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long term telematics experience ???
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<blockquote data-quote="soberups" data-source="post: 507943" data-attributes="member: 14668"><p>The company has always had the ability to terminate anyone immediately by charging them with dishonesty, since dishonesty is a cardinal infraction that falls outside of the requirement for progressive discipline. Telematics hasnt changed that.</p><p> </p><p>The company can <em>alledge</em> dishonesty, but they still must <em>prove</em> it at panel or in front of an arbitrator in order for the termination to be upheld. If the termination is proven to be unfounded, the company can be made to pay back wages. Telematics hasnt changed that, either.</p><p> </p><p>Furthermore, the contract language you quote also specifically defines dishonesty as "any act or omission by an employee where he/she <em>intends</em> to defraud the Company". </p><p> </p><p>The fact that the company will be required to prove <em>intent</em> on the part of the employee in order for the termination to be upheld will discourage the company from pursuing such cases unless it is abundantly clear that the employee is deliberately ripping them off. Simply proving that an action occured is easy....proving the <em>intent</em> of that action can be quite a bit more difficult unless the action is quite blatant.</p></blockquote><p></p>
[QUOTE="soberups, post: 507943, member: 14668"] The company has always had the ability to terminate anyone immediately by charging them with dishonesty, since dishonesty is a cardinal infraction that falls outside of the requirement for progressive discipline. Telematics hasnt changed that. The company can [I]alledge[/I] dishonesty, but they still must [I]prove[/I] it at panel or in front of an arbitrator in order for the termination to be upheld. If the termination is proven to be unfounded, the company can be made to pay back wages. Telematics hasnt changed that, either. Furthermore, the contract language you quote also specifically defines dishonesty as "any act or omission by an employee where he/she [I]intends[/I] to defraud the Company". The fact that the company will be required to prove [I]intent[/I] on the part of the employee in order for the termination to be upheld will discourage the company from pursuing such cases unless it is abundantly clear that the employee is deliberately ripping them off. Simply proving that an action occured is easy....proving the [I]intent[/I] of that action can be quite a bit more difficult unless the action is quite blatant. [/QUOTE]
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