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TE/CCA

^     All messages            3482-3497 of 3497  3466-3481 >>
3497
NECarrierPerson was signed in when posted
09-29-2014
08:31 PM ET (US)
/m3495 I'm sorry, I think RIKSNY is correct, that the 1723 is not a contract. It is merely an indication that your assignment was a little different than usual. Working as a 204b is a different type of assignment than simply carrying mail. Have you read the 1723? Does it say "contract" anywhere on it? I've had 1723s of my own, and know how they are considered by mgt and craft alike, as notification of a different ("higher level") assignment for an individual, not as a change in the employment of the invidual.
Good luck with your case.
3496
RIKSNYPerson was signed in when posted
09-29-2014
12:35 PM ET (US)
it does appear from conversations that a 1723 Assignment order properly filled out by said manager is some form of 'contract'

No. It. Isn't.

I hope your case rests on more than that, because that just will not win it for you, sorry.
3495
ANTHONY MAISANO III
09-29-2014
10:02 AM ET (US)
/m3491

thank you NECarrierPerson... I signed the form b/c manager denied my steward, denied my Weingarten, and told me there was nothing I could do. I rationalized by signing and walking away clean there would be no insubordination and only her false judgments. I registered my complaints with the NLRB and it does appear from conversations that a 1723 Assignment order properly filled out by said manager is some form of 'contract' and an additional layer of protection from a 'temporary no reason' firing situation. I just have no idea how long this procedure will take or what the eventual outcome will be. Thanks for answering me-- I really like the job. It would have been more 'in line' with positive discipline for the manager to transfer me realizing that I was 'placed' into her unit without making labor plans for an extended stay. Instead, she decided basically to 'kill' my career. Returning 30m to 45m after time on 1723 really is a unwise reason for a manager to transfer her personal issues onto carriers in training-- especially since the reg. who held the route went out for foot and knee operation, and was complaining about the same treatment. "Positive Discipline."
3494
NECarrierPerson was signed in when posted
09-27-2014
09:27 PM ET (US)
/m3493 True enough, but if you are trying to fight a dismissal, improper management & leadership (ie, remedial instruction) of folks on probation could be important.
3493
RIKSNYPerson was signed in when posted
09-27-2014
09:14 AM ET (US)
But they frequently don't.
3492
NECarrierPerson was signed in when posted
09-27-2014
09:08 AM ET (US)
There is a part in the instructions that says the mgr and the employee MUST initial the form during the 30, 60 day meetings.
3491
NECarrierPerson was signed in when posted
09-27-2014
09:06 AM ET (US)
/m3489 The form you want is a PS 1750. Print it out. There are instructions to the manager on the second page. He is REQUIRED to have meetings with the employee during the probationary period and advise him concerning his performance. If these meetings did not happen and the form is filled in as if they did, ask for a copy of the form. I would not sign it if I were you. The grievance is falsification of official paperwork. One could also argue that the feedback supposed to have been given during the 30 and 60 day meetings could have helped the employee improve his performance, without which, he had no idea he wasn't working up to expectaions.
3490
CCA2
09-27-2014
09:02 AM ET (US)
Are new CCAs supposed to get information about health care benefits? I was told at training that after 60 days from my start date, we were supposed to receive a health packet. I have not received one. Is it worth it?

What do regulars recommend for getting work stains out of shirts? I have tried SHOUT and even pre-soaking the ring around the collar and dirt stains on the shirt pocket and button down area with detergent before washing. I even tried some bleach but the shirts only get so clean. It seems like the part polyester dress shirts are the worst; the cotton polos seem to clean a little better. I have had to wash the shirts a couple cycles at times to get them tolerable to wear.
Edited 09-27-2014 09:02 AM
3489
ANTHONY MAISANO III
09-25-2014
12:21 PM ET (US)
/m3480

re: Vchaz-- what if the manager 'makes up' the 60 and 90 day data for CCA Temp? Not signing review form is 'insubordination,' correct??? Put another way, if there is no data for your 60-day and 90-day on your 30-day, and you get called in before 60 days, and the form has the 60-day and 90-day field filled in, what does that show? How would you explain that in grievance terms?
3488
alaskamailman
09-24-2014
06:28 PM ET (US)
CCA 02- If it is not a 40 hour a week position then no they do not have to convert someone.
3487
CCA 02
09-24-2014
01:38 PM ET (US)
Don't believe so, pretty sure he had told me its like 28 hours a week.
3486
TE'S = hotel CaliforniaPerson was signed in when posted
09-24-2014
01:12 PM ET (US)
Is your collection an 8 hour route?
Edited 09-24-2014 01:13 PM
3485
CCA 02
09-24-2014
12:00 PM ET (US)
Been a while since last post.. Our reg collections guy retired. Do they need to convert someone for that job or can they just rotate ccas to do the collections?
3484
cca07
09-24-2014
07:34 AM ET (US)
Maybe if they were treated like humans they wouldn't quit.
3483
Retention rates
09-24-2014
06:55 AM ET (US)
Are these new CCA's being trained properly? It seems like they have no clue what the job entials and when they get their first check they quit. I've never seen so many come and go in such a short period of time.
3482
TE'S = hotel CaliforniaPerson was signed in when posted
09-24-2014
06:08 AM ET (US)
Don't say a word about your 30/60/90 day reviews. They should not be able to remove you if they have not done these.
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