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<blockquote data-quote="BMWMC" data-source="post: 952643" data-attributes="member: 37461"><p>Your response shows that you don't know to much about the disciplinary process and how UPS abuse's it. You said the burden of proof is on the company? Technically yes. But, you've been fired (cardinal sin). Your outside the gate now with no income. Your waiting for your panel/arbitration case which can be delayed for weeks and months. If you want your job back and your income restored they will offer you a "deal." Except a suspension (sames as pleading guilty) or take your chances at the joint panel and have the union plead guilty for you by cutting there "deal." Either way you'll have a permanent record of dishonesty attached to your file whether you were ever dishonest or not. You see that's what happen in the real world of union management relations.</p><p></p><p>Get it?</p><p></p><p>Intent, Innocent until proven guilty, and just cause are just words on a piece of paper not checks you can cash and pay bills with.</p><p>Having coded off time and text memo's makes a record of <u><em><strong>your</strong></em></u> actions and intent at that moment in time. You'll have fact based data to meet there fact based data. Let the company foist all the nefarious intent they want because they will anyway <u><em><strong>your</strong></em></u> recordings or not. At least you'll be on the record as making your actions accountable.</p><p> </p><p> <span style="font-size: 15px"><u><strong><em>Do you understand?</em></strong></u></span></p><p><span style="font-size: 15px"><u><strong><em></em></strong></u></span></p><p><span style="font-size: 15px"><u><strong><em></em></strong></u></span></p><p><span style="font-size: 15px"><u><strong><em></em></strong></u></span></p></blockquote><p></p>
[QUOTE="BMWMC, post: 952643, member: 37461"] Your response shows that you don't know to much about the disciplinary process and how UPS abuse's it. You said the burden of proof is on the company? Technically yes. But, you've been fired (cardinal sin). Your outside the gate now with no income. Your waiting for your panel/arbitration case which can be delayed for weeks and months. If you want your job back and your income restored they will offer you a "deal." Except a suspension (sames as pleading guilty) or take your chances at the joint panel and have the union plead guilty for you by cutting there "deal." Either way you'll have a permanent record of dishonesty attached to your file whether you were ever dishonest or not. You see that's what happen in the real world of union management relations. Get it? Intent, Innocent until proven guilty, and just cause are just words on a piece of paper not checks you can cash and pay bills with. Having coded off time and text memo's makes a record of [U][I][B]your[/B][/I][/U] actions and intent at that moment in time. You'll have fact based data to meet there fact based data. Let the company foist all the nefarious intent they want because they will anyway [U][I][B]your[/B][/I][/U] recordings or not. At least you'll be on the record as making your actions accountable. [SIZE=4][U][B][I]Do you understand? [/I][/B][/U][/SIZE] [/QUOTE]
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