My officemate is due for suspension
October 19, 2012 2:59am CST
Yesterday, we were being notified by our HR Department that one of our Union member will undergo an administrative hearing because of an incident that he was accused siphoning fuel from a company vehicle. So we immediately called our colleague to know about the details. He was the supervisor of our Engineering department and is in charge of the company vehicle repairs and maintenance. He said it happened last July 28. He ran out of his monthly fuel allocation. And our fuel card will renew every first of the month. So he still has to wait for 4 days for him to get his new fuel allocation for his assigned vehicle. It was Saturday and he was supposed to be resting, but one of our company vehicles were scheduled for repair. So he needed to go the repair shop to monitor the replacement parts. While on his way already near the shop, he didn't expect that his fuel red light indicator will alarm that soon. SO when he arrived at the shop he immediately inspected the replacement parts and approved them to be replaced to the vehicle that was put on repair. He admitted he has no extra cash that time. He was thinking that he needed to refuel his vehicle so it will not cause more damage if it runs empty and dirt will come into the injection pump. He thought of an idea that since there is one vehicle which is still on repair and therefore cannot be used for a couple of days. He asked the repairman to siphone some fuel and load them to his unit. Then later on informed the assignee of the other vehicle that he transferred some to his vehicle. Weeks after it happened, the story spreaded like wildfire so it reached our Audit Dept. There he was put into investigation. Everybody knows that it is a BIG NO - NO to siphone fuel from company vehicles, so the story seemed to look like a big crime, without even knowing the real reason behind. So we had the hearing this morning with 6 from the management panels and with only 2 of us from our union, and of course our colleague who was put on trial. We didn't know they were that many... The management panel understood his action and agreed that he has no intention of theft or the likes. The only wrong thing he has done is that he didn't reported it immediately to the right authority... his department head. But still, 4 from the mgt side recommended him for 15 days suspension. I was trying to insist that 15 days is just too grave since he has justified his reasons for doing that. Even one had said that if he were on his shoes, he would also do that. I could not understand why he still voted for the 15 days. One from the mgt suggested for 7 days only. This is just to prevent precedent cases. I suggested for a written reprimand only because if we try to see, he even saved his unit from further damage. And my colleague said well he is also into preventing precedent cases but he goes for only 3 days suspension. But then it was the majority that will prevail. Though they said it will still be raised to upper management for approval and that all other suggestions will be mentioned, but still that was made as final recommendation. I just believe that is it unfair... They said they understand the situation, they agreed there were no fraud or theft being done because the fuel was transferred to another company vehicle. The only thing that he missed is to inform proper authorities. Is that worth 15 days suspension? I believe it's not. I hope the upper management can see that... But our union is also planning to make an appeal. Alright, we agree to give him punishment as a lesson, but not 15 days!
22 Oct 12
Hello aejey, that doesn't look like a heinous crime to me, only for the fuel thing and he got suspended for 15 days? damn! I guess rules are rules here. that would really give problems knowing that he didn't have 15 working days, how about his family's needs? that's just horrible to me. i mean there's a lot of crime being done by some people out there.
23 Oct 12
That is why... we also felt sad and bad as well... They did not even respected our justifications. But our Union is planning to make an appeal, to mitigate his reprimand because it is really not fair for him to get that. It was actually a first case from among our union members who have undergone administrative hearing. And we honestly have no idea on what to do there. But we have learned our lesson... We should have sent more representatives/officers to hear and defend our co-member. We acknowledged he had done something wrong, but the case was justified with good means. Sometimes management is really closed minded. They see your fault more than the good deeds you have done. If it was really some kind of theft, where he transferred the fuel to his personal car, then maybe we ourselves will recommend for even 30 days suspension because that is really a grave violation. But doing it for a good purpose? damn...