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Something new to hold us accountable for
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<blockquote data-quote="LKLND3380" data-source="post: 331191" data-attributes="member: 6601"><p></p><p> </p><p><span style="color: #0000ff"><span style="color: black">Normal work related conversation is defined as???</span></span></p><p> </p><p>IF the discussion could in ANY WAY lead to an hourly being <strong>disciplined</strong> or <strong>terminated</strong>, or affect their personal working conditions - THEY NEED A STEWARD...</p><p> </p><p>A supe going around DOCCUMENTING and having HOURLY WORKERS sign such paperwork needs to have a steward present.</p><p> </p><p></p><p> </p><p><span style="color: black">How? The supe may be preventing the hourly from being successful in doing their normaly daily work by causing a DISTRACTION. This means the hourly may not be aware of their suroundings. Maybe considered harrasment/over supervision...</span></p><p> </p><p></p><p> </p><p><span style="color: black">IF the hourly waves the right to have a Steward present then ANYTHING said can and will be used against them. Just like being arrested, interogated and singing a confession without a lawyer.</span></p><p> </p><p></p><p> </p><p>I don't understand how... </p><p> </p><p>Three basic rules are set forth by the Supreme Court under Weingarten...</p><p> </p><p>RULE 1: The employee <u><strong>must make a clear request for union representation before or during the interview</strong></u>. The employee cannot be punished for making this request.</p><p> </p><p>RULE 2: After the employee makes the request, <u><strong>the employer must choose from among three options.</strong></u> The Employer must either: <u>grant the request and delay questioning</u> until the union representative arrives and has a chance to consult privately with the employee; <u>deny the request and end the interview immediately</u>; or <u>give the employee a choice</u> of having the interview without representation <u>or</u> ending the interview.</p><p> </p><p>RULE 3: If the employer denies the request for union representation, and continues to ask questions, <strong>it commits an unfair labor practice</strong> and the employee has a right to refuse to answer. <strong><u>The employer may not discipline the employee for such a refusal</u></strong>.</p></blockquote><p></p>
[QUOTE="LKLND3380, post: 331191, member: 6601"] [COLOR=#0000ff][/COLOR] [COLOR=#0000ff][COLOR=black]Normal work related conversation is defined as???[/COLOR][/COLOR] IF the discussion could in ANY WAY lead to an hourly being [B]disciplined[/B] or [B]terminated[/B], or affect their personal working conditions - THEY NEED A STEWARD... A supe going around DOCCUMENTING and having HOURLY WORKERS sign such paperwork needs to have a steward present. [COLOR=#0000ff][/COLOR] [COLOR=black]How? The supe may be preventing the hourly from being successful in doing their normaly daily work by causing a DISTRACTION. This means the hourly may not be aware of their suroundings. Maybe considered harrasment/over supervision...[/COLOR] [COLOR=#0000ff][/COLOR][COLOR=blue][/COLOR] [COLOR=black]IF the hourly waves the right to have a Steward present then ANYTHING said can and will be used against them. Just like being arrested, interogated and singing a confession without a lawyer.[/COLOR] [COLOR=blue][/COLOR] I don't understand how... Three basic rules are set forth by the Supreme Court under Weingarten... RULE 1: The employee [U][B]must make a clear request for union representation before or during the interview[/B][/U]. The employee cannot be punished for making this request. RULE 2: After the employee makes the request, [U][B]the employer must choose from among three options.[/B][/U] The Employer must either: [U]grant the request and delay questioning[/U] until the union representative arrives and has a chance to consult privately with the employee; [U]deny the request and end the interview immediately[/U]; or [U]give the employee a choice[/U] of having the interview without representation [U]or[/U] ending the interview. RULE 3: If the employer denies the request for union representation, and continues to ask questions, [B]it commits an unfair labor practice[/B] and the employee has a right to refuse to answer. [B][U]The employer may not discipline the employee for such a refusal[/U][/B]. [/QUOTE]
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