https://youtu.be/WGMNKH78pyw
https://youtu.be/rmoa5Q-6xsQ?si=dCsSRHzD5cRNlDmO
So Greg and I did this video twice. The first one is the one releasing tomorrow. The second one will probably never see the light of day and will stay unlisted.
Why being late to work is an easy termination!
Posted here first. comes out tomorrow
Your glasses are poverty tier
-Wally's ghost
Great video @roswellhub, hopefully some people who need this advice see it. I have a feeling there is little to no overlap on a venn diagram of people who will watch this video if I send it to them and people who are habitually late 😞
Great video @roswellhub, hopefully some people who need this advice see it. I have a feeling there is little to no overlap on a venn diagram of people who will watch this video if I send it to them and people who are habitually late 😞
Thank you! No you are 100% right on that one. Hopefully it helps someone out there though
Our labor manager is close to 500 lbs. Biggest gut I've ever seen
Could a split shift 22.3 get two occurrences in 1 day?
If you ever get to a point where you need to go to a hearing for attendance issues, does only the attendance that you were disciplined for show up as visible to the panel?
for instance, if you had multiple late days in the past that were verbally agreed upon between you and your immediate supervisor because you work multiple jobs, and were not disciplined over as you let your supervisor know ahead of time that you would be late as agreed upon, would those late days show up on your overall record to the panel for your hearing about the days you were disciplined over?
and another question in a similar manner, lots of workers have noticed that when requesting a state mandated sick day, the company will often not code it as a sick day for whatever reason and you have to hassle them after to get it correctly coded. If you are someone that isn’t worried about the money and leaves it as is and figures you’ll just bank that now unused sick day for another time, and you aren’t disciplined for taking that day off, would that day that was taken that wasn’t correctly coded as a sick be visible to the panel at the future hypothetical hearing and look like a call in to make your record look worse?
If you ever get to a point where you need to go to a hearing for attendance issues, does only the attendance that you were disciplined for show up as visible to the panel?
for instance, if you had multiple late days in the past that were verbally agreed upon between you and your immediate supervisor because you work multiple jobs, and were not disciplined over as you let your supervisor know ahead of time that you would be late as agreed upon, would those late days show up on your overall record to the panel for your hearing about the days you were disciplined over?
and another question in a similar manner, lots of workers have noticed that when requesting a state mandated sick day, the company will often not code it as a sick day for whatever reason and you have to hassle them after to get it correctly coded. If you are someone that isn’t worried about the money and leaves it as is and figures you’ll just bank that now unused sick day for another time, and you aren’t disciplined for taking that day off, would that day that was taken that wasn’t correctly coded as a sick be visible to the panel at the future hypothetical hearing and look like a call in to make your record look worse?
Everything that is with in the time frame of your discipline timeliness is "visible" at panel.
So lets say your discipline lasts 9 months. every attendance issue that you've had for the last 9 months from the date of termination could be used at panel. unless you have proof that it was all agreed to, the labor manager could spin it whatever way he wanted to.
documentation is your friend. why do you think UPS writes people up for every little thing.
Everything that is with in the time frame of your discipline timeliness is "visible" at panel.
So lets say your discipline lasts 9 months. every attendance issue that you've had for the last 9 months from the date of termination could be used at panel. unless you have proof that it was all agreed to, the labor manager could spin it whatever way he wanted to.
documentation is your friend. why do you think UPS writes people up for every little thing.
Interesting, good to know, thank you very much
https://youtu.be/WGMNKH78pyw
https://youtu.be/rmoa5Q-6xsQ?si=dCsSRHzD5cRNlDmO
So Greg and I did this video twice. The first one is the one releasing tomorrow. The second one will probably never see the light of day and will stay unlisted.
If you can't get to work on time, then you really have a big issue
The company wants to get rid of people.Don't give them a freebie
In your example you were late 3 times in January and got a warning letter. You were late 3 times in February and got a suspension. You were late once more and got terminated. Let's say for arguments sake that was in March and it's the only time you were late that month. Does the company really have grounds to terminate you considering you've shown improvement?
If you can't get to work on time, then you really have a big issue
The company wants to get rid of people.Don't give them a freebie
Just change your start time in the diad so it looks like you weren't late. Nothing bad can come from it, I promise.
Just change your start time in the diad so it looks like you weren't late. Nothing bad can come from it, I promise.
Falsifying records
In your example you were late 3 times in January and got a warning letter. You were late 3 times in February and got a suspension. You were late once more and got terminated. Let's say for arguments sake that was in March and it's the only time you were late that month. Does the company really have grounds to terminate you considering you've shown improvement?
You make a great point. I should of made the examples a bit more aggreges. But we do have 4 terminations in my center that these members have only been late a handful of times in the last two months. The company is trying to stretch things right now.
In your example you were late 3 times in January and got a warning letter. You were late 3 times in February and got a suspension. You were late once more and got terminated. Let's say for arguments sake that was in March and it's the only time you were late that month. Does the company really have grounds to terminate you considering you've shown improvement?
A few years ago, we had a driver get suspended because he was late nine times in one month.
He was all pissed off about it.
I told him I was not late nine times during my entire career
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