To:
Poly Cello
A
Division of EPC Industries Limited
12
Tupper Boulevard
Amherst
Nova Scotia
B4H
4S7
From:
Daniel R. Beaton
P.O.
Box 537
Oxford
N.S.
B0M
1P0
(902)
447-3407
Re:
Appeal of Termination of Employment.
To
whom it may concern.
This
is a formal appeal of the decision to terminate the employment of Daniel R.
Beaton. As no reason for the decision to terminate has been given this appeal
can only deal with generalities and not with specific incidents or causes if
they do exist.
I
feel my termination was unjust and unwarranted for the following reasons.
1).
No one has ever expressed any dissatisfaction with my work efforts, work methods
or work ethics. To the contrary, every single review of my work has expressed
satisfaction to above expectations with every aspect of my work habits.
2).
Not only did I take great pains to do my own work, but I also used initiative on
a regular basis to complete extra projects in and around the department as were
needed i.e. Degreasing the floors on a regular basis to improve safety, Mopping
and sweeping the entire departments floors as needed. Re-arranging the racks and
carts to make work more efficient for everyone in the department. Helping the
Mounters, pressmen and crash-cart workers whenever they asked or appeared to
need help. To accomplish all of these extra tasks I made sure all of my regular
duties were completed as quickly as possible and furthermore I wouldn’t
undertake any of the extra work (except where I would aid other workers) unless
I had all of my own work done for the day, and at least the entirety of
the next shifts work done as well.
3).
On weekends when we were running out of our own work to do instead of slacking
off I would continue my cross training in Plate Mounting with Garnet Betts
(permission granted by Mike Brine.)
4).
The Company Violated its own rules listed in the Plant Policies book with
regards to my callback. The section Call back on page 18 of the plant policies
book states that employees will be called back in reverse order of their lay off
depending on their skills and requirements of the work to be done.
5)
The company violated its rules with regards to termination of employment. On
page 22 of the plant policies book it states that “One of the goals of the
company is to create a climate where the solution to problems will come from a
mutual understanding.” Which your action expressly negates. You have made no
effort to come to any understanding but have instead arbitrarily severed the
employment of an employee without cause or justification, a move which can only
create distrust and roadblocks to
effective communications within the company.
6)
The company violated the general section with regards to discipline by ignoring
the following sections on page 23 of the plant policy manual
General
The
system of discipline should always be regarded as corrective and not punitive.
C.
Apply discipline in a fair, uniform manner such that correction
not punishment is attained.
7)
The company violated its own rules stated on page 24 of the plant policy manual
by skipping all steps listed there as disciplinary action and proceeding
directly to a discharge. It furthermore states “NOTE: Depending on
the nature of the offense, i.e. work standards, conduct, etc., a suspension may
be warranted, in lieu of a second written warning. This could be followed by a
discharge if the problem, or violation, continues.” It in no place states
that all steps will ever be skipped and proceed directly to discharge for minor
offences.
8)
With regards to Major offences listed on page 23 of the plant policy manual
I’ve never committed any of these offences and if I have been accused of any
of this I give challenge to the source and the charge and would like an
opportunity to refute the charges.
I
would also like to state that I think it’s in the companies best interest to
give my appeal a fair consideration and to follow it’s own rules as stated in
the plant policy manual as to do otherwise will create and atmosphere of fear
and distrust in the production employees. If they’ll fire one employee without
any justification then why wouldn’t they do it to another?
I
think after careful consideration and by consulting people I worked with (Troy
Thomas, Garnet Betts, Sterling Coates and the various 12 hour pressmen) you will
find that my termination was unwarranted and that it would be best for me, and
the company as well, to resume my employment. In that manner you can prove to
the employees that the company is reasonable and more than willing to work
within it’s own rules and guidelines.
Thank
you in advance;
--------------------------------------------------
Daniel R. Beaton