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Some preloaders today threatened write up if clock out
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<blockquote data-quote="zubenelgenubi" data-source="post: 3701178" data-attributes="member: 63706"><p>I'm glad that's how things work for you. That's how it should be. Each case is going to have its own set of circumstances. I'm working on assumptions that there are usually other people who can and/or will stick around to do the job, or that the part timer started working at UPS with assurances from HR that the schedule would work with their other job. Of course there are circumstances where the part timer will be in the wrong, but UPS doesn't need me to fight their battles for them. I'm going to be an advocate for the employee, and messing with a person's livelihood is one area where I will give little room for compromise.</p><p></p><p>How many part time jobs out there have a set start time, but no set end time? That is something that will come back to bite UPS in time. But they'll just pay whatever settlement or judgment and keep on trucking.</p><p></p><p>As for job abandonment, you and management both can redefine the term all you want, doesn't make it correct. Job abandonment is leaving the job with no intention of returning, plain and simple. A ncns is as bad as or worse than leaving before your work is finished, and worse than leaving without "permission", but it is still not job abandonment. If you clock out, the company should be able to assume you intend to return to work. If you don't clock out, they should call you and find out why. If you leave before your work is done, they still have to give you a chance to explain why. If they want to terminate you for job abandonment, they can, but if you didn't actually abandon your job, you will get your job back, and they will have just wasted everyone's time.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 3701178, member: 63706"] I'm glad that's how things work for you. That's how it should be. Each case is going to have its own set of circumstances. I'm working on assumptions that there are usually other people who can and/or will stick around to do the job, or that the part timer started working at UPS with assurances from HR that the schedule would work with their other job. Of course there are circumstances where the part timer will be in the wrong, but UPS doesn't need me to fight their battles for them. I'm going to be an advocate for the employee, and messing with a person's livelihood is one area where I will give little room for compromise. How many part time jobs out there have a set start time, but no set end time? That is something that will come back to bite UPS in time. But they'll just pay whatever settlement or judgment and keep on trucking. As for job abandonment, you and management both can redefine the term all you want, doesn't make it correct. Job abandonment is leaving the job with no intention of returning, plain and simple. A ncns is as bad as or worse than leaving before your work is finished, and worse than leaving without "permission", but it is still not job abandonment. If you clock out, the company should be able to assume you intend to return to work. If you don't clock out, they should call you and find out why. If you leave before your work is done, they still have to give you a chance to explain why. If they want to terminate you for job abandonment, they can, but if you didn't actually abandon your job, you will get your job back, and they will have just wasted everyone's time. [/QUOTE]
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Some preloaders today threatened write up if clock out
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