husband terminated...advice please.

[Billy Ray]

The part I don't like is their lack of consistency. The Friday before my vacation I got hosed and blew off my meal break in response. Nothing was said.

Tell me again, how was your response going to hurt management?

When you say, blew it off, .......

• You did not take a break?

• You entered a break, but worked through it?

On this day that you were hosed, what time did you punch out?

 

[UpstateNYUPSer(Ret)]

Sometimes I swear you started here yesterday.

The sad part is your opinion means little to nothing to me.

 

[UpstateNYUPSer(Ret)]

But any BA worth a crap would have told ups if it goes to panel he will be getting back pay.

Back pay for admitted dishonesty?

 

[UpstateNYUPSer(Ret)]

Tell me again, how was your response going to hurt management?

When you say, blew it off, .......

• You did not take a break?

• You entered a break, but worked through it?

On this day that you were hosed, what time did you punch out?

Did not enter or take a break.

Punched out at 1815.

Started my vacation.

 

[UpstateNYUPSer(Ret)]

if everything stated is 100% the truth and a legit attempt was made and he was simply fired for GPS flagging. I would DEFINITELY be going after back pay for this one.

He never made a legit attempt but rather sheeted the cal tags while sitting at a drop box.

 

[10 point]

My husband has been with ups for three years now and is/was a temporary cover driver. He was recently discharged for dishonesty. He sheeted up packages while waiting at his letter box rather than at the actual address when no one was home to send back dish network boxes. He knows what he did was wrong, and only defense was that he was trying to save some time. He has no previous disciplinary actions against him.

He went to the local hearing and admitted he did wrong and was trying to save time. Apologized, etc. Now it is going to a regional panel. Any advice or enlightenment for us?

We have two year old twins and it's taken a pretty big toll on our savings to pay bills while he's been out of work, plus the expenses for traveling to the hearing. Hoping he won't be going for nothing.

We had an employee pull over and "DR" next day airs (multiple stops) and they weren't at any of those locations. Proven dishonestly.

They got their job back at the local hearing.

Our center manager told us last Friday that if you had known closed businesses that had pkgs to be delivered "including NEXT DAY AIRS" we could scan them off area and stop complete them as "closed holiday" totally breaking the corporate training we had.

You needed to post your help wanted issue before the local hearing if you wanted info to be admissible for the state or regional hearings.

 

[I Am Jacks Damaged Box]

The sad part is your opinion means little to nothing to me.

 

[olroadbeech]

please let us know what happens.

 

[3 done 3 to go]

Which brings up the point of using electronic records which aren't 100% full proof to terminate someone on 1st offense. We supposedly can't be canned for telematics reports for the reason of possible inaccuracies so why can a GPS flagging get you canned on strike one? GPS tech isn't 100%.

I sometimes have the GPS alarm go off when a package is scanned at the correct address with absolute certainty of being at the correct address. And we're supposed to be held to what the tech reports say? BS!

Since Orion. We no longer get the alarm. Now I just leave all over the place

 

[HardknocksUPSer]

No more than a slap on the wrist. Just a power trip for management. To send a message to the rest of the center.

Had a power trip moved pulled on me like this before, I got sent home 1 day and to another shift for 1 day and was brought back to my original position.

 

[Nevermore1]

I didn't get to read the entire thread. Something similar happened to my husband a few years ago. He was out for about 3 months. He was denied at the initial hearing and told he needed to go to the regional hearing 3 months later (and a 15 hour drive away). The union rep kept working his case and meeting with management and finally had luck when the manager agreed to hire back a bunch of other drivers he had fired for much more serious offenses and he put the manager on the spot and asked why he would hire back guys who had multiple preventable accidents and worse but they wouldn't take back my husband who had a clean work record except for logging a stop wrong. Luckily that meeting happened about a week before the regional one so we didn't have to attend the regional one.

I hope your husband gets his job back soon. If he does have him check with the union on the insurance. Ours was kept active for the 3 months my husband was fired and they charged the dues for those 3 months to his first or second check when he started back (it may be different in your local though).

 

[clean hairy]

Feedback on this thought.
Get a temp withdrawl card (if there is such a thing) so he doesnt get hit with massive back dues if it drags on for a long time?

 

[UpstateNYUPSer(Ret)]

Feedback on this thought.
Get a temp withdrawl card (if there is such a thing) so he doesnt get hit with massive back dues if it drags on for a long time?

Absolutely not.

 

[IVE GOTTA PACKAGE 4U]

Absolutely not.

Withdrawal card is standard procedure
It costs 50¢

 

[cosmo1]

Absolutely not.

Wrong. The local will still represent him (based on past membership) but will not dun him for dues until he comes back.

TTKU

 

[UpstateNYUPSer(Ret)]

The company won't use that against him during the hearing?

 

[IVE GOTTA PACKAGE 4U]

The company won't use that against him during the hearing?

No. Why?

 

[UpstateNYUPSer(Ret)]

It just doesn't make sense to me.

 

[IVE GOTTA PACKAGE 4U]

It just doesn't make sense to me.

If you get fired or have a long illness,it keeps the member from additional financial hardship.

 

[cosmo1]

It just doesn't make sense to me.

The withdrawal card is between him and his local.

The company has nothing to do with it.