T
the record will get'cha
Guest
Well if that person you described had a long checkered history of attendance problems it is possible that his discipline was farther advanced than you were aware of. Anything is possible at panel but it is pretty unlikely that one no call/no show would lead to termination without previous infractions in a 9 month period. Since you didn't have firsthand knowledge I suspect that is the case. Saying he needed to be off for his wife's surgery is fishy too as that would most likely be covered under FMLA and since it was scheduled surgery there would be plenty of time to apply. FMLA is an invaluable tool to protect your job and I urge everyone to use it and encourage others.
If it's coming from a steward realize that stewards often are not present at the panel hearings. Typically it's the business agent and the aggrieved, then the Company and Union officers of the panel. So the steward hears it second hand too. Usually just enough information is 'leaked' to prevent others from following the same path. It is in the interest of the Union that you go to work also, as it weakens our case at bargaining time when trying to reduce 9.5's etc "Well if your people would just come to work we wouldn't have a 9.5 problem..."
If it's coming from a steward realize that stewards often are not present at the panel hearings. Typically it's the business agent and the aggrieved, then the Company and Union officers of the panel. So the steward hears it second hand too. Usually just enough information is 'leaked' to prevent others from following the same path. It is in the interest of the Union that you go to work also, as it weakens our case at bargaining time when trying to reduce 9.5's etc "Well if your people would just come to work we wouldn't have a 9.5 problem..."