Statements
It has been said that the pen is mightier than the sword.
We all have something to say, and don’t hesitate at times to say it. But what happens when it comes to a grievance being filed, or an egregious act being done against us? All of a sudden, we get lost for words. We have nothing to say! We are afraid; or we get a “so what” attitude. This is the time when it can come back and bite us in the ass.
Sometimes during a Letter Carriers’ career, a grievance may need to be filed on a violation of the Collective Bargaining Agreement between the USPS and the NALC. A grievance filed on a Carriers’ behalf could be due to discipline being issued. Whether it be discipline due to attendance; an altercation; insubordination; an accident; or even just failing to follow instructions; make sure you get your statement on paper and let everyone know what happened in your words. This action is to help you as well as help your shop steward grieve your case.
Your Union representative is not here to make up a story for you, nor to lie for you. Tell us what happened. Tell us the truth and let us defend you. Give us your story, the real story. Give us a short and detailed account of what happened. In the end, it can be your words that save you. Sell yourself in that statement. It’s ok to pat yourself on the back. Talk about the good things too. Make sure you are consistent throughout your remarks. Any witnesses to an incident or issue include their names. Help us to help you! Don’t forget to date and sign your statement.
If you have received discipline, address the charges in the letter you received.
Discipline is never issued by surprise. One is normally called into the office with the shop steward or a representative for a pre-disciplinary interview (PDI). This is the grievants’ day in court so to speak. Charges will be discussed and an opportunity will be afforded to tell your story. Sometimes the situation can be dropped right there. If not, a letter of discipline will be issued. In that time, you should be getting your statement and any other pertinent information together. You can actually start doing this as soon as the pre-disciplinary interview (PDI) is done, if it applies. If you have witnesses to an incident or others involved in a similar situation, start getting their statements also.
My reason for writing this article is to make sure you get to have your say by giving your statement. Don’t make us keep asking you for it. Only you can say it in your words. We keep writing these articles about statements, because that is how important it is. Be precise! Be direct! Stick to the facts! Be truthful! Don’t be Opinionated! Frankly, no one cares about your opinion; who likes you, who you don’t like, or what others are doing or were doing. What we do care about is what happened and what events brought the situation to light. Any documentation, include it.
The same goes for statements involving contractual issues such as abusive management. If it’s worth talking about, then it’s worth putting it on paper. Whether you’re the victim or a witness to what happened, that statement can go a long way to a successful outcome.
Put up or shut up is the name of the game. Tell your story, and tell it the right way. Remember, no statement then no excuses, no regrets, and no one’s fault but your own.
