Yesterday was a bad day, I'll admit that. I had one truck look ed because of all the bulk PALed to the floor with near empty shelves. Supe ran an audit after driver complained, gave me 20%. The 20% I "was given" was for no misloads and no damaged packages. Today the supervisor makes a bee-line for me with the audit in hand, pictures, all that good . We start getting into it because apparently just because something's PALed to a specific area doesn't mean you have to put it there (though that's pretty much the opposite of what I was told when they started giving me these "LIVE ORION LOADS"). Whatever, that's cool. Then he asked me to sign. I told him I'd need to speak with a steward before I write anything on that paper. He responded, and I quote, "If we have to get union reps involved then this is going to go past words." That confused me. I felt he was threatening retaliation for exercising my Weingarten Right to union representation, and was truthfully momentarily intimidated into signing that god damn mother ing piece of ing piece of paper. My plan was to grab a steward when the drivers came in (there isn't one on the preload) and run the situation by him to gauge his opinion and receive some advice as to how to proceed here, if there's even anything to proceed with. Unfortunately, I was pegged to do add-cuts on my belt and every steward I know of had left the building by the time I was off the clock and free to go find one. I realize I likely missed my boat here by letting myself get stressed into signing. I'm more curious as to how you guys think this kind of situation should be handled if it were to arise again. Also (and forgive my legal wording here), is there a statute of limitations on bringing these kinds of issues to your union rep? I'm assuming that I may have to go digging through my copy of the master and/or supplement to find out the specifics on that for me, just kind of hopin' on a prayer that one of youse guys already knows the answer.