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UPS Union Issues
Union Stweard and Operation Soupervisor collaborating in efforts to be rid of me
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<blockquote data-quote="PiedmontSteward" data-source="post: 1196735" data-attributes="member: 42270"><p>Varies hub-to-hub/center-to-center, but there's typically an "acceptable" level of missorts (ie. 1 missort per 5,000 pieces or no more than 1/day or 3/week, etc.) This varies from supervisor to supervisor and typically depends on how bad service has gotten in a particular area. In my hub, outbound management typically require employees to sign a training document (single sheet of paper stating something along the lines of: "I understand that misloads are service failures and are unacceptable. I have received training on how to prevent missorts, including:") that goes in their center file, but is not considered disciplinary. An employee typically has to be receiving 2+ missorts a day for several days in order to officially be written up (via employee record) and it goes down first as "training" then as "failure to follow" with another "failure to follow" and then a warning letter being issued. The second warning letter then includes a suspension that the union will try and bargain down, ie. company asks for 3 days, we get 1 day. Company asks for 1 day, we ask for "time served" (suspension shows up on their record, but they don't miss a day of work). </p><p></p><p>The company cannot seek termination until an employee has: 1) received a warning letter, 2) has served at least one suspension or 3) committed a cardinal sin infraction; for hub workers, this would be dishonesty (stealing/flagrantly stealing time), 3 day no-call no-show (not a cardinal sin, but they can be taken off the job as they are considered to have broken seniority/voluntarily quit), drinking while on duty, possessing/using illegal drugs while on duty, recklessness resulting in serious injury, or if the company has "just cause" ie. it's not unreasonable to expect the company to fire someone on the spot for punching a supervisor in the face. </p><p></p><p>That's progressive discipline, in a nut shell.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1196735, member: 42270"] Varies hub-to-hub/center-to-center, but there's typically an "acceptable" level of missorts (ie. 1 missort per 5,000 pieces or no more than 1/day or 3/week, etc.) This varies from supervisor to supervisor and typically depends on how bad service has gotten in a particular area. In my hub, outbound management typically require employees to sign a training document (single sheet of paper stating something along the lines of: "I understand that misloads are service failures and are unacceptable. I have received training on how to prevent missorts, including:") that goes in their center file, but is not considered disciplinary. An employee typically has to be receiving 2+ missorts a day for several days in order to officially be written up (via employee record) and it goes down first as "training" then as "failure to follow" with another "failure to follow" and then a warning letter being issued. The second warning letter then includes a suspension that the union will try and bargain down, ie. company asks for 3 days, we get 1 day. Company asks for 1 day, we ask for "time served" (suspension shows up on their record, but they don't miss a day of work). The company cannot seek termination until an employee has: 1) received a warning letter, 2) has served at least one suspension or 3) committed a cardinal sin infraction; for hub workers, this would be dishonesty (stealing/flagrantly stealing time), 3 day no-call no-show (not a cardinal sin, but they can be taken off the job as they are considered to have broken seniority/voluntarily quit), drinking while on duty, possessing/using illegal drugs while on duty, recklessness resulting in serious injury, or if the company has "just cause" ie. it's not unreasonable to expect the company to fire someone on the spot for punching a supervisor in the face. That's progressive discipline, in a nut shell. [/QUOTE]
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