Steelplate
Bluesman
Wow...they must have a strong local. Our union is pretty much in bed with management on disciplinary issues...and actually, I am fine with that. I work with the Developmentally disabled and THEY are the priority, not the staff. Now, there has been times when a Supervisor or manager is a general asshole that dislikes a certain staff member(s) and nitpicks the employee(s) to death or makes shit up...Then, the Union should be able to step in and require a full investigation of Harassment. If the Supervisor/manager is in the wrong...they should be disciplined. If the underling is in the wrong THEY should be disciplined.
But when it comes to the people that we serve? I am all for the way we do things. If there is an accusation of abuse or neglect against a staff person, that staff person is immediately removed from Client contact and an investigation is started. During the time the investigation is being done, the employee is put into a non-client contact job... Dietary, Garage, Grounds crew, etc....The investigation usually takes 4-6 weeks. Depending on the results of the investigation, the employee is either terminated or sent back to their regular position.
But when it comes to the people that we serve? I am all for the way we do things. If there is an accusation of abuse or neglect against a staff person, that staff person is immediately removed from Client contact and an investigation is started. During the time the investigation is being done, the employee is put into a non-client contact job... Dietary, Garage, Grounds crew, etc....The investigation usually takes 4-6 weeks. Depending on the results of the investigation, the employee is either terminated or sent back to their regular position.