Can UPS Discipline Me for Attendance Issues?

By TeamstersGPT · Published July 31, 2026

How UPS attendance discipline works under the Teamsters contract — just cause, warning notices, No Call-No Show rules, and your steward rights.

Short answer: yes, UPS can discipline you for attendance problems — but only for just cause, and only if the company follows the same rules that govern every other kind of discipline. That means written warning notices, strict time limits, and your right to a steward. This guide walks through what your contract actually says and where the protections come from.

The bottom line: attendance discipline still needs just cause

There is no special "attendance-only" loophole in the contract. Attendance problems are handled through the same discipline machinery as any other alleged infraction. Under your Western Region Supplement, "Any such discharge, suspension, or warning notice shall be for just cause only," and no employee can be suspended or discharged "without the employee(s) having been given a written warning notice wherein the facts forming the grounds for such warning notice are clearly set forth" [1][2].

That warning-notice requirement is the heart of your protection. Attendance is not one of the offenses that lets UPS skip the warning step and go straight to discharge. The offenses that can be discipline without a prior warning letter are a short, specific list — proven dishonesty, drinking on duty, recklessness causing a serious accident, unauthorized passengers, unprovoked assault, illegal narcotics, and willful/malicious damage to property [2][9]. Attendance is not on that list, which means for ordinary attendance issues UPS must build a paper trail before it can suspend or fire you.

Progressive discipline: what it usually looks like

Generally speaking (this is common practice at UPS, not a specific line in these excerpts), attendance discipline is progressive. That means the company is expected to correct behavior with escalating steps rather than jumping straight to termination for a first offense — typically a verbal counseling, then a warning letter, then a suspension, and only after that a discharge. The idea is that discipline should be corrective, not simply punitive.

The contract backs the progressive approach by requiring that a warning letter be based on the same type of facts as any later suspension or discharge: "The facts therein set forth must be of the same type as those upon which such suspension or discharge is founded" [2]. In plain terms, UPS cannot warn you for one thing and then fire you for something unrelated by pointing back to that warning.

The 10-day rule and the 9-month look-back

Attendance discipline is heavily governed by time limits, and these deadlines cut both ways.

  • UPS's 10-day deadline. Within ten (10) days of the occurrence of the alleged cause for discharge or suspension, the Employer must give written notice by certified mail to the employee and to the Local Union, setting out the reasons. If UPS fails to give that notice within the ten-day window, "the right to discharge or suspend for that particular reason shall be waived" [1].
  • Warning notices also have a 10-day clock. For UPS to later rely on a warning notice, it must have sent that warning by certified mail — to you and the Local Union — within ten days (excluding Saturdays, Sundays, and holidays) of the circumstances giving rise to it. Any such warning notice is "deemed to be automatically protested by the Local Union" [1].
  • The 9-month window. UPS can point to prior incidents from "the nine (9) month period immediately preceding the date of discharge or suspension notice" to substantiate unsatisfactory performance — but only if it gave proper warning notice for those incidents at the time [1]. Warning letters older than nine months generally fall off and can't be stacked against you.

These deadlines are a big deal in attendance cases. If UPS lets a supposed attendance violation sit for weeks and then tries to discipline you, the timeliness argument may get the discipline thrown out.

No Call-No Show: the one attendance rule with teeth

Some contracts spell out a specific, harsher attendance rule. Under the Southwest Package Rider and the Southwest Sort Rider, an employee who is a "No Call-No Show" for three (3) consecutive working days, and who was already given a warning notice for No Call-No Show within the preceding nine (9) months, "shall be subject to immediate discharge and loss of seniority" [5][9].

Two things to notice here:

  1. It still requires a prior warning notice within nine months — it's not automatic on a first offense.
  2. The rider carves out an important exception: "In instances of proven emergencies or extraordinary circumstances this language shall not apply" [5][9]. If you had a genuine emergency, that is a defense worth raising immediately with your steward.

If your building is not covered by the Southwest Riders, check your own supplement/rider for the exact No Call-No Show language — it can vary by region.

While your case is pending, you usually stay working

For most discipline, you don't lose your job or your pay while the grievance is being decided. Article 7 provides that, "Except in cases involving cardinal infractions under the applicable Supplement, Rider or Addendum, an employee to be discharged or suspended shall be allowed to remain on the job, without loss of pay unless and until the discharge or suspension is sustained under the grievance procedure" [6]. Attendance issues are generally not cardinal infractions, so in the typical attendance case you keep working while the grievance runs its course.

Technology can't be the sole basis

If UPS tries to build an attendance or "downtime" case using GPS or telematics data, the contract limits what they can do. "No employee shall be disciplined based solely upon information received from GPS, telematics, or any successor system" unless there is dishonesty — defined as an intentional act meant to defraud the company [7]. The company "must confirm by direct observation or other corroborating evidence" any other violation warranting discharge [8]. Data alone is not enough.

Your steward rights when attendance discipline comes up

You have the right to representation. The rider recognizes "the employee's right to be given requested representation by a steward, or designated alternate, at such time as the 'employee' reasonably contemplates disciplinary action" [5]. If you think a meeting could lead to discipline, ask for a steward before you answer questions.

Stewards are also protected in doing this work. Under Article 4, the investigation and presentation of grievances is a core, protected steward duty, and "Stewards and/or alternate stewards shall not be subject to discipline for performing any of the duties within the scope of their authority" [4].

The Teamsters United "Hunting Season" steward toolkit reminds members of the practical habits that keep attendance and methods discipline off your back: be where you're supposed to be, avoid unnecessary downtime, and correctly record your time for all lunches and paid breaks [3]. At the hearing, the employer "is required to give its complete case and all evidence against the member at the time of discipline," and stewards should test whether management met the 7 tests of just cause [3].

The 7 tests of just cause (general background)

Generally speaking, arbitrators across industries evaluate discipline against a widely used "seven tests of just cause" framework: (1) fair notice of the rule, (2) a reasonable rule, (3) an investigation before discipline, (4) a fair investigation, (5) proof/substantial evidence, (6) equal/consistent treatment, and (7) discipline proportionate to the offense. This is general labor-relations background rather than a clause in your contract — but the Teamsters United toolkit expressly points stewards to use it when questioning management [3].

What to do next

  • If you're facing attendance discipline, ask for your steward immediately — you have that right when discipline is reasonably contemplated [5].
  • Check the dates: was the warning or discipline notice sent by certified mail within 10 days? Are they relying on warnings older than 9 months? [1]
  • If a No Call-No Show is involved, gather proof of any emergency or extraordinary circumstance [5][9].
  • Pull your own supplement or rider, because attendance rules (especially No Call-No Show) vary by region. You can ask TeamstersGPT with your specific supplement selected to get the language that applies to your building.
  • File on time — grievances generally must be filed within 10 days (excluding weekends and holidays) of the discipline [1].

Sources

  1. Western Region of Teamsters UPS Supplemental Agreement 2023-2028 — p. 37–38
    opriate remedy. (b) Within ten (10) days of the occurrence of the alleged cause for discharge or suspension, the Employer shall give written notice by - 246 - certified mail to the employee and to the Local Union of its decision to discharge or suspend the employee, and such…
  2. Western Region of Teamsters UPS Supplemental Agreement 2023-2028 — § 2 · p. 36–37
    nd the employee(s) involved. In cases submitted for arbi- tration, the compensation of the arbitrator shall be shared equally by the parties involved. - 245 - SECTION 2— HANDLING OF DISCHARGES AND SUSPENSIONS Any case pertaining to a discharge or suspension shall be handled as…
  3. Hunting Season Toolkit: UPS Teamsters United Guide to Discipline, Driver Methods, and Steward Hearing Report — p. 2–3
    shortcuts. Management may look the other way for a while, but when something goes wrong, they will discipline you. Be where you are supposed to be and avoid unnecessary downtime. Work like you are being observed because you may be. Correctly record your time for all lunches and…
  4. National Master UPS Agreement 2023-2028 — Art. 4 · p. 22–23
    ICLE 4. STEWARDS The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer’s seniority list. The - 13 - Article 4 authority of Job Stewards and alternates so designated by the Local Union shall be limited to, and shall not…
  5. Southwest Package Rider & Southwest Sort Rider 2023-2028 — p. 96–97
    onesty. Any Local Union having continual disputes with the Company in a particular building regarding proven dishonesty shall first attempt resolution - 360 - with the appropriate labor manager. If the issue cannot be resolved, it shall be immediately referred to the Co-Chairs…
  6. National Master UPS Agreement 2023-2028 — Art. 7 · p. 31–32
    led with the Company Co-Chair to discuss any alleged misuse of technology for disciplinary purposes and what steps are necessary to remedy any misuse. - 22 - Article 7 ARTICLE 7. LOCAL AND AREA GRIEVANCE MACHINERY Except in cases involving cardinal infractions under the…
  7. National Master UPS Agreement 2023-2028 — Art. 6 · § 6 · p. 29–30
    ls for the job. 7. The training records that a Teamster represented trainer can be required to complete for drivers, are those previously agreed to by - 20 - Article 6 the parties. If the Employer wishes to amend these forms, it will first meet and agree with the National…
  8. National Master UPS Agreement 2023-2028 — Art. 6 · p. 30–31
    of this paragraph as any intentional act or omission by an employee where they intend to defraud the Company). A driver’s failure to accurately recall - 21 - Article 6 what is reflected by the technology shall not by itself be consid - ered dishonesty. The Company must confirm…
  9. Southwest Package Rider & Southwest Sort Rider 2023-2028 — p. 8–9
    ompany discharges a seniority employee, it agrees to notify the Union of its intention and will discuss the grievance with the Union and the employee. - 272 - The exception to the above rule will be cases of: (1) Proven dishonesty; (it is understood that failure to accurately…

Frequently asked

Can UPS fire me for a single attendance incident?
Generally no. Ordinary attendance issues aren't on the list of offenses that allow discharge without a prior warning letter, and any discharge, suspension, or warning must be for just cause with a written warning notice first [#1][#2]. The main exception is a 3-day No Call-No Show where you already had a No Call-No Show warning in the prior nine months [#5][#9].
How long does UPS have to discipline me for attendance?
The Employer must give written notice of a discharge or suspension by certified mail within ten (10) days of the alleged cause, or it waives the right to discipline for that reason [#1]. Warning notices also must be sent within 10 days (excluding weekends and holidays) to be usable later [#1].
Do I keep working while I grieve an attendance discipline?
Usually yes. Except for cardinal infractions, an employee to be discharged or suspended stays on the job without loss of pay unless and until the discipline is sustained through the grievance procedure [#6]. Attendance issues are generally not cardinal infractions.
Is there an exception if I miss work for an emergency?
Yes, at least for No Call-No Show under the Southwest Riders — the immediate-discharge language does not apply 'in instances of proven emergencies or extraordinary circumstances' [#5][#9]. Document your emergency and raise it right away with your steward.
Can UPS use GPS or telematics to prove I wasn't working?
Not by itself. No employee can be disciplined based solely on GPS or telematics data unless there is dishonesty, and the company must confirm other violations by direct observation or corroborating evidence [#7][#8].

Ask TeamstersGPT with your supplement selected to get the cited article and section for your local.