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It Appears I'm Being Fired - Please help...
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<blockquote data-quote="soberups" data-source="post: 569260" data-attributes="member: 14668"><p>The role of a steward is not to "privately coach the employee on what he will and will not say."</p><p> </p><p>When I represent someone, I instruct them to tell the truth. Period. I <em>also</em> remind them that management will sometimes ask them questions that they already know the answer to, in order to try and catch them in a lie. I therefore remind them that they should answer truthfully....but if they are not <em>absolutely 100% certain</em> of the answer then the correct response is "I dont recall".</p><p> </p><p>Often times if the company has a weak case they will try to trick and intimidate the employee into telling a lie, which is then grounds for automatic termination outside of the progressive disciplinary process. A good steward will recognize when this is the case and will encourage the employee to keep his mouth shut except for simple, concise answers to direct questions. The employee should avoid any temptation to "fill in the blanks" or to try and tell management what he <em>thinks</em> they want to hear.</p><p> </p><p>The role of the steward is to act as a witness, to verify that the company is following the contract in regards to disciplinary issues, and to intervene on the employees behalf if the tone of the questioning deteriorates into a "fishing expedition" of badgering, harassment and intimidation.</p></blockquote><p></p>
[QUOTE="soberups, post: 569260, member: 14668"] The role of a steward is not to "privately coach the employee on what he will and will not say." When I represent someone, I instruct them to tell the truth. Period. I [I]also[/I] remind them that management will sometimes ask them questions that they already know the answer to, in order to try and catch them in a lie. I therefore remind them that they should answer truthfully....but if they are not [I]absolutely 100% certain[/I] of the answer then the correct response is "I dont recall". Often times if the company has a weak case they will try to trick and intimidate the employee into telling a lie, which is then grounds for automatic termination outside of the progressive disciplinary process. A good steward will recognize when this is the case and will encourage the employee to keep his mouth shut except for simple, concise answers to direct questions. The employee should avoid any temptation to "fill in the blanks" or to try and tell management what he [I]thinks[/I] they want to hear. The role of the steward is to act as a witness, to verify that the company is following the contract in regards to disciplinary issues, and to intervene on the employees behalf if the tone of the questioning deteriorates into a "fishing expedition" of badgering, harassment and intimidation. [/QUOTE]
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