Discipline process

Punkie5

Well-known member
What are the steps in discipline?
I’ve heard:
Pre disciplinAry interview
Investigative meeting
Job discussion
Verbal warning
Written Letter of warning......
Please advise the actual steps one may receive from a supervisor in order.

Thank you peeps!
 

gotstamps

Well-known member
Depends on the “crime”. Serious items as theft, violence, pilferage, some unsafe practice, & drunk or drugs will get you on Emergency Placement &/or Removal.

The typical delayed mail, attendance, etc. should be:
Official Discussion to allow time for correction; then the Pre-disciplinary Interview (PDI) for further discipline.
Further discipline should be as follows: Letter of Warning (LOW); 7-Day Suspension; 14-Day Suspension; & Removal.
 

btdtret

Well-known member
Punkie5 -- "What are the steps in discipline? "

-- Check out Article 16 of the contract.

-- As well as ELM's Section 651.4 ( and beyond ) - Emergency Placement in Off-Duty Status

-- Discipline should be progressive and corrective in nature.

-- Grieve any discipline.

-- If you receive an LOW, etc, make sure there is a specific time stated when it should be removed from you e-personal file. And check to see that is has been removed.

-- Why, have you done something?
 

Punkie5

Well-known member
Curious as many in my office are being disciplined for abscenses, scanning issues, etc.
Thank you for your support and knowledge
 

Ihatesnow

Active member
I finally had enough and filed 3 grievances against my PM 2 weeks ago, she cursed at me twice, yelled the entire time (with witnesses) and threatened to fire me. Just yesterday she gave me 3 (same number I filed on her) PDI's for really minor stuff. Everyone in the office knows it's retaliation but the steward isn't helping much. 4 years I was squeaky clean until I filed on her...
The steward asked me if I was interested in transferring! Me and the PM haven't spoken since Christmas. We just walk past each other. I'm deff going to get fired eventually
 

Deer smearer

Well-known member
I finally had enough and filed 3 grievances against my PM 2 weeks ago, she cursed at me twice, yelled the entire time (with witnesses) and threatened to fire me. Just yesterday she gave me 3 (same number I filed on her) PDI's for really minor stuff. Everyone in the office knows it's retaliation but the steward isn't helping much. 4 years I was squeaky clean until I filed on her...
The steward asked me if I was interested in transferring! Me and the PM haven't spoken since Christmas. We just walk past each other. I'm deff going to get fired eventually

Print that out and place it on her desk.
 

HardearnedTan

Well-known member
Staff member
I finally had enough and filed 3 grievances against my PM 2 weeks ago, she cursed at me twice, yelled the entire time (with witnesses) and threatened to fire me. Just yesterday she gave me 3 (same number I filed on her) PDI's for really minor stuff. Everyone in the office knows it's retaliation but the steward isn't helping much. 4 years I was squeaky clean until I filed on her...
The steward asked me if I was interested in transferring! Me and the PM haven't spoken since Christmas. We just walk past each other. I'm deff going to get fired eventually
If you ask for a steward to be present for any PDI, and if you grieve ANY discipline they give you for any supposed minor infraction, it will be very unlikely that you will get fired--it is not easy to fire people. And do not be intimidated into "letting" the PM get away with abusive behavior just because you feel you are receiving retaliatory treatment! Document all these instances of unprofessional workplace behavior, noting time and place, witnesses, etc. and go ahead with a hostile workplace grievance if you feel it is warranted! Make her uncomfortable! Her POOM or overlord boss will know of her missteps when you grieve. The biggest hurdle for abused carriers to overcome is that fear of stepping forward alone--but you will not be alone, because the union will support you, even if your steward you have contacted seems hesitant--go above him or her if you need to. Not all stewards are really experienced or prepared--they have to start somewhere and maybe yours is new or just not that great. Don't give in or give up.
 

Windindaface

Well-known member
Perhaps the Machine is following Wal Marts new policy. 5 call ins in 6 months, be it weather or health related, terminated.
 

DB.Cooper

Well-known member
Yeah, I'd say USPS is somewhere on about par with Wally World and/or Micky Dee's... maybe just slightly below for RCAs, but somewhere in that neighborhood... :oops:
 

Ihatesnow

Active member
File for hostile work environment... MOU 14... 👹
I did file for hostile work environment... Steward met with supervisor and their solution was to all meet together so we could "hit the reset button" and settle our differences, I told him I would rather not do that because I already tried discussing the issues and PM wouldn't budge, hence why I filed the grievances. Next day I have 3 PDIs waiting for me.
His solution was asking me if id like to transfer to another office.
Also how do I grieve a PDI? What do I write on the grievance form? Or does steward do it?
 

DB.Cooper

Well-known member
Aren't PDI's interviews??? Did you sit down and have a discussion... and if so, a steward should be present... not sure what you mean by "Next day I have 3 PDIs waiting for me..." :unsure:
 

HardearnedTan

Well-known member
Staff member
the pdi is just an interview, the steward should be there to take notes of all that is said. If mgmt. decides to issue a formal discipline after the results of that interview, you will be given some official writing. THAT is your discipline. You grieve THAT, and fill out a grievance form like you did for any other issue, then turn it over to your steward. Your contractual question would be about whether the discipline issued was appropriate for the level of alleged misbehavior and if mgmt. proceeded properly in using the lowest form of corrective action (that is, your aim is to ask the discipline be reduced to a lower form or erased altogether). Your steward would be the one to put in all the contractual details to fight your case.
 

HardearnedTan

Well-known member
Staff member
Just requesting the steward's presence at your PDI may be enough to make your mgmt. back off following through with discipline, because they know they will have to mind their p's and q's as they go forward. Your interview may be as far as it goes if the infraction was minor or if mgmt. was just being retaliatory, since they will now be on record for the whole dustup and may not like the way that looks to THEIR boss. An interview doesn't have to produce anything further.
 

Ihatesnow

Active member
Aren't PDI's interviews??? Did you sit down and have a discussion... and if so, a steward should be present... not sure what you mean by "Next day I have 3 PDIs waiting for me..." :unsure:
The steward met with my supervisor to discuss the 3 grievances I filed... The next day I go into work im called into the office and have 3 PDI's...
 

Tee

New member
What are the steps in discipline?
I’ve heard:
Pre disciplinAry interview
Investigative meeting
Job discussion
Verbal warning
Written Letter of warning......
Please advise the actual steps one may receive from a supervisor in order.

Thank you peeps!
How about this: placed IMMEDIATELY on EP, then PM goes on a HUGE VERBAL rant in front of 2 other strangers of my being "mentally unstable", I have serious mental issues, plus MUCH more...rescinds the EP 5 days later (now saying that it is rescinded, now non-existent, 5 more days later it's a letter of warning, after that it's AWOL, then it's a demand of medical clearance, then it's an "investigative interview" and now it's a so called "settlement"...included are lies and fabricated documents from PM about my character, what I allegedly did, and no PROOF OR EVIDENCE that of the EP being non-existent but yet trying to say it is....
 

Rt2mailman

Well-known member
Tee, were any of these things in writing? Ep' s are generally followed by a letter explaining the reason. If no letter your pm could claim it never happened, were any of these things witnessed? You always should grieve any discipline, and your pm's actions would also be grievable with out discipline being given. If you haven't yet you need to call a steward.
 

DB.Cooper

Well-known member
The steward met with my supervisor to discuss the 3 grievances I filed... The next day I go into work im called into the office and have 3 PDI's...
So you filed 3 grievances... your stew meets with the PM... and you now have 3 PDI's... is this like the TwiLight Zone??? What does that even mean???

If they have schedule 3 PDI's what are they for??? Anything related to your 3 Grievances???

Also, if PDI's are scheduled, ask that the Stew be present... also, what is the stew saying about all of this????

Also, what is the status of your 3 Grievances, and again, what is the stew saying about the grievances???

If those PDI's are retaliation for the Grievances, then that's another Grievance...

Maybe time to call and talk with the ADR??? :unsure:

*** Also, see post #15 above... and do all of that... (y)
 
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Morty

Well-known member
Should be 5 or more grievances filed on one mangelment person within 6 months, terminate.
Im approaching 30 for 2019😳

Im so getting fired! Everyone tells me to stop fighting EVERYTHING. But you can see here, squeeky clean for 4 years, file a few grievances and BAM, pdis, threats, firing.

A friend of mine got fired for not curbing wheels. Didnt help they were table1 step12, but still...unsafe=fired.
 
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