Seniority

Cant wat to retire

Well-Known Member
Hello Everyone!
I just transferred from NO to Pleasantdale Hub in GA. Feeling as if I have been setback a few centuries instead of decades. Anyway, I have almost two years building seniority and almost. TWENTY TWO YEARS COMPANY TIME. Yes, I transferred and started all over. I did it for family. My problem is this HARASSING SUPERVISOR. He has written me up grievously for NO reason. I won' use a hand scanner as an overhead. He wanted me to tape the hand held to an overhead and scan. Senior people were making tons of missorts, he picked them up and said I did it. He has gone in the system and clocked me out while I was still working. He has written me saying I was insubordinate for not loading left to right and a host of other things. I have filed grievances with the union. But, here in GA, many of these stewards are team supervisor. I have called corporate. NOTHING! Now he is Changing my work area even though I have more seniority than a lot of people in that area and I get paid the $1 to sort. Advice please. Thank you in advance.
PS. He has called security and had me escorted of premises saying I was being Irate. This was a BLANTANT LIE. He was trying to force me to sign paperwork and I refused and said, "I am human".
 

Cant wat to retire

Well-Known Member
My union rep is no good . Loyalty goes to management as long as he gets his hours, he could care less. Thanks for responding. This is the very reason why people don want to join the union.
 
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Cant wat to retire

Well-Known Member
22 years with UPS. Correct?
And you have no idea to WAD and how to file a grievance after 22 years????
I hope reading and understanding is not going to be a problem on this thread. I clearly stated i have filed several grievances as well as called corporate . If you can' t educate don't respond. Keep moving.
 

zubenelgenubi

Well-Known Member
You confused stewards with union reps (regularly known as BA's). If your stewards aren't helping you, go to your BA, who works for the Union, not for UPS, file the grievance with them, and file a complaint against the stewards for failing to represent you. If that doesn't get the situation dealt with, move up the union chain of command.
 

Cant wat to retire

Well-Known Member
Here, in GA they do things totally different in regard to filing a grievance. I have filed grievances that the union reps claim they pass on to the BANK. The complaints never make it As I have called A BA directly and he was not aware of any of my grievances Thanks for your help. I will try a different BA
 

BigBrown1234

Well-Known Member
At my location this is usually the process that I’m familiar with.

Grievance = decisions/outcome
Did you get a panel decision? If the agreement is still not followed, file follow up grievance to get panel decision. Put the sup in front of the panel every month. Burden of proof is on the accuser. Did you prove your case? Did he prove his?

Give specific examples of how the “union rep is no good”

Your word against someone else’s is usually weak. Do you have corroborating or supporting evidence? (Witness statements) Does the sup?

A steward is usually not the union Rep. stewards can only witness in and investigatory situation. If you and management can’t contractually come to an agreement, then usually the BA will try and settle grievances at the local level. If still no agreement it goes to Panel. Once you file a grievance, the union owns it and will attempt to enforce it through supporting interpretation. If the company challenges then it goes through the process of panels then arbitration.

Have a meeting with your Union Buisness Agent and discuss a plan to fix your issues and ask for all available options.

The Union is the body. Although I do agree with the philosophy that, ignorance of the membership lie on the shoulders of our elected officials.
 

Cant wat to retire

Well-Known Member
No panel decision. There have been witnesses to support my claims. That process is totally different in NJ. You file a grievance, then union reps come in . You go into the office with them, the person you filed a claim against and his boss. Then, you state what happened. The supe states their version and then come to an agreement . If not, arb! Thanks Big ! I have been following this blog for awhile and always admired your knowledge!
 

BigBrown1234

Well-Known Member
At my location this is usually the process that I’m familiar with.

Grievance = decisions/outcome
Did you get a panel decision? If the agreement is still not followed, file follow up grievance to get panel decision. Put the sup in front of the panel every month. Burden of proof is on the accuser. Did you prove your case? Did he prove his?

Give specific examples of how the “union rep is no good”

Your word against someone else’s is usually weak. Do you have corroborating or supporting evidence? (Witness statements) Does the sup?

A steward is usually not the union Rep. stewards can only witness in and investigatory situation. If you and management can’t contractually come to an agreement, then usually the BA will try and settle grievances at the local level. If still no agreement it goes to Panel. Once you file a grievance, the union owns it and will enforce it through supporting interpretation. If the company challenges then it goes through the process of panels then arbitration.

Have a meeting with your Union Buisness Agent and discuss a plan to fix your issues and ask for all available options.

The Union is the body. I do feel and agree with the philosophy that the ignorance of the membership lie on the shoulders of our elected officials.
 

Cant wat to retire

Well-Known Member
Stewards in MY normally are first level. You go in the office with them talk to supe try to come to agreement . If it doesn't work, then BA comes and so. I will take your advice because so far, I'm on the hamster wheel.
 

BigBrown1234

Well-Known Member
Relax and take things in stride.

Harassment is a perception. If you perceive harassment then you should prove it’s not just a misunderstanding.

I would try and define the harassment in specific context instead of a generalized claim.

Example:
Management is ‘regularly’ in proven violation of my seniority. (Per contractual definition) I feel as though this Sup is acting in a discriminatory manner with an age consideration. You could use age, race, sex, etc.

Suggestion: follow this format

1. Intro- what is the violation/complaint

A. Contractual, personal, safety, etc.

2. Action- how does it negatively effect you or your working environment

A. Contractual, personal, safety, etc.

3. Resolution- how you propose the issue is resolved

i.e. I requeste that Sup(Jon) treat me fairly with regards to my age and capability’s. I further request Sup to stop harassing me, follow contractual language regarding my working conditions.

Get the agreement in writing

The UPS Hotline is a great tool. I have successfully used this ploy.

I would call and request to speak with HR. Write down my complaint and have supported details. Talk to HR on the clock for hours. (HR would write down notes) Explain company policy violations. HR then does an investigation with the management personnel. Management has to then spend time responding to your accounts. I would do this over and over. Then I educated others on how this process works. Soon 10 people were doing the same until it frustrated the Sup to stop harassing people.

By the way thanks for your positive acknowledgment
 

Cant wat to retire

Well-Known Member
I have done all this Even mentioned his Quid Pro Quo, "I let you go home early, WHAT ARE you going to do for me"? Nothing. I will get to the bottom of this Thanks A lot. I really appreciate your guidance.
 

burrheadd

KING Of GIFS
I hope reading and understanding is not going to be a problem on this thread. I clearly stated i have filed several grievances as well as called corporate . If you can' t educate don't respond. Keep moving.
Unless what he is telling you is illegal or unsafe WAD

If it takes longer so be it
 
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