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<blockquote data-quote="Mugarolla" data-source="post: 1628493" data-attributes="member: 8481"><p>I agree. But you are missing the point.</p><p></p><p>He said that when they brought him into the office for "interrogation" that he admitted to smoking marijuana.</p><p></p><p>UPS does not need the drug test results, even though they should not be admissible in the grievance process because they never should have happened.</p><p></p><p>Employee admitted to current drug use. Dischargeable offense without a drug test.</p><p></p><p>I said before, this is a tricky case to defend. If the union takes the stance that the test never should have been done in the first place, UPS just says that the employee admitted to current drug use.</p><p></p><p>They then may not be so willing to "make a deal."</p><p></p><p>If the union pleads addiction and that the employee needs help, without fighting the drug test, UPS may be more willing to make a deal.</p></blockquote><p></p>
[QUOTE="Mugarolla, post: 1628493, member: 8481"] I agree. But you are missing the point. He said that when they brought him into the office for "interrogation" that he admitted to smoking marijuana. UPS does not need the drug test results, even though they should not be admissible in the grievance process because they never should have happened. Employee admitted to current drug use. Dischargeable offense without a drug test. I said before, this is a tricky case to defend. If the union takes the stance that the test never should have been done in the first place, UPS just says that the employee admitted to current drug use. They then may not be so willing to "make a deal." If the union pleads addiction and that the employee needs help, without fighting the drug test, UPS may be more willing to make a deal. [/QUOTE]
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