New Job Pains

[FC]

I hate my new job right now. I am walking into union hell. How I wish I could just fire a couple of rotten employees! Next Tuesday I'm going to deliver my expectations. I half expect a grievance will be filed. Fine and dandy I say. Compared to the people I left, this bunch, for the most part, is pitiful!

[AzRednek]

Are you dealing with civilian fed employees?? Unless it is an EEO thing don't fear a grievance. If you're dealing with a trouble maker, keep a daily diary of work activity and notes of conversations. As long as they are your personal notes, not shared with anybody, placed in the employee OPF. The union has no right to demand copies. In a grievance, dates, times amd minor details can be important because the burden of proof is on the grievant. He/she "said something about"" or "I heard" "I dunno a few months ago" makes a weak complaint. Especially if you have date, time, place and the nature of the conversation. If you're dealing with a minority trouble maker watch your step as you could find yourself on the receiving end of a lawsuit.

 

I handled numerous EEO complaints as a union rep. Two were legitimate harassment another was more of a misunderstanding because the manager did not know the two women were both Jewish. Most were just misunderstanding or lack of communications. Some were simply pulling the race card as an excuse for a lack of performance or an ass-saver in a disciplinary matter. Really wasn't any different for white males that could pull the "I'm a alcoholic, I need help" card. Saved everybody at least once except for theft. I often po'd minorities, declining to help. Many would eventually figure it out on their own. If a manger was a jerk and treated everybody rudely. Can't claim discrimination if he/she is hard on everybody. My pet peeve were touchy-feely managers sexually harassing young attractive women. Many of whom were barely out of high school. I took great satisfaction literally making life miserable for the horny old SOB's.

 

My apologies for the crude language, I cleaned it up.

[FC]

Yeah, GS. Now there's investigation into a bullied employees emails concerning her hiring being illegally printed and shoved under the doors of leaders. That kind of stuff will get you into the SNAP program!

[AzRednek]

If an employee is being bullied, you are aware and don't do anything as a manger or supervisor to stop it. It can reflect on you. negatively. A s short meeting warning everybody the practice wont be tolerated and could lead to some serious disciplinary actions if it continues. If you know whom is responsible a written reprimand if permitted might be in order. Keep personal notes detailing the meeting, the time it took place and how long did the meeting last. Keep track and write down whom asked questions.

[karlunity]

AZ is right,

We had to go that route when dealing with parents of troublesome students.

karl

[AzRednek]

I had a meeting with a teacher and principle. They brought in a union steward and a woman with a machine like court reporters use. I let it hit the fan when a teacher sent a note to my now X demanding we take my step-son to a Dr and have him put on Ritalin. After a short lecture on the usefulness of Ritalin from the principle. I caught him with his pants down asking him questions about his education and where his credentials were earned in pharmacology. I made a big issue of his head movements signaling the recorder and demanded for her to read what she had recorded. As I suspected my questions about his medical background were not recorded.

[karlunity]

You were right.

The junk does very little good for a student

Well done sir.

Karl

[AzRednek]

Tony not being familiar with your operation and things are probably considerably different than what I dealt with. You might want to inquire with your higher-ups and see if there is any training in dealing with the union. One of my biggest problems when I was on the mgmt. side was not showing favoritism to productive employees. Slugs as we named them were the loudest cry-babies. Give a good employee one hour of overtime and he/she gives you one hour of work. A slug might take one and a half or two hours to complete the same task. Naturally I would give the OT to a productive employee but at the end of the quarter if the slug was not given the same opportunity to earn as much. I would have to deal with the union. I had to keep good records detailing day and time when the slug declined OT. Best advice, be overly cautious in dealing with minorities as you might have to deal with an outside org that has a door wide open to a Congressman's office.

[AzRednek]

Karl as a foster parent I often conveniently forgot to dose the kids and improved the quality of their life considerably. The stuff often made houseplants of the kids. I know I'm not a Dr but the kids that missed a few doses would go outside, physically play, come in at dinnertime smiling ear to ear with an insatiable appetite. As a lethargic houseplant about the best they could do was change TV channels and at best eat like birds unless it was a sugary treat.

[FC]

Clinical investigation found at least one video clip. Suspect A, presumably, was stooping down, putting something under a door at 5 a.m., well before her work time. Yeah, all minority people but one. That makes me the minority! Anyway, I'm not scared, but I am fairly cautious. We get some training, and I have moderate experience with unions. As you know, video isn't totally clear, and she was wearing a cap, but had to be her since the person was a bf, thin, with short hair. She is the biggest complainer of them all. She refused to train the bf young woman she ran off. I need her fired! I know her by picture, but have never seen her. They go into their offices and close the doors. Well guess what? I'm moving into their area next week!