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> I’m sorry, but there isn’t a union agreement in the world that lets you No Call/No Show repeatedly and be fine. But there are unions agreement that say: if y
by IMTDb 4y ago
> I’m sorry, but there isn’t a union agreement in the world that lets you No Call/No Show repeatedly and be fine.
But there are unions agreement that say: if you are fired for any reason, come and see us. Usually the question « how is this justified ? » is not really used as a way of asking « should we help you or not ? », but rather as « which page go the handbook should we leverage to justify that this is definitely an abuse from management ».
The starting point of the discussion is that any firing is necessarily an abuse. And by extension any decision by the company is done to hurt employees.
- deaddodo 4y ago> The starting point of the discussion is that any firing is necessarily an abuse. And by extension any decision by the company is done to hurt employees. It would be useful to include the rest of the context of my message instead of snipping out a single line to counter. As I said, of course they do; as they should. Just like it’s in the best interest of the company to assume all employees are scamming, scummy liars; it’s in the best interest of the Union to assume the employer is a money-hungry uncaring entity focused on maximizing its profit. Why should one side shoot themselves in the foot while the other maximizes their advantage? That doesn’t change the fact that if the employee actually wasn’t coming into work, was abusing privileges or was somehow abusive they are going to be fired; so what’s the problem? Is this antagonistic? Sure. But we’re well past companies giving respect to employees and employees owing loyalty to employers. And, here’s the important bit: it wasn’t the employees that started nor perpetuated it.