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A supervisor stands up to the IE manager...and pays the price
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<blockquote data-quote="UPS Lifer" data-source="post: 607075" data-attributes="member: 9789"><p>It is always been my opinion that the most important thing in feeder is safety. Unless a driver is way out of the norm on performance issues, I highly doubt you will see a driver released over performance. </p><p></p><p>For example, if it take a normal driver 20 minutes to hook up and perform all the checks to leave the yard and another driver takes 40 minutes or more to do the exact same job (and he/she is not a rookie).... then there is an issue that would more than likely need to be addressed. </p><p></p><p>I can't comment on what a supervisor tells you but I would say that there is no "perfect employee" period. I am positive that most any employee including myself and other management could be observed and discrepancies found in our routine or "methods". A good supervisor will coach you on what you could do differently to make the job easier or more efficient. It has been my experience that supervisors (at least the ones who worked for me) are not out to get their employees. </p><p></p><p>I think a lot of people forget that releasing employees and starting from scratch is more costly and more disruptive to an operation and our customers than working with the employees. </p><p></p><p>Releasing an employee was the last thing on my list - I had to have no other recourse. No employee who is worth their salt should ever have to worry about being released. I am sure that includes you!!</p><p></p><p>The only thing you could be fired for "point blank" is a cardinal sin. (You still get a hearing!). For a feeder driver, it would probably mean that an act of "gross negligence" more than likely dealing with some safety issue.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 607075, member: 9789"] It is always been my opinion that the most important thing in feeder is safety. Unless a driver is way out of the norm on performance issues, I highly doubt you will see a driver released over performance. For example, if it take a normal driver 20 minutes to hook up and perform all the checks to leave the yard and another driver takes 40 minutes or more to do the exact same job (and he/she is not a rookie).... then there is an issue that would more than likely need to be addressed. I can't comment on what a supervisor tells you but I would say that there is no "perfect employee" period. I am positive that most any employee including myself and other management could be observed and discrepancies found in our routine or "methods". A good supervisor will coach you on what you could do differently to make the job easier or more efficient. It has been my experience that supervisors (at least the ones who worked for me) are not out to get their employees. I think a lot of people forget that releasing employees and starting from scratch is more costly and more disruptive to an operation and our customers than working with the employees. Releasing an employee was the last thing on my list - I had to have no other recourse. No employee who is worth their salt should ever have to worry about being released. I am sure that includes you!! The only thing you could be fired for "point blank" is a cardinal sin. (You still get a hearing!). For a feeder driver, it would probably mean that an act of "gross negligence" more than likely dealing with some safety issue. [/QUOTE]
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A supervisor stands up to the IE manager...and pays the price
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