Episodes

Corey continues his discussion on how to defend carriers against discipline after an accident, this time focusing on the concept of “corrective rather than punitive” discipline, as outlined in Article 16 of the JCAM. He again advises stewards if the branch president was not notified, it’s a violation of due process. He also encourages shop […]

Corey continues to discuss how to defend carriers against discipline related to accidents. He emphasizes the importance of Article 41.3P of the JCAM, which requires management to promptly notify the branch president after a vehicle accident. Failure to do so violates due process and provides a strong argument for the carrier. He highlights two boxes

This episode is the first in a series of episodes focusing on accidents and how to defend carriers against management actions after an accident. Corey highlights the importance of union representation at the scene of an accident, noting that management often tries to gather information and build a case against the carrier without giving them

Corey continues discussing attendance-related discipline, specifically focusing on the concept of “deemed desirable and restricted sick leave.” He explains that management uses this to discipline carriers, but it’s often a weak argument. He points out that the ELM provision 513.361 states that a carrier is only required to provide documentation for their absences if they

Corey discusses a specific type of attendance-related discipline, “deems desirable and restricted sick leave.” He points out that management often tries to circumvent the process by simply stating that the carrier was given a discussion about their absences, even if this isn’t accurate. He highlights the importance of challenging these claims by the shop steward,

Corey talks about the importance of attendance-related discipline in the grievance process. He points out the low success rate of the union as well as the difficulty of these cases, suggesting they are often won or modified in arbitration. He encourages shop stewards to challenge the validity of any “official discussion” claimed by management, as

This episode focuses on the charge and discipline process in labor grievances. Corey emphasizes the importance of scrutinizing the charge itself, ensuring it is accurate and supported by the documentation provided by management. He advises shop stewards to examine the charge thoroughly, ensuring that every detail is correct and that the investigative interview covered all

Corey explains the importance of understanding the “official discussion” requirement in Article 16.2 of the Joint Contract Administration Manual (JCAM). He explains that management is required to have a formal, private discussion with an employee before issuing discipline for a minor offense. He highlights how management often misrepresents these discussions, claiming they occurred when they

Corey explains what to do when a carrier receives discipline from management. The most important initial step is to have the carrier sign the disciplinary notice, as management has been known to use a carrier’s refusal to sign as a reason for discipline. He then dives into the importance of requesting information during the informal

Corey discusses the Office of Inspector General (OIG) and Postal Inspectors, highlighting their tendency towards dishonesty. He shares his experience with their investigations and argues that they often act on behalf of management with the aim of finding carriers guilty. He emphasizes that even though postal inspectors may seem intimidating, they are still bound by