Thanks. I plan to retire feb 3 of next year or next early out after July 31. They want me to leave now.

Cc/m1687
My advice is to wait for the other shoe to drop. They will either try to discipline you or give up on this issue. But until you suffer some type of adverse employment action (discipline, etc.) there’s not much that you can do.

Postal advocate and others.

I asked for a congressional inquiry in regard to a leaking roof and black mold. Also, answered questions for a newspaper in regard to reducing hours and other cutbacks. The OIC PM and POOM are quite upset. They are trying to bring action against me for discrediting the postal service.
Any advice.

off work 2 days anxiety, I already gave my manager a med note return to work no restrictions.

/m1683 what did the letter say?

did he wish you a happy birthday?

MY SUPV SENT ME A LETTER 21 DAY AFTER INJURY LETTER. ARE THESE LETTERS STILL VALID.

Edited by author 05-13-2009 08:49 PM
I would like to know if any one can tell me under discrimination & Retaliation under the federal us district court legal or moral arguement that I can used in the court systems, as a plaintiff.
please let me know. :(

Check this out! WOW!

http://postalemployeenetwork.com/news/?p=373

2 words: LAW - YER! Go to the union for major issues and you will never, ever win, and I support unions. Do it or you'll never, ever get justice. Right now.

/m1677
It may not be coming from national but I assure you that it is widespread. I see it frequently and in most parts of the country. As for not filing a grievance if you’re using the EEO process, I could not disagree with you more. A grievance should be filed within 14 days of an adverse action regardless of whether an EEO is going to be filed. The Postal Service no longer places grievances or EEO’s in abeyance pending the outcome of the other. Further, if an employee does file an EEO complaint, then the union should also file an Article 2 grievance – Civil Rights and Non-Discrimination. However you rarely see any Article 2 grievances because the unions aren’t generally aware of the prima facie burden requirement or the burden-shifting process that must occur before discrimination can be proven. EEO WILL NOT sidetrack your complaint until the grievance process is resolved. (Though the Postal Service may try to place a Rural Carrier’s grievance in abeyance until the outcome of the EEO because they have a provision in their contract to do so.) Otherwise, I encourage employees to simultaneously file grievances, EEO’s, or whatever other paperwork you have to throw back at management.

/m1675 I know that union getting into EEOC issues is not coming from nat'l and I really doubt it's widespread. There are a lot of dumb people around though.

What I was always told by my union to tell members, and what I saw happen, was the opposite. If you're using EEO, DO NOT file grievance since EEO will sidetrack your complaint until the grievance is settled.

Nicejob...J.R.
Watch for it, guard against it.

To All,
I am posting this comment on several EEO forums because there’s a disturbing trend happening in union settlements of grievances where the employee also has an active EEO complaint. It seems that the union is being persuaded by management to enter into a global settlement agreement that includes withdrawing the employee’s EEO complaint. I cannot emphasize enough that the union has NO AUTHORITY to negotiate the withdrawal of an employee’s EEO complaint of discrimination any more than they have the authority to withdraw an employee’s OWCP claim of injury of illness. Any employee who has found themselves in this situation should continue to pursue their EEO complaint, regardless of the union’s agreement, and explain to the EEOC that the union was not their EEO representative, and that their advice was based solely from a contractual standpoint and not one from an expertise in discrimination or any EEO laws. Then the employee should also file an Unfair Labor Practice with the NLRB against the union for extending their representation outside of their authority and violating your Civil Rights by negotiating away your right to raise a claim of discrimination separate from the grievance process. In addition, if an employee raised Age discrimination in their EEO complaint, any settlement agreement must contain language that assures that the employee has been afforded the opportunity to discuss the terms of the agreement with legal counsel. Any agreement reached by the union which does not contain that language is not in compliance with EEOC requirements and cannot be enforced.
This practice by the union only engenders them to management and hurts the employee that had been discriminated against. It’s up to those of you who read this to pass the word along to other employees, and at union meetings, that the union’s exclusive right to representation is not plenary, but confined to contractual matters only.

Edited by author 04-21-2009 06:24 PM
I was fired in 2003 for filing complaints against management. I lost my grievance and final EEO. Several years later I got a confession from my abusive supervisor in the form of a background check. He stated that I had been fired for filing EEO complaints, workers comp complaints, and horrible attendance (which was Family Medical Leave). Does anyone know if there is anything I can do with a confession after the fact? Also I want to publicize this as much as possible - absolute proof of retaliation. He also stated "we worked hard to get her fired". Can any one help me publicize my story? Kim Jordan, kimkona@yahoo.com , phone is 928-432-1948. I am in Phoenix, AZ. (( Hi J.R. !! ))