I’m a current employee and received a written “tardy” notice even though my timecard shows I clocked in early. • Shift start: 6:45 AM • Clock-in: 6:42 AM Despite that record, management claimed I arrived late and refused to remove the notice.
5/23 – 7/24 (Initial grievance process) On 5/23 I first learned of the notice in HR with HR and Chairman present. I denied being late and pointed out the lack of proof. Chairman openly sided with management, discouraged filing a grievance, and repeatedly told me it “was only your first tardy.” From late May through July I followed up many times: • Chairman delayed filing and sharing grievance responses. • He admitted he accepted a Step-2 denial without my consent. • He told me he would not take it to arbitration and that I should “just move on,” even though company policy counts five tardies toward termination.
8/4 – 8/13 (Follow-up with regional rep) • 8/4: I called Regional Service Rep, who said he’d speak with management. • 8/11: Follow-up call; he said it “wouldn’t affect benefits,” though it still counts toward progressive discipline. • 8/12: He texted that he couldn’t reach HR Manager. • 8/13: He confirmed the tardy “will not come off,” but said Chairman “marked it” for reference if attendance ever became an issue.
This notice remains on my record and, under company policy, five such notices can lead to discharge. I’m disappointed that both management and union representatives failed to address clear evidence that I...
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