all the fucking time. and we end up subsidizing them through welfare.
and I believe the word you are looking for is 'whether'.
So you're a good earner but a lousy human being.i lived in NYC, long island (nassau), central NJ, north NJ, CT and still live in the region.
i currently own an apt. in an outer nyc borough and a condo in NJ and rent a place in CT now. i got by when i was "only" making $50k a few years ago.
I don't really see what the outrage is seeing as the suspension is without pay. It isn't like we are paying for that. If said employee was found doing that again, union or non-union, they would be fired. Everybody fucks up on occasion. Who here hasn't caught a quick powernap or neffed at work or taken an extended smoke break? Those in glass houses etc etc.
how about the piles of fools that come here 9 to 5 Monday thru Friday???? Your examples are not even close to somebody clocking in for work, then shortly after getting in their car and driving down the street to go to sleep.
An extended smoke break?, a quick nod off on a desk? These are terrible examples to bring up to negate the severity of clocking in at 11 o-clock and then driving off site at 11:10 to go to sleep. In any other non-public enterprise these guys would be fired, end of story. If these guys in question took continuous extended smoke breaks or fell asleep at a desk on the job site, then maybe other punishment would be levied.
If you are using reasoning like shown in the quote it's 100% you are a loliberal.
Fuck that. The MTA should be arrested for rape because they're raping the NYC taxpayer every time we pay for a ride on the trains.How amusing that the OP bolded a phrase in his first post that mistakenly misconstrues how "Union work Rules" are derived to further his point:
"The MTA tried to fire Billitteri after he was caught napping, but union work rules dictated he go to an arbitrator -- who handed him a 30-day suspension."
As written, it can be assumed that the Union arbitrarily created rules concerning how to handle disciplinary actions toward its union members, and that the Union alone is to be blamed for "wrist-slapping" its members who committed such "grievous" acts and Management had nothing to do at all with how the employees were disciplined. That is absolutely not true.
If there is a Union in place, then there is in most if not all cases an Collective Bargaining Agreement between the Union and Management. In crafting this Agreement, both the Union and Management had to agree to any and all rules concerning the policy of dispensing disciplinary measures toward its union members. Most, if not all policies that are agreed to between Unions and Management are quite explicit and detailed as to how infractions of Company policies are handled. Most, if not all disciplinary policies are hammered out and refined over the years that the Company and Union bargain, many having negotiated contracts many times over and again as each contract expires.
So let it be made very clear that Management had as much to do with how the napping employees were disciplined as the Union did.