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Some preloaders today threatened write up if clock out
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<blockquote data-quote="zubenelgenubi" data-source="post: 3701540" data-attributes="member: 63706"><p>It's not antiquated, that's the definition. Every employer uses that definition. Only management, and I guess many union officials, with no understanding of HR use the term incorrectly. By using that term they are trying to make it sound like you voluntarily quit. If you voluntarily quit, the union can't really fight to get your job back. That makes a huge difference, and why I object to the term being used for situations that do not meet the definition. If the company terminates you for job abandonment, the first thing the union would have to do before they could even defend you is establish that you did not abandon your job.</p><p></p><p>Apparently, in your building, leaving without permission is not grounds for termination. I'm a big boy, I know when my job is done, if management needs me to stay longer, they can direct me to. If doing so has adverse effects on me financially, and I inform them of that, then they can face the consequences.</p><p></p><p>I get that UPS can, and has, terminated people for any reason they can make up. The main reason for this is that in one case, an arbitrator decided that the cardinal sins list was inclusive, not exclusive, completely ignoring the fact that the company and the union agreed that the cardinal sins list was exclusive. What the hell is the point of an inclusive cardinal sins list? So, yes, UPS can basically do what they want, but why make it easier on them and allow them to make up imaginary bs to fire us over?</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 3701540, member: 63706"] It's not antiquated, that's the definition. Every employer uses that definition. Only management, and I guess many union officials, with no understanding of HR use the term incorrectly. By using that term they are trying to make it sound like you voluntarily quit. If you voluntarily quit, the union can't really fight to get your job back. That makes a huge difference, and why I object to the term being used for situations that do not meet the definition. If the company terminates you for job abandonment, the first thing the union would have to do before they could even defend you is establish that you did not abandon your job. Apparently, in your building, leaving without permission is not grounds for termination. I'm a big boy, I know when my job is done, if management needs me to stay longer, they can direct me to. If doing so has adverse effects on me financially, and I inform them of that, then they can face the consequences. I get that UPS can, and has, terminated people for any reason they can make up. The main reason for this is that in one case, an arbitrator decided that the cardinal sins list was inclusive, not exclusive, completely ignoring the fact that the company and the union agreed that the cardinal sins list was exclusive. What the hell is the point of an inclusive cardinal sins list? So, yes, UPS can basically do what they want, but why make it easier on them and allow them to make up imaginary bs to fire us over? [/QUOTE]
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Some preloaders today threatened write up if clock out
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