AWOL?

[BubbaGump1964]

Called in on my day off. Was scheduled to work. Put down as awol. How is this so? Also asking for documentation for absence which I already have all the time for matters like this. All carriers threatened with being awol or lwop if calling in. Management scum at its finest. What would one do in this situation? All input appreciated

 

[Old Fart]

Sick leave is for when you're sick and rules regarding such are outlined specifically. It cannot be denied, only under certain circumstances a doctor's note is required. If you have SL you must be credited with such, unless YOU request otherwise. It's not management's decision. YOU decide when you're sick and YOU call in, not requesting sick leave, but TELLING them you're sick.

You can be "interviewed" if sick leave is excessive but that's a discussion, not discipline at that juncture.

About the only resource we have against management is our union. Call the ADR or DR and get the support you need.

If you're pressured call EAP. Stress leave cannot be disputed.

This is wrong. Good luck.

 

[Gotrope]

As an aside, the only codes for your relief day are 3, 5, R and Y. If you did not work the day, none of these apply and you are simply credited with your relief day. Make them have an investigative interview with union present. When asked about any other thing you would like to bring up, ask why you don't have subs to have a day off - like mgmt gets!

 

[Dominator]

Are you on the Relief Day Work List?

 

[koolaid drinker]

It was your day off you cannot be awol they cannot take a sick day from you on your J or K day if you call in so it cannot be awol or lwop.

 

[BubbaGump1964]

Are you on the Relief Day Work List?

Yes I am. But had leave adjacent to my relief day. Still put on schedule even after mention to postmaster. Told we don’t have enough people and I was needed to come in regardless.

 

[Dominator]

Yes I am. But had leave adjacent to my relief day. Still put on schedule even after mention to postmaster. Told we don’t have enough people and I was needed to come in regardless.

If your adjacent leave was approved, it removes the foundation of their argument.

The blanket "no call-ins" policy should also be contested.

 

[btdtret]

BubbaGump1964 -- "Called in on my day off. Was scheduled to work. Put down as awol. "

"Yes I am [ on the RDWL ]. But had leave adjacent to my relief day. Still put on schedule even after mention to postmaster. Told we don’t have enough people and I was needed to come in regardless."

-- Get your Assistant District Representative involved.

-- Following up on "Dominator's" point of: "If your adjacent leave was approved, it removes the foundation of their argument."

- Article 8.5.A.3. A regular carrier WILL NOT BE required to work if the carrier has at least one day of annual leave ( including an approved X day ) of sick leave adjacent to the relief day.

-- "Needs of the service" is always a lame manglement excuse.

-- If you grieve this, have the ADR include such phrases as "cease and desist" as well as "increasing monetary penalty for future incidents."

-- Have the ADR request manglement show their steps in following the Order of Consideration.

 

[Defiant]

If your adjacent leave was approved, it removes the foundation of their argument.
View attachment 3822
The blanket "no call-ins" policy should also be contested.

End of discussion?

 

[Rt2mailman]

Having an adjacent day off relieves you of the ability to be scheduled. You have no reason to have checked the schedule nor to have believed you would have to work, having just been on vacation. If you called in sick to "help" your manager, there is nothing that he can do to you, and NO other notice to be placed on your. 4240/personnel file because you just had your normal relief day. Usually the 800 sick call # won't allow you to take a sick day on your relief day anyway.

 

[Dominator]

End of discussion?

It should be, but if one wants to throw sprinkles and a cherry on top, show Article 37, Scope of Agreement:



Then argue that all ”needs of service” were considered during negotiations. Those needs include recognition of management’s perpetual ”need” to hire leave replacement employees to full complement. The absence of a ”120-day letter” doesn't waive this obligation.



Boss needs to get off of the booty and back to the duty. Boss needs to use every effort to feng shui that misdirected frustration towards the hiring office instead of towards the carriers.

This one sounds like the type that memorized all of the ”power stances" from the one-minute management series. Let me guess... an ”arm crosser”?

 

[BubbaGump1964]

Having an adjacent day off relieves you of the ability to be scheduled. You have no reason to have checked the schedule nor to have believed you would have to work, having just been on vacation. If you called in sick to "help" your manager, there is nothing that he can do to you, and NO other notice to be placed on your. 4240/personnel file because you just had your normal relief day. Usually the 800 sick call # won't allow you to take a sick day on your relief day anyway.

I hear you on the checking schedule matter. But we are constantly told to check the schedule because management I guess doesn’t know or care that we are not obligated or have to check said schedule.

 

[gotstamps]

I hear you on the checking schedule matter. But we are constantly told to check the schedule because management I guess doesn’t know or care that we are not obligated or have to check said schedule.

Subs have to, but Regulars don’t. I wouldn’t as a Regular Carrier unless I’m on the RDWL & want to work. Mgmt is responsible for notify Carriers that they are scheduled on Relief Days. If you have approved Leave & DON’T write on the 3971 that you’re available for your Relief Day, then you aren’t available.
If mgmt truly puts LWOP or AWOL in the pay system, file to have it rescinded. If you are disciplined or ordered to check the schedule, file.

 

[Dominator]

Called in on my day off. Was scheduled to work. Put down as awol. How is this so? Also asking for documentation for absence which I already have all the time for matters like this. All carriers threatened with being awol or lwop if calling in. Management scum at its finest. What would one do in this situation? All input appreciated

Grievance for management's falsification of work records.

 

[mwellis32]

Can you be fired for taking your relief day off?

 

[gotstamps]

Can you be fired for taking your relief day off?

Just for missing one, No, but I’m sure mgmt would be willing to try if they haven’t already. ?

 

[Dominator]

Grievance for management's falsification of work records.

Grievance for unilateral reclassification of H routes without first giving advance notice to the union.

 

[TheDude]

BubbaGump1964 -- "Called in on my day off. Was scheduled to work. Put down as awol. "

"Yes I am [ on the RDWL ]. But had leave adjacent to my relief day. Still put on schedule even after mention to postmaster. Told we don’t have enough people and I was needed to come in regardless."

-- Get your Assistant District Representative involved.

-- Following up on "Dominator's" point of: "If your adjacent leave was approved, it removes the foundation of their argument."

- Article 8.5.A.3. A regular carrier WILL NOT BE required to work if the carrier has at least one day of annual leave ( including an approved X day ) of sick leave adjacent to the relief day.

-- "Needs of the service" is always a lame manglement excuse.

-- If you grieve this, have the ADR include such phrases as "cease and desist" as well as "increasing monetary penalty for future incidents."

-- Have the ADR request manglement show their steps in following the Order of Consideration.

Does AL on a Tuesday following a Monday Holiday count as adjacent to a Saturday Relief day?