Labor Unions

Workplace Mobbing / Gangstalking

gerryduffett — Wed, 21 Mar 2007 18:18:12 GMT

January 11 2004

Workplace Mobbing / Gangstalking

Here is a copy of a letter I sent to the Toronto Sun newspaper about an article that was published.

This incident that happened to me is an odd health and safety issue.

Here is a situation where a union might have made a difference.

I will be sending more letters to various groups in the up coming year.

Hi Mr Margolis.

I found your article about Edwin P. Wilson all too frightening and hits me personally way too close to home.

I was working at Harper Detroit Diesel in Toronto and one of my co workers or somebody in my customer base or the competition started poisoning my food over a period of months.

I also believe some types of "radiation devices" were used to make me sick.

I almost died.

I had worked in the diesel generator industry for twenty two years as a field service technician at a variety of dealers and distributors based mostly out of the Toronto area.

In this position I worked in and around all types of generator set applications such as apartment buildings, schools, retail stores, hospitals, marine units, data centres, airports, telephone switching centres, or just about anywhere you would find a generator set.

This position also took me into a lot of high security buildings or buildings that you don't need to know exist.

Some of the customers I have dealt with include Metropolitan Toronto Police, the Ontario Provincial Police, the R.C.M.P., Bell Canada, Transport Canada, Navigation Canada, Public Works Canada, Department of National Defence, the Ontario Realty Corporation, Nexacor Realty, AT&T, Cantel, C.I.D.A., External Affairs, and many, many more.

I did quite a bit of work on high security micro wave and fibre optics communication links all around North America.

This is where this poisoning comes from.

One person I worked 15 yrs with on these systems, who I had not seen in 4 yrs, called me at home one night in the middle of this series of poisonings, who I didn't even know had my home phone number and asked "aren't you dead yet".

I wound up on the West Coast of Canada standing in a parking lot with what were suppose to be Chinese Nationals from F.E.T.A.C. being photographed by the R.C.M.P. as part of a smear campaign.

The worst part of all of this is Gerry Duffett almost died, thats me.

The next worst part of all of this, is this is my tax dollars paying these freaks.

I wonder how many times a day this goes on. I still don't know who poisoned me. I was off work for almost one year.

I can now 5 yrs later barely hold a full time job.

The harassment in my work place is unbelievable as far as off colour and snide comments about my mental health.

There is much more to the story.

Thank you.

Gerry Duffett.
14-4218 Lawrence Ave E Box 218
Scarborough Ontario
Canada M1E4X9

gerryduffett@fastmail.ca
gerryduffett47@yahoo.com

http://gerryduffett.proboards54.com/index.cgi?board=general

http://www.goliathboards.com/users5/gerryduffett/index.cgi

P.S.

Just in the last couple of years a new fibre optics system was installed in Ontario to link all the power generation stations to one central control centre code named Ledcor.

Don't tell anybody you know that, somebody might try to kill you.

Forced into union to gain a job wondering if this is allowed

sldawhite — Thu, 29 Oct 2009 23:30:00 GMT

To all,

I live in Oregon and after being employed for a couple of weeks. I was confronted by the shop steward and given all the info to sign up in the union. He stated I had to join or I could not work at the facility. I proceeded to sign up in fear of losing my job during this rough economy. I was recently told that Oregon became a right to work state a couple of years ago and I did not have to be in the union if I didn't want to be. My whole point is I was never given an option. I feel I was forced into something I did not want to do. I would like to not have someone take my hard earned money and control my retirement. I pay into an IRA and this union. If I didn't have to pay the union I would be able to max both my traditional and a ROTH IRA. I talked to an employee that retired recently. For 30 years of work to this company he will only be recieving 1230 a month. He would have to live to 107 years old in order for it to pay out the same as just my IRA. ... If anyone can help me with some info that would be awesome.

Thanks a bunch

NY- Employee in Training

jplata — Sun, 06 Sep 2009 19:43:51 GMT

I am 57 years old and belong to a union. There was a downsizing last month but I was saved by being transferred to a new position in a different building. The new position requires training for me and I am doing my best even though the training hasn't been complete. My supervisor pointed out to me a task that didn't get done, but my trainer did not know how to do it, so I was never taught how and I had no choice but to put it aside.

Last week I received a registered letter at home stating that I am being brought before management and labor relations to discuss my job performance and I can bring union representation. I asked my supervisor what was going on, and told him I am doing my best under the circumstances of being new, but he didn't respond. I feel this pressure being inflicted on me while I am in training might be harrassment to get me to quit, but my union doesn't label my situation as harrassment.

I was told I could even be suspended for poor job performance! How can a person be called in front of management and labor relations for poor job performance while in training? What would happen if I was suspended, would I be paid, would I collect unemployment in N.Y. if suspended?

I was wondering if I should consult an employment discrimination attorney, and I am open to any suggestions or advice from anyone kind enough to respond to me.

Thank you.

My Union gave bad advice about quiting my job.

kenny55 — Thu, 03 Sep 2009 15:46:26 GMT

I have worked as a service tecnician for Comcast CAble for 2 and a half years. I had a work related injury that happened last year that affected my work performance. On Feb. 3 I had a meeting with our new Human resource personel and my union. The meeting was due to my work performance and my injury was discussed. My union thought that my job would fire me so we had a private meeting outside the room and my union said it would be best for me to resign and collect unemployment if they were to fire me. So I did it and wrote a resignation letter and waited and apppealed unemployment and kept getting denied. Now My union Representative and I were supposed to meet up but he now doesn't answer my calls. Please HElp!!!!
Kenny Heath &nbsp... light_br_ight@yahoo.com

union gave letter to arbitrate then did nothing won't answer

local951sucks — Wed, 12 Aug 2009 17:10:10 GMT

My union gave me a letter,they would arbitrate my termination due to missing one shift due to an arrest not related in any way to my job or conduct as an employee (conduct unbecomming). After six months they did nothing. They would not answer any questions in writing. Then They had a meeting with me in person. Would not allow operation of a recording device to corroborate what was discussed. They asked me four questions all of which was sumbitted to them months before in writing. Then they requested me to step outside to discuss a point. Then they terminated the meeting and would not answer any questions including the names and ranks of two other persons present. They did not answer any other questions as to why and how they denied the decision to arbitrate that they had decided six months earlier. I mentioned three others in the past who missed shifts as a result of an arrest but were not terminated. They would not comment on those either. I gave them examples of management breaking company policy that would result in termination of employees but management was not terminated to show disparity of treatment and lack of enforcement by the union and they would not comment on those either.

Do I have legal grounds to sue them for non-representation? and how much typically it would cost?

Retroactive Pay After Contract Settlement

Fire388 — Sat, 01 Aug 2009 02:17:28 GMT

My story is this.

I was employed for 6 years at a particular fire department and the last 2 1/2 years of my employment I went without a contract due to negotiations. I reduced my hours at this department to part-time and went to work for another department. I am still on the payroll as a part-time employee working shifts and performing Fire Marshall duties. I left this department on great terms and still have a very good working relationship with the officers and Chiefs. My question is this. Am I entitled to a retroactive check for the 2 1/2 years I worked there with no contract even though I reduced my hours to part-time. The new contract clearly states that no employee is entitled to a retroactive payment unless they are on the payroll. The chief of the department wrote me a wonderful recomendation letter that states I am still an employee in good standing. I requested this letter last week so that I may be considered for a local government position. The facts are, I am still considered on the payroll and the contract states only employees on the payroll are entitled to a retroactive check. It does not say part-time or full-time. I want to prepare myself in case the department refuses to pay me the money that I think I was entitled to while working with no contract. I don't want this to be a big deal but I am probably looking at close to 6,000 dollars.

Any advice would be greatly appreciated.

Sincerely,

Burnt Fireman

Any recourse against lack of union representation?

RagingGeo — Thu, 30 Jul 2009 21:06:28 GMT

My husband works for a large company. A few months ago he was lumped together with several other men and suspended. Improper receipt of pay, falsification of company documents and failure to perform work duties. At this company workers are paid various job codes that always vary and your hours are separated out by regular hours, sunday hours overtime hours. It is very difficult to know what you are being paid and why. You can consistently work 80 hours and your paychecks are never the same based on incentives, premiums, etc. Add into that overtime and it all gets very complicated. There was no way for us to tell that he was overpaid for some of his hours. 2 of the men were doing illegal things in order to up their incentive but the other men were not and only received the pay their manager told them they were entitled to. All the men had one hearing all together. The union did a very poor job of representing them, they did not have labor relations involved or anything. The union "negotiated" with the company to allow the men to keep their jobs. They had to sign a contract stating they would not file any type of lawsuits against the company on a local, state or federal level. They had to say they committed fraud and agree to several terms including to pay back whatever they had been overpaid in the last year. The union said to sign the contract or they would not have a job. They could take it to arbitration but they would lose. Since this happened the company has started taking money out of each of the men's checks. However they have not ever disclosed to the men how much they owe, how it was calculated, or how long the money will be coming out of their checks. The men finally heard through the grapevine their total amounts, which is different for each of the men, but cannot receive confirmation from the union directly or from management at the company. The amounts they owe is pretty much all of the incentive they were paid for the entire year. Since they work in a position where they, by contract, are paid incentive, this seems ridiculous, but the union does not care and is not fighting this for them. Also, one of the ways they were supposedly overpaid and committed fraud, is exactly how they are currently being paid. This does not make sense, if it was "illegal" then why is it legal now? The union also does not care about this and will not address this issue with the company on behalf of the men. It seems ridiculous the amount we pay to the union, and they are just hanging all of these men out to dry. Since we have no recourse against the company due the contract they signed under pressure during a poor economy to keep their jobs - can we file a suit agains the union for poor / improper representation?

Question about Unions and Probationary Employees

LegalSecy — Sun, 19 Jul 2009 11:55:12 GMT

Somebody knowledgable about Unions might want to respond to this question which appeared on another forum here:

http://community.lawye...

Scewed by my union

VANATSIS — Thu, 04 Jun 2009 18:05:03 GMT

I have been terminated after being employed by my union for 5 years. Part of my duties was to assure that requests for payments were authorized by the Executive Board.

I had a contract with the union that was renewed in Oct. 08 by the Executive Board Officers. However, when I refused to conduct union business from my home (after hours), refused to update a personal website and after I mentioned that the econony was forcing me to look for opportunities to make extra money - to an Executive Board Officer, I was terminated.

This officer convened an Executive Board meeting in Jan. 2009 in which non-board union members were encouraged to attend and were allowed voice and vote (stacked the deck) as the officer discribed the need to terminate my services in order to hire a more localized and flexible employee.

All of these distrubing details have been documented. I might add this this officer is the only officer that I have documented proof of financial wrong doing. No action has every been taken against this officer - the officer manages to cover it up with the members that should be watching these things, the Trustees.

I have filed a complaint with the NLRB but what do you think my chances are of getting a civil court to enforce my contract which should have expired in Oct. 2009

crew rotations and my contract .......

greyb — Tue, 02 Jun 2009 21:57:03 GMT

My name is Greyson Brantley ... I am a U.S.Merchant Marine ... I am currently working aboard a U.S Naval ship operated by American Overseas Marine .I am a unlicensed seaman and a member of the Seafarers International Union . . It has been my experience that when my rotation is up the company is telling me that I have no reason to leave the ship and that if I do leave I have to put in for a emergency leave of absence . Ive contacted my union about this and I get a different answer every time .... My questions are .... (1) Are there supposed to be crew rotations for these ships (2) If so , what are they , 120 days 180 days ? Are there different rotations for ROS,FOS or RAV ? Do I receive paid travel when I complete a tour of duty or is it only once per calender year ? I can e-mail you a copy of my contract ... [email]greybrantley@co... .... ... I HAVE POSTED MY CONTRACT HERE ( [url]....http://www.bo... ) ITS THE SIU CONTRACT ... NOT THE AMO CONTRACT ... TKS

union won case but can I take it further?

Matt-H — Thu, 21 May 2009 22:01:51 GMT

Hi, I work in Connecticut and had an incident with someone at work who I later learned was related to the mayor of the same city I work for. Needless to say the city fired me over it but the union took it to the labor board and the state arbitrated on it concluding I was treated too harshly compared to very similar incidents with other employees in the city. They changed my punishment to a 90 day suspension with base back pay and benefits for all the time I was out of work.

Is it possible to open a civil law suit against the city despite already wining my job back through arbitration? I was not made whole because I lost overtime (and we had lots of it) lost on promotional opportunities (been out of work for a little over a year) and per CT statute 37-1 my back pay should include an 8% interest rate.

Thank you,

-Matt

MY Employer is breaking an employment contract I NEED A LAWY

th3onlyking23 — Sat, 21 Feb 2009 04:47:21 GMT

Here is the situation. I work at a UAW Unionized plant. The problem is half of the employees are Ford employees and the other half are "ACH" employees. All the union members are Ford.

Anyway, when 825 ACH employees were hired into the "ACH" Plant we were placed in a "hidden" contract. No one was told what the contract was or what was in it. The union would show us a generic contract and just say you have this and this and this but this does not imply to you.

Well for over a year I have been trying to collect information, and I just recieved it within the past 2 weeks. I got a cover letter from the Vice President of the Human Resource Department who stated all ACH employees are contracted unded the "Visteion, ACH, UAW Suplementary Agreement." Through a few people I know with access to hidden files, I was able to obtain the Supplementary Aggreement, that has been kept a secret from all of the 825 ACH employees.

This is what I found. All 825 employees were negelected out of wage benefits includding the Cost of Living (COLA) and a guaranteed 3% anual bonus based on our earnings. There were also other things but those were the two things that stuck out to me.

I have been working there for over 2 years and thats a lot of wage benefits that I was negelected of, same with the other 824 ACH employees.

I was wondering if I have a case, and if I do, PLEASE, PLEASE, assist the employees of ACH. I had one attorney contact me and said I had a case, but he was unwilling to accept the case! So PLEASE tell me their is a lawyer out there that will accept our case!

Is this all legal?

Mr.B — Mon, 27 Apr 2009 18:53:04 GMT

I had been a union member for 25 yrs.I took early retirement from my local in 2005 at age 55.I was in a union in N.Y.,moved to Fl. in '93.Began working for a company in 1999.I received a termination of my benefits on Friday,because the union now says that what I am doing for a living now conflicts with the union policy(disqualifying employment).They say I have to quit my job and pay back what I have collected for the past 4 yrs.in order to continue to collect my remaining benefits.Today I received a statement from the fund admin.,Notice of Critical Status for our pension fund.How ironic! &nb... I think I need Help!

union work distribution; unfair practice.

mike602 — Wed, 01 Apr 2009 14:41:51 GMT

I don't know what avenue to take, without being named and branded, and eventually starving to death. I, and many others like me, are in a building trades union in NE Illinois.

For many decades the practice to get work was to whip out your little phone book and make calls every night, or go down to the hall, physically, and sit and wait for calls to come in. Mind you, the option to call in and be put on a list was available too.

Then for some reason, the whole process was changed, now members have to phone the business agents at home for work. Bad part is, one "BA" handles 80-90% of all the jobs, through connections, and friends.

The other 2 get a percentage, but not alot. What we have now...certain groups of individuals, who are close friends, or family get first dibs always.....and IF there's anything left, those of us who are not in a click, may get to work.

There's no list to be put on, no position, no batting order.....if there's an extra spot, you may get it.....if not you go hungry, go without insurance, and suffer.

This practice was brought up at a union meeting, and our president came right out and said, everythings working fine. One "BA" even stated he has to take care of his "regular" guys......

A good bunch of us are getting shafted....we pay our dues like everyone else and yet, we are lucky to make 25k a year, because 1 or 2 men control our lives now. We get no support from the union nor the international.....to come forward and make a stink, chances of seeing work never again are garrunteed.(sp?)

Advice, support, what actions to take, if any word be appreciated.

Thank you

Union Seems To be Doing Nothing

OpEng — Thu, 12 Feb 2009 11:13:37 GMT

My fellow employees and I work for a state government agency. We are represented by a Union. Our employer has recently placed some requirements on us that have resulted in a 10% reduction in our salary. They are new restrictions coming in other areas too. Through all this, the Union has had very limited contact with the members about what is going on and what they are doing about it. While this has been happening for months, we have received two fliers that basically say nothing. They have not updated the Union web site that deals with our unit in months and they don't return emails or phone calls. <br... seems they are taking our dues, driving [removed&... name] and ignoring us and the issues. While other Unions (within the state) have sued to stop the process against their units and have been very vocal in the local papers and on TV, we haven't seen one suit, newspaper article/TV sound bite from our Union. <br... do we go about starting some type of investigation into the activities of this Union? Ideally, we'd like to hire an attorney and a CPA. This Union gets between $300,000 and $500,000 a month from us. Can they be compelled to free up some of this money in an investigation of themselves? &... you.

Employee benefits

Qball — Fri, 30 Jan 2009 22:54:18 GMT

Met with investigator from employee benefits administration concerning pension and health insurance credits never received concerning on the job injury. After contacting health and welfare fund manager, he stated that he could not force them to oblige and that I would have to sue them. Like most people here I cannot afford an attorney. What would be the next step as far as getting these credits, which are quite substantial.

facing foreclosure and i can't touch my annuity?

latena — Fri, 16 Jan 2009 06:12:51 GMT

all i need is my b.m. signature to draw out my annuity.i've been unemployed since may,and i'm fixing to lose everything i've worked for the last 15 yrs.is there anything i can do to get him to sign?i can draw it out in july but thats too late.

My Union Rep

liznip — Thu, 15 Jan 2009 06:19:43 GMT

Yes, I have some questions,\
I am a letter carrier, and in 2005 while delivering on the blind to an appartment building I got injuryed pretty badly, crippled.\
I am sueing the appartment building for fault.\
My questions are these...
I need the accident reports and pictures from my employer, (Post Office) My lawyers have asked nicly, and now have sopenod certain people to testify that the appartment boxes where broken.

the people who where sopenoed where told not to appear by the postmaster, the postmaster has responded and stated there was no accident, and no pictures,(although I have my copies signed by him) And my union just says they where told to stay out of it, not to talk to me. Im still an employee, and why wont my employer protect me here with a little information. Instead there acting like they want to hide it! They arent the ones in trouble here, the building is.

How can I get help from my employer and union or do I need to go over there heads now. Who could I go too thats over there heads to get this resoulved?

\
thank you

liz

Union Counsellor set me up to loose my case

experience — Sat, 03 Jan 2009 18:30:52 GMT

The Union Counselor was representing me at the Human Rights Tribunal. When I was telling my story to the Judge I mentioned that I was harassed and I informed the management of the harassment. I was asked to leave the court room, and then the Judge wanted to add the Harassment under the Human rights act to my case. The Union Counselor refused. The Judge kept convincing her for a longtime and she insisted saying that I didn't mean what I said and she requested from the Judge not to add the Harassment to my case. She never told me about it for about 6 months. I discovered it when I was reading the transcript. I complained to the Union and the Union took her side and said that my case would not involve the harassment.
I also suffered some health problems during my testimony and I was unable to stay focused. I had short term memory and I would not comprehend all questions. My counselor knew about the medications that I took and she knew that it caused short term memory because I told her. She never told the Judge why I was unable to comprehend all questions.
The employer told the Judge that I was challenging him, and walked out on him several times. I was harassing him. Could anyone believe this? There was no evidence, no witness, not even an email sent to me about such things. The Judge believed his story.
The employer kept adding new stories and he brought several witnesses and all lied against their own documents. My counselor didn't object or challenged them. At the argument, she didn't speak of how the employer's witnesses lied. She didn't speak of the important evidence that proved that the employer lied. The employer's counselor told the Judge that I was unable to answer all her questions and I was confused. She told him that I was a big liar.
At the end I lost my case and even though I did absolutely nothing wrong. Also, their witnesses didn't agree with the manager that I had any conflict with anyone. All agreed that they had no issues with me. The Judge didn't put this in his decision but he put only what the manager said about my personality.
The Judge put in his decision every single lie that he was told. His decision was not just unfair but I was humiliated when I read how he described as a very bad person. I was punished for speaking up. The employer asked the Judge to set me up as example so no one could sue them again. The Judge was very helpful to the employer and humiliated me so much.
It has been more that 6 months since that period and I was trying to put this behind my back. In addition, the Union Counsellor told me that I would not be able to appeal it because the Judge ruled that I was not credible even thought I have documents and concrete evidence. I was puzzled that eventhough the Judge got concrete evidence, he didn't mention them but he ruled that I was not credible.

Now I want to know if there was any hope of submitting a complaint against the Union or the Lawyer. Or if there was any hope to appeal this decision. The Judge himself hid all evidence that were in my favor from the public. The only reason that I took too long was that I was trying to heal my wounds by not talking about it at all. Obviously, I was unable to forget or forgive those who hurt me for no reason at all.

3 day suspension on issues that might not be at fault

yekarah — Tue, 02 Dec 2008 05:35:24 GMT

Re: also read thread, boss made idle threats to fire husband - an earlier message.

My husband was put on a 3 day suspension for 7 work errors that were pointed out and discussed today at a meeting. Many of those issues were argued by my husband to be a fault of another employee, as my husband signs off in the evening on paper work for shipping done by another employee. In other words the other employee during the day loaded a truck, with a missing pallet, he doesn't have time to finish the paperwork, and my husband finishes and signs off as complete at night when he didn't actually do the load. My husband insisted that from now on the other worker sign off on his own paper work before he leaves work so that it doesn't look like it's my husbands fault if their are any missing pallets, etc. It must be completed for pick up of shipment so that is why my husband had been finalizing the paperwork. My husband was blamed for putting a pallet in that was broken, boxes were bent. My husband is careful when he loads, never saw this problem, and it could be the customer when they unloaded or during travel to destination. The boss made a sly remark to my husband when he comes back thursday he wants to see a new (husbands name). Boss also made a remark that he was being a nice guy by letting my husband have a good week last thursday for thanksgiving, that he wasn't going to tell him the news until today - Monday. My husband wishes to file a grievance, because many of the issues he feel was not of his fault. he union leader didn't seem to be very helpful. I'm really afraid my husband will lose his job, once the company starts this negativity toward him. It's too tough right now to be without a job, and we have disabilities in the family.

Sold out by the union

Vally1 — Fri, 31 Oct 2008 03:17:50 GMT

I had a labor arbitration. The union sold me out and I lost the case.
Before the arbitration, I realized that the union rep. was not willing to call important witnesses and to introduce important evidence. I was told to not talk or give any material, otherwise I'll not be represented.
I warned the union that I'll lose the case with that kind of representation.
Before the arbitration, I asked the union rep. to change the arbitrator, I believed he was biased against me. The union refused. The previous union rep. told me that I had the right to ask to replace the arbitrator if I feel he's not impartial.
At arbitration, I obeyed what the union rep. told me and only I answered the questions I was asked.
At the end I wanted to hand out to the arbitrator my report, but the union rep. didn't allow it.
And, in these conditions, I lost the arbitration.

I believe the union premeditated to lose the case and the union didn't represent me in good faith.
Can I sue them in court or at PERB?

Is any way I can have a new arbitration with an impartial arbitrator? Clearly, the arbitrator and the union worked together against me. In fact, the arbitrator was picked up by the union ("he likes the unions" - told me the union rep).
The arbitrator and the union are nothing but CROOKS.

Union doesn't follow their own rules.

zack625 — Sun, 02 Nov 2008 04:08:25 GMT

Our union set up a picket line that did not follow the constitution. We crossed it. The Local charged and fined us. We appealed all the way to the international, and they won't give us a decision...it's been 3 years. I've been told there is paperwork granting our appeal, returning our fines and clearing all charges. (read to me by one of the gals in the legal dept.) The paperwork is dated 6/06 but the international is still balking at sending us a copy. Any suggestions?

when does implied compensation become part of contract

demonduck — Thu, 30 Oct 2008 00:33:03 GMT

This a UAW 3 tier pay scale. We haul GM freight. The lowest pay tier just voted in a new contract 2 weeks ago. This 3rd tier has several different compensation rates that are part of the written agreement, one is not and has never been part of any written contract. It was a verbal agreement between the company and union that consist of Flat Rates for a run. Example: A 9 hour run would pay a flat rate of 130.00 per day. Which amounted to 8 hours of straight time plus 1 hour of overtime times 5%. This is the payment you get no matter how long it takes you to complete the truck run. If it takes 8 hours or 10 hours, this is the pay. This has been in place for the last 3 years. The highlights of the proposed new agreement didn't address the flat rated runs in any way shape or form. Questions were asked about what the compensation rates would be for them. The answer from our union was they would be compensated at the same rate. Well, they aren't. (Using the above example) The new rate is 8 hours straight time plus 1 hour overtime time 3% and a few are at 2%. Now the union is telling us that since Flat rates are not part of the written agreement there is nothing they can do for us. These flat rated runs have been on the bid boards every six months for the past 3 years and continued into new contract by way of the company and union agreeing on this lesser amount just one week after the new contract was voted in. Is this implied compensation?

boss made idle threat to fire

yekarah — Tue, 21 Oct 2008 02:16:31 GMT

My husband has been under a great deal of increase production pressures at work. He has worked for the company a year and half. He is a good worker, dedicated, and works plenty of overtime. Increasing the pressure is the verbal abuse he has received by his boss. His boss recently threatened to fire him. My husband made a mistake with the numbers on tickets, it was easily corrected. My husband is so overwhelmed with the amount of work, and mistakes happen. His boss then told him later, that he was giving him an early christmas present..husband assumed the firing threat was idle. It's not the first time his boss has yelled or caused emotion distress toward him. This boss is like this with other employee's and grievences have been made to the union president or vice president. My husband has spoken with the union and they said they would take care of it. Would this be considered harrassement? What remedies can he seek?

Grievance Process

RRojas — Sat, 11 Oct 2008 18:24:27 GMT

After talking with the union I don't think they are really to help because they are doing things to slowly knowing that I don't have a lot of time left. I was going some information about bulling in the work place. I think that is what my case is more about. What do you guys think.