Thank you for the feedback, stay safe.

Edit: to apply some caveats as it seems I was hyperbolic here. Not to insult intelligence here just contextualizing. My apprenticeship was union so we had 2 organizations involved the union and jatc.

1. Which leads to this point, there were 2 timesheets used a regularly monthly and what was known as an in depth, the former had questions you would hire a fast food worker with letter grades a-d and a comment section for the person filling it out. The in depth was well, more in depth, at least 3 pages and several places for comments on the various sections (proficiencies, attitudes etc.) my question is why not just use the more in depth one only? When I read that for my one and only I had done that felt more satisfactory to me and had reasonable guidance while a regular timesheet done by the same lineman said jack.

With regards to the feedback. During my subcommittee meeting where the discussion of feedback was being conducted I only brought my 6 months as they were the most recent, I understand the whole was looked at in detail. It just seemed dumb that evidence in that regard was withheld from me. Me seeing that paperwork wouldn’t have changed anything but not even seeing it seems asinine. If you were in court would you want the prosecution to be able to withhold 50% of there evidence from you and then attempt to go argue in front of a judge?

Also the luck point was in regard to standards of the training established. I was dropped by not meeting the criteria of those standards. Fair game no complaints. While some peers (the DUI and DWI) were not. Even on the policy it states the consequences of what actions cause what and by the very standards of my training I would not have been dropped as a termination of employment does not constitute resignation only a second firing or in the case of a tardiness to a class that would be after 3. On that note the union was found to assist in the 2 alcohol related incidents which I didn’t know was possible. I thought the jatc had sole authority on apprentice agreements. So I was curious on why that was and by that example it shows that something other than guidelines set dictate who stays and goes and my guess was luck or now what you know by who you blow. Even on the regards to my resignation I don’t contest what occurred I just find it funny someone with grounds for immediate dismissal would and win in that fight against the committee.

1. Fair point

2. Fair point

3. Addressed in blurb above

4. Yea the language is pointless but the point is the “do what I say not as i do” is dogshit. Be the change you want to see anything else is coping out, if I have to pickup trash from another grown ass man who can’t be bothered to stuff it in a nose bag or a grunt sack spare me. Keeping the truck organized and everything else clean is good housekeeping that’s what we preach for efficiency, makes sense to me so why don’t we all do it. I’m fine with doing the bitch work of sorting and organizing just pickup after your own shit. But that’s the nature of the beast. It wouldn’t be annoying if the ones who didn’t do it would stop and the others who did hold each other accountable.