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Production termination!
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<blockquote data-quote="Channahon" data-source="post: 460012" data-attributes="member: 7666"><p>Here'e the scenario as I see it.</p><p> </p><p>Driver comes in every day and punches in, advises center team he needs to take some time for union business, perhaps to sit in on a disciplinary issue, or catch up on some paperwork.</p><p> </p><p>UPS takes air off the driver to ensure time commit deliveries for his customers.</p><p> </p><p>He documents his time in his DIAD as union time, enters his AM time, and leaves the building. Now his on road time starts, and for some reason, he's unable to perform his job as he did when a lock in ride was done. Not little variances in his SPORH but 3 stops, as noted in other posts, is quite a bit of time.</p><p> </p><p>So only the driver knows what is causing his performance to slip, he, the Union and UPS, go through the discplinary process, that doesn't work, so the employee got terminated. </p><p> </p><p>At that point, it's up to him and the Union to get his job back, and UPS prepares their documentation for the case.</p><p> </p><p>Dispciplinary issue cannot be resolved, so an arbitrator is called in, the facts are presented by both sides, and he loses his job.</p><p> </p><p>In today's world of lawsuits, it is in the best interest of UPS and the Union to fairly represent their cases, without any indifference if the employee is a steward, or planning on running for a BA position.</p><p> </p><p>I don't see this as setting a precedant for performance, as I have seen terminations like this as far back as 25 years ago. However, these types of cases are rare, and were based under "not working as instructed"</p><p> </p><p>Sounds like this driver was respected by his peers, and as tough as the economy and job market are right now, hopefully he can use his skills as both a driver and union steward to pursue a new career.</p></blockquote><p></p>
[QUOTE="Channahon, post: 460012, member: 7666"] Here'e the scenario as I see it. Driver comes in every day and punches in, advises center team he needs to take some time for union business, perhaps to sit in on a disciplinary issue, or catch up on some paperwork. UPS takes air off the driver to ensure time commit deliveries for his customers. He documents his time in his DIAD as union time, enters his AM time, and leaves the building. Now his on road time starts, and for some reason, he's unable to perform his job as he did when a lock in ride was done. Not little variances in his SPORH but 3 stops, as noted in other posts, is quite a bit of time. So only the driver knows what is causing his performance to slip, he, the Union and UPS, go through the discplinary process, that doesn't work, so the employee got terminated. At that point, it's up to him and the Union to get his job back, and UPS prepares their documentation for the case. Dispciplinary issue cannot be resolved, so an arbitrator is called in, the facts are presented by both sides, and he loses his job. In today's world of lawsuits, it is in the best interest of UPS and the Union to fairly represent their cases, without any indifference if the employee is a steward, or planning on running for a BA position. I don't see this as setting a precedant for performance, as I have seen terminations like this as far back as 25 years ago. However, these types of cases are rare, and were based under "not working as instructed" Sounds like this driver was respected by his peers, and as tough as the economy and job market are right now, hopefully he can use his skills as both a driver and union steward to pursue a new career. [/QUOTE]
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