I'm referring to disciplinary hearing where the employee would get a written record of counseling or reprimand in his file, not even suspension or termination. It's just not worth the trouble if you are already overworked and putting in 10 to 20 extra hours a week for free because you don't get overtime. Then management looks down on supervisors if the employee complains that the charge is discriminatory because of his/her race, ethnic background, sexual persuasion, the way they dress, the length of their hair, their visible tattooed messages, the size of their breasts, the size of their ass, and on and on and on. Jose Prize Fan of employees doing the right thing to begin with In a message dated 4/26/2002 1:11:13 PM Eastern Daylight Time, DZTOPS@aol.com writes: > Subj:Re: improving air travel > Date:4/26/2002 1:11:13 PM Eastern Daylight Time > From:<A HREF="mailto:DZTOPS@aol.com";>DZTOPS@aol.com</A> > Reply-to:<A HREF="mailto:AIRLINE@LISTSERV.CUNY.EDU";>AIRLINE@LISTSERV.CUNY.EDU</A> > To:<A HREF="mailto:AIRLINE@LISTSERV.CUNY.EDU";>AIRLINE@LISTSERV.CUNY.EDU</A> > Sent from the Internet > > In a message dated 4/26/02 3:07:22 PM !!!First Boot!!!, B787300@aol.com > writes: > > << Sometimes trying to get an errant union employee reprimanded takes many > hours > of writing up the charges, gathering documentation, scheduling a hearing, > etc. etc. and supervisors just take the easy way out with a verbal warning > which obviously doesn't work all the time. >> > > But then again, a persons job, his career his future are at stake--dont you > think its work a couple hours time to protect him from random abuse?? > Dennis