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safe and unsafe acts
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<blockquote data-quote="hoser" data-source="post: 185172" data-attributes="member: 6357"><p>I've been involved in a wrongful dismissal lawsuit before, and one of the best things I learned is to keep track of conversations, incidents, anything that happens with your employer. I have a log of times my supervisor threatened me and other employees, supervisor took me aside and chewed me out (without any disciplinary action because I was doing nothing wrong), so on and so forth. I suggest that you do the same. Keep a .txt on your desktop, and date everything your employer said, especially the part about how he has to do one write up a day. Then when you get a write up, you can grieve it, citing the time he said that he was writing up to meet quotas, not actually impose a safe workplace. And hey, if problems arise in a few years, you have everything documented.</p><p></p><p>BTW, the "sign/don't sign" is a non-issue. At least where I am, the contract says that an employee signing off on discipline at the time it is served is for the purpose of acknowledging receipt, not acknowledging wrong doing. IF it says that in your contract, then sign off on it. If you want the employer to act in good faith, you should act in good faith, too. Not make a big scene when it isn't needed. Pick the right fights. But be sure to check your contract for a clause regarding write ups.</p></blockquote><p></p>
[QUOTE="hoser, post: 185172, member: 6357"] I've been involved in a wrongful dismissal lawsuit before, and one of the best things I learned is to keep track of conversations, incidents, anything that happens with your employer. I have a log of times my supervisor threatened me and other employees, supervisor took me aside and chewed me out (without any disciplinary action because I was doing nothing wrong), so on and so forth. I suggest that you do the same. Keep a .txt on your desktop, and date everything your employer said, especially the part about how he has to do one write up a day. Then when you get a write up, you can grieve it, citing the time he said that he was writing up to meet quotas, not actually impose a safe workplace. And hey, if problems arise in a few years, you have everything documented. BTW, the "sign/don't sign" is a non-issue. At least where I am, the contract says that an employee signing off on discipline at the time it is served is for the purpose of acknowledging receipt, not acknowledging wrong doing. IF it says that in your contract, then sign off on it. If you want the employer to act in good faith, you should act in good faith, too. Not make a big scene when it isn't needed. Pick the right fights. But be sure to check your contract for a clause regarding write ups. [/QUOTE]
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