UPMA 3rd National Convention
Uncasville, Connecticut July 27th – August 2nd, 2019LEARN MORE
A couple of years ago we had ethics training from the law department and HQ staff. At that time the ethics help email was shared. Great site for postal ethics questions with prompt responses on most issues. I’ve only had a couple of times they’ve had to reach out for additional support on questions.
This week I posed this question:
When conducting investigative interviews, is it a requirement to identify the activity as an investigative interview and what may happen with the data when dealing with EAS, not just craft employees?
Ethics Help was unable to respond, they stated it wasn’t an ethical issue.
I would hope that when HR reviews the corrective action worksheet they add did you tell the EAS this was an investigative interview. Think about it this way, if it’s important enough to impact a career, do it right. No short cuts. All decisions that impact the careers of fellow managers, postmasters and supervisors should be handled with professionalism and candid honesty. If it is an investigative interview or discussion that could result in an adverse action, this should be clearly stated right at the beginning. Treat others as you want to be treated. The same kind of unprofessional shortcut that you use to take corrective action against a subordinate could be used against you in the future. As leaders in our company, we should all be better than this and set the example.
If you find yourself being interviewed without being told it’s an investigative interview, ask the person directly is this an “investigative interview”. If the response is “yes” let them know you want representation
UPMA National Vice President