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<blockquote data-quote="RogerThat" data-source="post: 673996" data-attributes="member: 27473"><p><span style="color: #0000ff"><span style="color: blue"><span style="font-family: 'Verdana'">Here is how disciplinary action works against an hourly employee. This should clear up any confusion you have because it simply does not make sense to file a grievance against disciplinary action on your attendance because we have records that will in fact show if you suck at showing up to your job. I see that you are a 22.3...</span></span></span></p><p> <span style="color: #0000ff"></span></p><p><span style="color: #0000ff"><span style="color: blue"><span style="font-family: 'Verdana'">There are two categories of discipline. Each of these are separate from one another meaning that the levels of discipline cannot advance from one category to another:</span></span></span></p><p> <span style="color: #0000ff"></span></p><p><span style="color: #0000ff"><strong><span style="color: blue"><span style="font-family: 'Verdana'">Attendance:</span></span></strong></span></p><p><span style="color: #0000ff"><span style="color: blue"><span style="font-family: 'Verdana'">Enough Said. Come to work, and be on time!</span></span></span></p><p> <span style="color: #0000ff"></span></p><p><span style="color: #0000ff"><strong><span style="color: blue"><span style="font-family: 'Verdana'">Service and Everything else</span></span></strong><span style="color: blue"><span style="font-family: 'Verdana'">:</span></span></span></p><p><span style="color: #0000ff"><span style="color: blue"><span style="font-family: 'Verdana'">You can be disciplined in progressive steps for service and other disorderly like conduct such as cursing at management, throwing packages or hand scanners, stealing time, low PPH, ect...</span></span></span></p><p> <span style="color: #0000ff"></span></p><p><span style="color: #0000ff"><span style="color: blue"><span style="font-family: 'Verdana'">Now you are probably wondering how an employee can be punished for PPH when the contract clearly states, "A fair days work for a fair days pay." You could even make the argument from a shop stewards perspective, and say that everyone is different and therefore has different capabilities. Fine. However, if I look on GSS for a loader's PPH or do a flow count on a sorter I will either work with the employee to improve it, or if it is acceptable I will then review the employee's performance with them and then tell them that they have now sat their own MAR. I can now hold them accountable to that performance. I have seen what they are capable of, and expect to it to maintain. </span></span></span></p><p> <span style="color: #0000ff"></span></p><p><span style="color: #0000ff"><span style="color: blue"><span style="font-family: 'Verdana'">The appropriate levels of discipline include: warning letter, five day suspension, ten day suspension, last chance agreement, and finally termination. A talk with is just a courtesy and is not a requirement. However, most reasonable management people will do a talk with. This is only fair because how can an employee correct a problem if they do not know there is one? Communication is key, and I can only hope that you have a management team bright enough to know this.</span></span></span></p><p><span style="color: #0000ff"></span></p></blockquote><p></p>
[QUOTE="RogerThat, post: 673996, member: 27473"] [COLOR=#0000ff][COLOR=blue][FONT=Verdana]Here is how disciplinary action works against an hourly employee. This should clear up any confusion you have because it simply does not make sense to file a grievance against disciplinary action on your attendance because we have records that will in fact show if you suck at showing up to your job. I see that you are a 22.3...[/FONT][/COLOR] [COLOR=blue][FONT=Verdana]There are two categories of discipline. Each of these are separate from one another meaning that the levels of discipline cannot advance from one category to another:[/FONT][/COLOR] [B][COLOR=blue][FONT=Verdana]Attendance:[/FONT][/COLOR][/B] [COLOR=blue][FONT=Verdana]Enough Said. Come to work, and be on time![/FONT][/COLOR] [B][COLOR=blue][FONT=Verdana]Service and Everything else[/FONT][/COLOR][/B][COLOR=blue][FONT=Verdana]:[/FONT][/COLOR] [COLOR=blue][FONT=Verdana]You can be disciplined in progressive steps for service and other disorderly like conduct such as cursing at management, throwing packages or hand scanners, stealing time, low PPH, ect...[/FONT][/COLOR] [COLOR=blue][FONT=Verdana]Now you are probably wondering how an employee can be punished for PPH when the contract clearly states, "A fair days work for a fair days pay." You could even make the argument from a shop stewards perspective, and say that everyone is different and therefore has different capabilities. Fine. However, if I look on GSS for a loader's PPH or do a flow count on a sorter I will either work with the employee to improve it, or if it is acceptable I will then review the employee's performance with them and then tell them that they have now sat their own MAR. I can now hold them accountable to that performance. I have seen what they are capable of, and expect to it to maintain. [/FONT][/COLOR] [COLOR=blue][FONT=Verdana]The appropriate levels of discipline include: warning letter, five day suspension, ten day suspension, last chance agreement, and finally termination. A talk with is just a courtesy and is not a requirement. However, most reasonable management people will do a talk with. This is only fair because how can an employee correct a problem if they do not know there is one? Communication is key, and I can only hope that you have a management team bright enough to know this.[/FONT][/COLOR] [/COLOR] [/QUOTE]
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