Discipline action

[btdtret]

Zorro31 -- " I am one of the few that does not give into him at our office when he acts for it, hence this extreme punishment."

-- Since you are on such good terms ( NOT! ) with the PM, why not consider a grievance for retaliation? EEO, Zero Tolerance, Bullying in the Workplace - take your pick.

-- And if the office steward is not much help, take it up a notch and contact your Assistant District Representative. And further up the food chain if necessary.

"I am trying to get this from happening again and/or to others."

-- For that to happen, you might have to do what city carriers do on their grievances:

- Include such phrases as "cease and desist" and "progressive monetary penalties for further violations".

 

[gotstamps]

Zoro , if you have a poor steward I'm sorry that you do, and you are going to have to fight this yourself in a way that makes your steward look better than he is, but this is our system. The discipline you have been given is wrong on many levels. Read the booklet on "defences to discipline" found on this site's knowledge base or the NRLCA site. Your complaint question should be something like, "Does management have just cause to issue a suspension in regards to my FMLA leave?". 1st he is wrong because it is FMLA, 2nd because the discipline is not progressive, and 3rd because you had extenuating circumstances (reasons you were off)that were disregarded. There should be many others, each of which are explained in the defenses to discipline booklet. You can also look up similar grievances in the "steward links by topic" on the NRLCA site that would help you. Keep us posted.

This is all great but if your PM denies these arguments, you’re still filing that grievance & it’s no longer yours fight. The Union Rep takes over as soon as that 8191 is turned in. You could notify your ADR or DR about your case so maybe they’ll have a hand in it, but it’s still up to the local steward to fight for you if you have one in office.

That’s what gets me at my office, a few peeps will treat me like crap saying they don’t need the Union & they’ll NEVER let us fight a case for them but they don’t realize that we may be the only ones saving their job if the PM isn’t cooperative.
If mgmt isn’t cooperating to settle, the Union Rep takes over & meets with the PM/supervisor. If there’s no agreement, it goes to Step 2 & the DR/ADR meets with Labor Relations. If they don’t agree, it could go further up the food chain.

 

[Morty]

Good luck fighting a narcissist totalitarian. They seem to be the only type USPS hires. They must have Jim JongUns book on how to run a successful organization.

 

[wfillbra]

https://www.dol.gov/whd/fmla/finalrule/NonMilitaryFAQs.htm.
This link should give you all yours answers in regards to use of FMLA straight from the Department of Labor. Your issue is the discipline being applied without prior disciplinary steps being taken. As for FMLA, yes they can require medical certification. Not specific condition but, certification. The PM or sup. can never ask for medical condition---FMLA or non-FMLA. Condition is covered under HIPPA rules. Doctors excuse--So and so is excused from work as a result of his or her illness. This can also be signed by any licensed medical provider---such as LPN.

 

[Punkie5]

Fmla is a protected leave. Approved Fmla is your doctor note. Keep calm . It is against the law to harass a employ that has approved Fmla. Call the Fmla department and report the harassment. Remain distant, don't say a word. You are protected by law. Supervisors need to be properly trained or learn how to schedule and have backups and manage when there is a absence. This is what they are paid to do. Manage, and unfortunately they don't and they try to bully, harassed and abuse wrongfully. I hope this a hole gets fired because it has no compassion and can't manage without you and shouldn't be a manager. Bye bye ass clown!

 

[Deer Smearer]

16.6 says suspensions have to be reviewed by a higher level prior to issuance.

If it wasn't your suspension has a fatal flaw.

 

[Rt2mailman]

Gotstamps, I acknowledge, and agree that the grievance "belongs" to the union. My hope is that Zoro can write up his grievance in a way that even his poor steward can't lose. When it is denied by his pm, which I expect it will be, then it is out of the hands of his steward, as long as he is able to send it up to the 2nd step in a timely fashion. Following that pm's logic, when he (the pm) is proved wrong, he should be issued a 7day suspension by his manager.

 

[mwellis32]

WE NEED LAWYERS! STEWARDS JUST CAN'T HANG WITH ALL THE BS BEING SLUG AT CARRIERS!!

 

[Zorro31]

Well I contacted our DR and she is agreeing with everyone that they can ask for documentation and I should be providing it. Stated I need to initiate my step1 grievance and then my rep will take over from there. Problem is I have no faith in our union. And this right here is why.

 

[Zorro31]

So after all this time and not hearing back from my rep I finally received a response to my grievance that my post master agreed to lower my discipline to a “letter of warning.” I think they are both not understanding my grievance and/or point. Which I just responded back to my rep. I should not be receiving any type of discipline at all bottom line. I already have the department of labor also involved little do they know but they wanted to wait and see what our union could do for me first. Well I don’t them not to expect much and this is why.