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<blockquote data-quote="Mugarolla" data-source="post: 2472238" data-attributes="member: 8481"><p>No. The Company still has to put him on the job. </p><p></p><p>I am saying that the Company told him that he would not be put on the job until November 28. This is far longer than the 10 day period the contract specifies.</p><p></p><p>He has 5 days to grieve this November 28th date from when he was told about his new job start date.</p><p></p><p>He can grieve it now, but don't be surprised if the grievance is ruled untimely. He will then still be put on his new job on the 28th.</p><p></p><p>If not, he can grieve it, within 5 days, if he is not put on his new job on the 28th. The day he was told he would start his job.</p><p></p><p>It may not matter. If he is moving from Next Day to Second Day, or vice versa, the 10 days does not come into play.</p></blockquote><p></p>
[QUOTE="Mugarolla, post: 2472238, member: 8481"] No. The Company still has to put him on the job. I am saying that the Company told him that he would not be put on the job until November 28. This is far longer than the 10 day period the contract specifies. He has 5 days to grieve this November 28th date from when he was told about his new job start date. He can grieve it now, but don't be surprised if the grievance is ruled untimely. He will then still be put on his new job on the 28th. If not, he can grieve it, within 5 days, if he is not put on his new job on the 28th. The day he was told he would start his job. It may not matter. If he is moving from Next Day to Second Day, or vice versa, the 10 days does not come into play. [/QUOTE]
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