This Unfair Labor Practice (ULP) charge is being filed on behalf of NFFE 1442 Local Union concerning affected NFFE, 1442 Local Union Vice President Mr. Charles Vickery due to a Letter of Reprimand that was given to him by his immediate Supervisor. The Letter of Reprimand was administered on 24 October 2017 as a result of him requesting Sick Leave and an exchange of words between him and the Supervisor that ensued. The charge is being filed to contest violations by the Immediate Supervisor, Mr. Greg Edgin for abrogating the Letterkenny (LEAD) Labor Management Agreement (LMA), pertaining to Article 14 & Article 36, Section 2 of the LMA. Mr. Vickery provided his Supervisor with more than 24 hours’ notice and informed his immediate Supervisor
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The Letter of Reprimand was filed 54 days after the date of the incident. The exchange between the supervisor and the employee during the time frame prior to the initiation of the Letter of Reprimand was suitable. We highlight that Mr. Vickery’s past track record during his tenure within his respective work area of being credible. We are also filing this charge to highlight the unfairness and disparity within the section where none of the other employees were subject to this type of adverse action. Evidence will show where the nature of events took on a retaliatory tone as to that of a Professional one. Article 36, Section 2 states that Constructive discipline is preventive in nature. Its objective is development, correction, and rehabilitation of the offending employee. When constructive discipline is employed, the minimum penalty capable of producing the desired correction will be used. As noted before, Mr. Vickery’s overall work history and track record is dependable and reliable. To have a letter Reprimand to stay in his official files for the nature of this event for two years is unwarranted and excessive. Request that the Letter of Reprimand be removed and the Immediate Supervisor be censored for Reprisal and Retaliatory actions. Reprisal and Retaliatory actions are violations of the Fair Labor Standards Act. Request immediate attention and the proper oversight to mitigate these
The Letter of Reprimand was filed 54 days after the date of the incident. The exchange between the supervisor and the employee during the time frame prior to the initiation of the Letter of Reprimand was suitable. We highlight that Mr. Vickery’s past track record during his tenure within his respective work area of being credible. We are also filing this charge to highlight the unfairness and disparity within the section where none of the other employees were subject to this type of adverse action. Evidence will show where the nature of events took on a retaliatory tone as to that of a Professional one. Article 36, Section 2 states that Constructive discipline is preventive in nature. Its objective is development, correction, and rehabilitation of the offending employee. When constructive discipline is employed, the minimum penalty capable of producing the desired correction will be used. As noted before, Mr. Vickery’s overall work history and track record is dependable and reliable. To have a letter Reprimand to stay in his official files for the nature of this event for two years is unwarranted and excessive. Request that the Letter of Reprimand be removed and the Immediate Supervisor be censored for Reprisal and Retaliatory actions. Reprisal and Retaliatory actions are violations of the Fair Labor Standards Act. Request immediate attention and the proper oversight to mitigate these