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Resolving a Suspension Grievance
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- čas přidán 7. 08. 2024
- www.ilr.cornell.edu/workerinst...
Produced by The Worker Institute at Cornell University's ILR School, Resolving a Suspension Grievance is a 15 minute video with scenes of union and management trying to resolve a grievance of a worker suspended for disobeying an order.
He should have taken it to a hearing. I would not settle for even 1 day suspension.
Horrible representation by the Union. That hearing was a procedureal nightmare. First off, the Union was correct in its pre grievance meeting. It is a disciplinary case so the company goes first. But...in the meeting, the Union started the meeting by giving an opinion! The only time that the Union Rep presented any facts was duing a raised voice argument which was out of order and held zero weight.
I have worked for 8 years as a Union Rep, and I have never seen anything like this. This is not how grievance meetings are conducted.
Spot on! Usually, someone is served a suspension, and given an opportunity to reply, via the due process procedure. Too much "I think, I think"
He should have immediate exercised his Weingarten rights and asked for a steward to be present before asking her to find someone else. It would have made this a lot less messy
This "process" is like what I went through when I got called into the principals office and my parents were called.
Cheapskate tried to freeload his employee.
LOL people won't come forward as witnesses for fear of retaliation.
Nice educational tool thanks!
Both parties were wrong employee should’ve got a union steward filed grievance for the pay work as instructed! and the manager or she’s just a liar
I’m on the workers side , he’s already helped out by working through lunch for weeks and now introduce more dysfunction? Unacceptable!
If my union allowed the company to suspend me for ONE Second I'd take it to the Dept of Labor or the EEOC. You can not provide an alternative, even if it Is in a threatening tone, then declare consequences after the employee has agreed to it. "You know what Angelo, if you're not going to do it I'll find somebody else". Those words have released him from obligation. Plain and simple. She tried to claim that he cut her off during her explanation of consequences? He cut off a bullying attempt at gaslighting.
It is NOT this employee's obligation to fill in for an employee who is out on sick leave for weeks. Indeed, administration has a right to expect help randomly for the first few days when the unexpected arises. It's called team work, But within 7 days, if they can't get their shit together and form a reliable, functioning plan that involves willing participants and compensation for saving Their asses, screw 'em! This is just plain logic.
To feel entitled to have the right to just Spring it on one dude During his lunch break, and at the very Moment it needs to be done, day after day? Hell no. The union is useless if this level of Basic critical thinking is beyond them because they're too busy focusing on which little "union right' violation title they can pull out as a one-size-fits-all counter to the event that he has dehumanized into a technical offense, rather than being present for the fact that His Guy is being singled out and abused then threatened by this Obviously chronically toxic manager. But that's too much work, and ultimately and overall, this is the beginning and the end of why the union is a failure at what it claims to be-what it stands for is virtue. It's actually worse, though, because humans are corruptible and union officers and reps are No exception to the rule. But because of the brotherhood and membership and unity and...it hits a lot deeper when you find this first had. Where does one go after this?
On my first day on the dock the manager told me just 2 things: "I'm not union to avoid corruption." ~and~ "Make sure you stay under 30 hrs a week. If you go over too much you are forced to pay medical and most people just quit." My filterless responses? 'Why not just address the corruption?' and 'Why not change the policy if No union members agree with it? Oh, and he told me our pension was bankrupt. I was told all of this while walking through the plant On my first day after being drug tested and taking a physical and then waiting 4 weeks for it to be processed.
As far as toxic corporate management id concerned, Why is that hard for the union to embrace? It's a waste of time appealing to dead souls like her, but voicing out loud "Would *You* want to go through that in Your position every day for almost 3 weeks?" No, of course not, but the toxic workers-are-garbage society we live in today dictates that it's OK enough to merit this asinine, painful exchange between both sides of the spinners of red tape, in which he is being discussed as a sub human who has the ultimate obligation to comply first-ask questions later.
Seee.....its the last 15 seconds...when she went from asking to demanding and then threatened him with a suspension...that she should lose the case! She's on a power trip on DC current ⚡⚡⚡ Not A Good Look...she needs to be moved and then let someone else come in that has more / better people skills for the workers...rhat are not there to make her look good....but keep the company running ‼️‼️