We (another steward and myself) have been blasted by supervisors for doing just what you said. I have to pat our backs because we have a good ratio on winning grievnces. It amazes me that Pms and supervisors can decide when they will pay workers for calling in sick. This has happened to 2 workers (more than once)and we finally won the grievances but both are filing EEOs. We went so far as to call the OIG and told them about the managers committing fraud. Investigation was done, no punishment handed out but managers are shaking in their boots because they thought we would lay down regardung this issue. PM got a new job elsewhere. We called the steward with a warning. With all that is going on, one has to be forthright and willing to forcxe the issue.

this from a steward get another steward to help you.

I just found out the my pay was messed up and had been (step increase not given for months) for many months. I want to file a grievance. The steward says "we can only go back 14 days to correct the problem" Run like heck from this steward.

THE CONTRACT STATES ' YOU HAVE A RIGHT TO FILE A GRIEVANCE WITHIN 14 DAYS OF BEING AWARE THAT A VIOLATION OCCURS '

Went round and round with other stewards..If they give you crap ask them how they can get so much money around the country for "casuals in lieu of' grievances if they only went back 2 weeks. People these steward are on managements side, not yours.

unless under emergency suspension you must follow article 15, if emergency suspension, then 666 in the ELM.

You have to give the person the CHANCE to correct the action the PO says you did wrong. Going right to a LOW does not do this. Any discipline is to be corrective in nature..NOT PUNATIVE. Skipping the discussion step in Article 15 says to the Union..we dont care about the contract steps and we dont care to correct this action of the employee..we want to harm the employee first.

Never had a LOW that was not reduced to a discussion once I got
"involved".

You have to make management follow the contract and all management will say "we are following the contract because my bosses say so". Laugh at them and say "well that is funny because my bosses say your not"

Edited by author 06-23-2009 01:01 PM
/m1700 and /m1699 ...
To both of you, what about a LOW that states...
"You are charged with Improper Conduct: Failure to Follow Instructions.
On ..., ..., and ..., 2009 you were given instructions...
You are aware that the nature of your duty position...
During the pre-disciplinary interview, you acknowledge being given this instruction and that you failed to follow this instruction. ..."
Basically you both seem to be saying that the pre-disciplinary thing never happened...or that it should not have been on the LOW.

Also here in south Florida they have a practice of bringing you in for a Pre-Discipline hearing then a few days later giving out a LOW. Cant happen this way either.

Everyone has a right to the correct process and "NOT ONE THAT MANAGEMENT MAKES UP"

THIS was made up by Management and is in direct violation of the contract and won every time it is done this way.

/m1694 If the LOW mentioned a discussion, it's a violation of due process and not worth the paper it's on. There can be no official record of any discussion, not on back of 3972, and not in LOW or suspension.

WHAT HAPPENED TO A DISCUSSION FIRST THEN A LOW...
You put your words and approach in a blank space. Likely this person HAS had the Discussion, which would be ON the LOW.
I stand behind what I said...seek OUTSIDE the place for help...IN ADDITION to trying to get the Union to dismantle the LOW and any further discipline.

While true the grievance may take awhile any steward worth his/her salt would get this reduced to a discussion or removal after just a few months being on file in her OPF.

DISCIPLINE MUST BE CORRECTIVE IN NATURE.

WHAT HAPPENED TO A DISCUSSION FIRST THEN A LOW? AGAIN A STEWARD CAN BEAT THIS EASILY.

i have a issue i have had an ongoing eeo complaint for yrs and it seems
a common practice of th epo to use satellite voice transmitters and
nothing is said. glad as hell i am out of there.

Carolina Cutie...do the grievance, as you must.
However, you need to address Congress, Senate, OIG, and Postal Inspectors too.
The fact is...the Managers know that the grievance procedure, backed-up for a millenia or more now, will LIKELY not get your LOW(s) removed before simply falling off the record in two years. It is THEIR intent, therefore, to start the steps necessary to get you OUT, and let you fight to get back in. (Less likely if they dissolve your job while you are gone.)
Get the message out further. Make a fuss. And, if you have not started...get Representation soon.

received a LOW today for "not following orders" and "discrediting the postal service" I will file a grievance.

Thanks for the support and advice. I do know several people in the newspaper and television industry. They may be interested in an expose of the leaking roof and mold problems.

/m1689 Keep a written record of what you see and hear. See if papers will write an article on your mold and health concerns. That'll both fry them and give you ammo if they come after you.

I dont get it. If you start something (And I am behind you 100%)then keep going. If they harrash you then write the congressman again. Keep records of date and time of calls and copies of anything in writing. Want to piss them off real good? Write directly to the District Manager. Done it many times. THey hate it when the district is snooping around and if your supervisor/station manager/postmaster are not in good with the District guess what happens next? Now you have given the District a reason to move the bosses and then PUT THE ONES THEY REALLY WANT IN THERE - like family members, etc. You go girl but you have to keep going. You stop now and they will eat you alive. Steward for 30 years ( I know of what I speak)

the shoe dropped and Ive been placed AWOL. Cleared to return to work, with restrictions not to work under a supv. Manager refuses to let me return to work by this restriction.