Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Union Issues
OJS Arbitration
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="Rack em" data-source="post: 4446254" data-attributes="member: 60861"><p>First off, what a great thread idea [USER=48491]@542thruNthru[/USER] this should be an eye opener for everyone. I know if I was Liam I would have taken the case to arbitration as well assuming the termination would be overturned due to the fact that there is nothing in our legally binding CBA that establishes any such performance standards and that's ultimately what he was fired for. But it goes to show how unlucky you can get if you get the wrong arbitrator and the union doesn't present a strong enough case.</p><p></p><p>Liam had a long history that most likely played a part in the arbitrator's decision. I don't know how the arbitrator didn't see the obvious retaliation from the company due to Liam's union activity. Some of the things mentioned in the case for methods are so nit picky and I guarantee no driver does all of the things from the ojs rides. I agree with [USER=48491]@542thruNthru[/USER] that Ups brought in a ringer sup to do the ojs rides and find anything and everything possible to pin against him. The supervisor commented that Liam didn't have a "brisk" pace X amount of times. Well who decided what constitutes what brisk is? Was his age and physical capability taken into effect to determine what a brisk pace would be for him? Oh wait the NLRA prohibits a company from holding any employee to a higher standard of work from another employee. So that would be an unfair labor practice.</p><p></p><p>The decision to uphold the termination was unjust because the company has zero authority to establish any sort of production standard based on the contract. The arbitrator was more than likely biased or paid off by the company. The fact the company can change "over allowed" at will and make changes to the load on a daily basis are reason enough to see that production standards will never be fair and numbers such as sporh and over allowed should NEVER be allowed to be brought up during any disciplinary process.</p><p></p><p>Luckily the only way to establish a certain sporh would be to have at least a 3 day ride. We have article 37 to prevent a 3 day ride from happening. One ride sure, but any more, you file a grievance, and no supervisor can get on car until the grievance is heard. Our local has taken the stance that the company can have 1 annual ride and 1 "methods" ride per year, any more than that and it is deemed over supervision and harassment. Our local will not allow 3 day ojs rides to happen for the very reason that they know the company will try to establish a production standard.</p></blockquote><p></p>
[QUOTE="Rack em, post: 4446254, member: 60861"] First off, what a great thread idea [USER=48491]@542thruNthru[/USER] this should be an eye opener for everyone. I know if I was Liam I would have taken the case to arbitration as well assuming the termination would be overturned due to the fact that there is nothing in our legally binding CBA that establishes any such performance standards and that's ultimately what he was fired for. But it goes to show how unlucky you can get if you get the wrong arbitrator and the union doesn't present a strong enough case. Liam had a long history that most likely played a part in the arbitrator's decision. I don't know how the arbitrator didn't see the obvious retaliation from the company due to Liam's union activity. Some of the things mentioned in the case for methods are so nit picky and I guarantee no driver does all of the things from the ojs rides. I agree with [USER=48491]@542thruNthru[/USER] that Ups brought in a ringer sup to do the ojs rides and find anything and everything possible to pin against him. The supervisor commented that Liam didn't have a "brisk" pace X amount of times. Well who decided what constitutes what brisk is? Was his age and physical capability taken into effect to determine what a brisk pace would be for him? Oh wait the NLRA prohibits a company from holding any employee to a higher standard of work from another employee. So that would be an unfair labor practice. The decision to uphold the termination was unjust because the company has zero authority to establish any sort of production standard based on the contract. The arbitrator was more than likely biased or paid off by the company. The fact the company can change "over allowed" at will and make changes to the load on a daily basis are reason enough to see that production standards will never be fair and numbers such as sporh and over allowed should NEVER be allowed to be brought up during any disciplinary process. Luckily the only way to establish a certain sporh would be to have at least a 3 day ride. We have article 37 to prevent a 3 day ride from happening. One ride sure, but any more, you file a grievance, and no supervisor can get on car until the grievance is heard. Our local has taken the stance that the company can have 1 annual ride and 1 "methods" ride per year, any more than that and it is deemed over supervision and harassment. Our local will not allow 3 day ojs rides to happen for the very reason that they know the company will try to establish a production standard. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Union Issues
OJS Arbitration
Top