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Termination
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<blockquote data-quote="hypocrisy" data-source="post: 908190" data-attributes="member: 9500"><p>He should read his regional and local supplement regarding terminations & the grievance procedure. Simply telling someone "you're fired!" doesn't mean diddly squat at UPS. Most supplements detail specific procedures such as requiring a letter to be sent within 10 days by certified mail detailing the offense and action taken. No letter, no termination. Again, review your regional contract and sort rider to determine what specific actions are required in your area. </p><p></p><p>You left out whether he had a meeting with management and a Union Steward present after initially being told he was fired but I'm assuming there was one as he filled out a grievance. Is he still working (on working termination?) or is he sitting out? If he's sitting out and they have not sent a letter, he could be entitled to back pay as well as reinstatement. </p><p></p><p>Article 18 of the National Master Agreement prohibits the employer from taking disciplinary action if the employee feels that his health and safety is at risk (although it's highly debatable that adding two people to an operation constitutes unsafe working conditions). I would urge him to contact OSHA and file a formal complaint regardless of the outcome of his grievance.</p></blockquote><p></p>
[QUOTE="hypocrisy, post: 908190, member: 9500"] He should read his regional and local supplement regarding terminations & the grievance procedure. Simply telling someone "you're fired!" doesn't mean diddly squat at UPS. Most supplements detail specific procedures such as requiring a letter to be sent within 10 days by certified mail detailing the offense and action taken. No letter, no termination. Again, review your regional contract and sort rider to determine what specific actions are required in your area. You left out whether he had a meeting with management and a Union Steward present after initially being told he was fired but I'm assuming there was one as he filled out a grievance. Is he still working (on working termination?) or is he sitting out? If he's sitting out and they have not sent a letter, he could be entitled to back pay as well as reinstatement. Article 18 of the National Master Agreement prohibits the employer from taking disciplinary action if the employee feels that his health and safety is at risk (although it's highly debatable that adding two people to an operation constitutes unsafe working conditions). I would urge him to contact OSHA and file a formal complaint regardless of the outcome of his grievance. [/QUOTE]
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