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Work Now, Grieve Later--Or Pay the Consequences

Work Now, Grieve Later--Or Pay the Consequences

Project Manager
HUD
Wed Dec 10, 2008 8:27 AM

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good!!!!!!!!!!!!!!!!!

Re: Work Now, Grieve Later--Or Pay the Consequences

Engineer AF
AF
Wed Dec 10, 2008 4:50 PM
I have no comment on the specific case, but on the work now, grieve later concept. About 5 years ago, the SES for the base on I'm wanted to take a VIP into a confined space and gave me a direct order to do so. Now if you don't know about a confined space, there is about a mile long checklist to follow before entry, and un authorized entry is a firing offense. So there I was watching this SES turn purple at my refusing to enter and praying some review board would have mercy on me for following the base OI instead of his order. Fortunately the maintenance commander agreed with me.

Dissenter

op supe
faa
Wed Dec 10, 2008 8:30 AM

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The AJ who originally overturned the decision, and the dissenting member of the board (who just might be the same person) are typical of hand-wringing, bleeding heart idealists who have very little understanding of the real world. Never having to work with the malcontents, they have no idea what repercussions their misguided judgments bring upon the remaining workforce when they (try to) reverse just adverse actions. Thank goodness for the strength and insight of the majority in this case, who saw the individual for what he was, what he had done, and the workplace history he had created.

Obey Now, Grieve Later

Paralegal Specialist
USPS
Wed Dec 10, 2008 9:03 AM

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Good riddance to Parbs!

Same old nonsense

Program Analyst
OPM
Wed Dec 10, 2008 9:17 AM

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Belligerent people are just asking for problems. The same "I don't care.," attitude or "Well, you are not my boss!" attitude are sure to land you in trouble. It doesn't matter where you work or your authority. If a higher level employee tells you to do something, you would best be advised to do it, or find some political savvy reason for not doing it. Telling the person to "take a hike" or ignoring them are sure fire ways that your "real" boss does find out, which leads to disciplinary action. I wish more management would deal with these insubordination cases instead of letting them run rampant.

Another instance of UNIONS!

Security
in DHS
Wed Dec 10, 2008 9:37 AM

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Well here is another instance when the UNION kept this guy around for far too long, holding him in his slot while he continued to perform poorly. In turn, keeping someone else from being hired that would actually work and do as instructed by a Supervisor. I can't stand the union! Oh, and I WAS actually in the Postal Union at one time. Their ability to keep poor performers in the Postal Service was sickening and the major reason I resigned. I can't stand unions!

Re: Another instance of UNIONS!

HR Specialist
DOL
Wed Dec 10, 2008 10:46 AM
There is nothing in the article or the decision that says that he was a member of a bargaining unit or represented by a union. In fact, the article refers to him as a manager. While it is apparent that this guy is a waste of oxygen, it is not necessarily "Another instance of UNIONS!"

Re: Another instance of UNIONS!

Diversity Manager
DOL
Wed Dec 10, 2008 6:12 PM
I don't know of many "managers" who work on equipment so the comment was correct

Re: Another instance of UNIONS!

Security
in DHS
Thu Dec 11, 2008 2:37 PM
I was in the USPS, trust me, he was in the scrUNION! If he wasn't, he probably would have been fired years ago.

Re: Another instance of UNIONS!

usda
worker
Mon Dec 15, 2008 4:55 PM
I find it tragically funny how anti-union people always hold the union acountable for keeping poor performers. why do they not place the blame where it really belongs? On the manager/supervisor that is to lazy or incompetent to follow the rules on how to get rid of a poor performer. Identify the problem performance, write a PIP identifying what needs to be done to improve performance and if the employee does not improve, out you go. this would happen far more often if the mgr/sup would observe these simple rules and just do it. the unions HAVE to represent/argue for the employee under their CBA if mgmt does not follow the rules in either poor performance or in discipline problems. Learn more about Labor Relations before you go badmouthing something you do not understand, OK?

Re: Another instance of UNIONS!

Security
in DHS
Tue Dec 16, 2008 1:54 PM
USDA, It may be tragically funny; however, the ROOT of the problem was the employee. The issue of the Manager/Supervisor failing to follow measures to fire the person is a completely different issue. The "blame" is still with the root problem, the employee's failure to follow direction, which is problematic throughout the SCREunion in the Postal Service.

Re: Another instance of UNIONS!

Army Employee
DOD
Tue Dec 16, 2008 7:54 PM
This guys past history and her hurt feelings is what got him fired. She should have went to Mr. Keen first and have Mr. Keen tell Parbs what to do. Thats how it suppose to work.

The AJ was correct, she should not have told Parbs what to do.

What this lady has done is undermined Mr. Keen's authority and made him look bad. In the end it was Mr. Keen that fired him. I can Imagine what this guy feels like.

So long

GOV WORKER
DoD
Wed Dec 10, 2008 10:35 AM

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I guess the MSPB told him to "talk to the hand."

Re: So long

Program Analyst
OPM
Wed Dec 10, 2008 4:16 PM
LOL!

Re: So long

Security
in DHS
Thu Dec 11, 2008 2:38 PM
HA! Good one!

mechanic not a manager

retired et-ps9
usps
Wed Dec 10, 2008 11:04 AM

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Parbs must of have been a mechanic not a manager.USPS does not fire managers ,they demote them if they really muss up. but most of the time they just move them to were they are someone
else problem . the idea of work now -grieve later has been upheld often . in the 80's a mailhander's rep was fired at the LA BMC for just that . and firing was upheld in the courts also.

Total Comments: 16
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