Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
Termination for Off the Clock Harassment
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="zubenelgenubi" data-source="post: 3154660" data-attributes="member: 63706"><p>I realize that we only got one side. With very few exceptions the responders on this thread were very quick to support the management side. Just thought I'd at least try to offer moral support to a fellow union member. I'm not wrong based on the information available, and I'm also drawing on my own experiences. I know not all managers are self-important dbags. But I faced a similar situation in which I was being disrespected by a manager, but I was the one who got a warning letter without so much as a chance to tell my side of the story. So I know some managers will pull stuff like that.</p><p></p><p></p><p>Anything can be construed as a violation of the anti-harassment policy, even if it has to be made up. Just saying the work environment is hostile doesn't mean it is in fact. Legally hostile work environment protections are established for the employee. You would have to have a pretty air tight case to establish that an employee was creating a hostile work environment for a supervisor. Extenuating circumstances need to be considered. OP was frustrated about being moved around (work assignments should have already been set, which is a management failure), and needed to vent, nearby supervisor hears the venting and escalates the situation by being disrespectful towards the employee. Even if the OP is outright lying about the situation (why?) I hope that anyone who finds themselves facing a similar situation to the one described will be better prepared to handle it.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 3154660, member: 63706"] I realize that we only got one side. With very few exceptions the responders on this thread were very quick to support the management side. Just thought I'd at least try to offer moral support to a fellow union member. I'm not wrong based on the information available, and I'm also drawing on my own experiences. I know not all managers are self-important dbags. But I faced a similar situation in which I was being disrespected by a manager, but I was the one who got a warning letter without so much as a chance to tell my side of the story. So I know some managers will pull stuff like that. Anything can be construed as a violation of the anti-harassment policy, even if it has to be made up. Just saying the work environment is hostile doesn't mean it is in fact. Legally hostile work environment protections are established for the employee. You would have to have a pretty air tight case to establish that an employee was creating a hostile work environment for a supervisor. Extenuating circumstances need to be considered. OP was frustrated about being moved around (work assignments should have already been set, which is a management failure), and needed to vent, nearby supervisor hears the venting and escalates the situation by being disrespectful towards the employee. Even if the OP is outright lying about the situation (why?) I hope that anyone who finds themselves facing a similar situation to the one described will be better prepared to handle it. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
Termination for Off the Clock Harassment
Top