I WAS GIVEN A 'WARNING' FOR HONKING!!!
Montoya sent this to my home! Work is work and home is home. The last thing I need is this very egocentric abusive Assistant Manager intruding upon my private life by harassing me at home! My home is sacred. It's off limits to anything and everything 'managerial'!
It's a 'WARNING' FOR:
HONKING
THE HORN
ON MY BUS
SERIOUSLY!!!
It's from THIS
According to ATU,
No other employee of Trimet has ever received a
"WARNING"
for HONKING their horn!
A 'WARNING' AS I UNDERSTAND IT, IS THE FIRST STEP IN THE TERMINATION PROCESS.
First she sends me a couple a MANDATORY meeting notices WITHOUT a SIP aka the accusation.
Then she pretends she's gonna show us the Data Pack (video) from the Bus but keeps changing the subject. She went so far as to have a monitor sitting in the corner of the room all "set up and ready to go!" After four requests and one, "Did you pull it from the bus?" She admits, "You didn't run a red light."
Then she whips this out:
click image for zoom...
Plan 'a', was the accusation that I ran a red light, when she failed to prove it she immediately went to plan "b" Horn Use.
I say it's a personal attack in that she uses her position of authority inappropriately against a subordinate. Doesn't get more personal then that! If it happened as consistently as it is at any other public agency someone somewhere would be demanding her resignation!
The training department found the statute, printed it out, handed it to her - ALL BEFORE she even ASKED ME ABOUT IT OR, gawd forbid - I-N-V-E-S-T-I-G-A-T-E-D!
The memo says 2:30pm but I didn't get there until 3:30.
I-N-V-E-S-T-I-G-A-T-E!
WHAT A CONCEPT
"Rankism is a degrading assertion of rank. It's what's happening when a person, a group, or nation acts as if it outranks another and attempts to demean, humiliate, or exploit it."
They are bully's who violate those who are vulnerable. Those who's livelihoods depend upon the job.
September 25th was the THIRD time I've been MANDATED into a meeting where they've refused to tell me what I've been accused of. As a result I can't defend myself from what I don't know then they secretly get rid of my time-slips which becomes time-loss and filed grievances. It's all childish and unprofessional and they get away with it because they aren't accountable to anyone! In two of those instances they purposely created a situation where they used my on-file ADA diagnosis against me in order to shake me up enough knowing that I'd be unsafe by their standards, SOP 584 to Operate a bus then say I gotta drive or take time-loss. Time-loss is a path to termination. This last time Montoya actually jumped the gun by sending a letter advising me of GOALS but I was able to prove her wrong. It took a month from the date of the meeting to find that she threw the time-slip away.
SOP 584:
"This procedure outlines how supervisory personnel assess operators for fitness for duty on a daily basis. Fitness for duty is generally defined as an employee’s ability to perform the functions of his or her job unhindered by any physical, mental or emotional conditions. It is critical for operators who are responsible for the safety of significant numbers of customers, the general public, and the District’s equipment and assets to be fit and fully attentive at all times while on duty."
OCTOBER 12, 2011 - THE FIRST TIME TRIMET REFUSED TO PAY ME FOR A MANDATED MEETING.
threw my time-slip away for the mandated meeting regarding write-ups against me from Al Margulies and John Olsen.
Awaiting Step III Grievance.
The second part - the pre-filing (above) grievance (safety) had to do with the fact that she beat me up so bad I couldn't remember my first name but she and Evelyn Warren still expected me to Operate a Bus!
APRIL 15, 2013 - THE SECOND TIME TRIMET REFUSED TO PAY ME FOR A MANDATED MEETING!
Mark Poulson,
Assistant Manager, Center Street
Salary unknown
Typical salaries for same position:
Leonard Lambert, $68,484.34 - 2012 W-2
Liza Mitzel $67,498.99 - 2012 W-2
threw out my time-slip for the BLINDSIDED meeting with the outside lawyer. As a result of the unexpected nature of the meeting my disability kicked in and I was 'not fit' (by Trimet's standards SOP 584) to Operate a bus safely. Evelyn Warren said either I drive or take sick time (time loss).
*Update, Robert Romo, in a recent step II Grievance determination paid me for just the time I was in the meeting. Still need to verify with payroll. Pay for the remainder of my shift remains at issue - awaiting Step III.
SEPTEMBER 25, 2013 - THE THIRD TIME TRIMET REFUSED TO PAY ME FOR A MANDATED MEETING.
Lilia Montoya
Assistant Manager, Center Street
Salary unknown
Typical salaries for same position:
Leonard Lambert, $68,484.34 - 2012 W-2
Liza Mitzel $67,498.99 - 2012 W-2
threw out a time-slip for 2.29 hours for a MANDATED meeting regarding a
red light and horn honking.
2 1/2 hours, that's how long I was in the meeting.
Click images for zoom...
I called payroll and found she did the same as Callahan and
Poulson. It was the last straw. Then:
Evelyn Warren,
Garage Manager, Center Street
defended her mentee by saying it was an "oversight". Once maybe, but not three times. They established a pattern... (Thanks to ATU President Bruce Hansen, Evelyn agreed to pay me)
Montoya used HR Policy 166, Employee Conduct as part of her 'warning against me.' All the years I asked HR to enforce Policies 171 Respectful Workplace, HR 202 Internet Technology, and HR 166, Employee conduct against Margulies, Day, Olsen and others but they wouldn't. They did for Monica F when Margulies posted a free airway dispatch tape of her on his blog. They did for Montoya because I beeped my horn a couple a times (in the line of duty) but they wouldn't for me.
She accused me of HR 166, employee conduct but the policies are descriptive of her behavior against me rather then mine. Not unusual once you educate yourself about the mentality of bullys. I initially filed a complaint (HR-171) to Evelyn but later decided to skip that step since Evelyn's part of the problem. Then complained higher on up because I wanted to follow the chain of command before going outside. Finding out about the third missing time slip has led me to skip HR and seek assistance from the outside sooner. Money lost from missing time-slips isn't the problem. The problem is how an order is given from the Executive level and each subordinate (theirs) along the way complies. As THIS posting illustrates, Execs work in teams conspiring with each other in how a subordinate should be reprimanded, retaliated against by participating in the written phase possibly more. I was shocked to see how many were involved in the process! Not because it was their job, not because they were 'ordered' but because they share the same value system within the hierarchy.
"HR 166, Employee Conduct, which says, "Employees are required to observe
high standards of conduct. Professional and respectful conduct includes customer service,
work standards, courteousness, and ethical behavior."
Excuse, me??!!!
POLICY:
It is Trimet's policy that ALL employees be able to work in a productive, respectful
atmosphere, free from harassment by co-workers, supervisors, MANAGERS...
Retaliation on the basis of a complaint or report of harassment is also strictly prohibited
and will not be tolerated.
1. What should I expect from a respectful workplace?
Trimet demands a work ethic based upon integrity, fairness, and personal respect for
each employee.
2. Do ALL employees have the same responsibility to avoid and prevent discrimination, harassment, retaliation and intimidation, and to ensure a respectful workplace?
Yes. THIS POLICY APPLIES EQUALLY TO ALL PERSONS WORKING FOR
TRIMET AS EMPLOYEES...
*INTIMIDATION: No person directly, indirectly, or through other persona shall
coerce, bully, intimidate, threaten or abuse an individual, or otherwise engage in
behavior that creates an intimidating, hostile, or offensive working environment.
*DISRESPECT CONDUCT: Physical or verbal conduct or behavior that is coercive,
bullying, intimidating, threatening, abusive, or is intended to or does in fact materially
and negatively affect an employees working conditions.
7. Can conduct that is not prohibited under state or federal law still violate the
Respectful Workplace Conduct Policy?
Yes. Even if not unlawful, workplace conduct that is coercive, bullying, intimidating, threatening, abusive, harassing, or is intended to or does in fact materially and negatively
affect the workplace is prohibited by this policy.
All in a days work... unfortunately!!!
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