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<blockquote data-quote="dannyboy" data-source="post: 806141" data-attributes="member: 484"><p>Well lets get a bit more involved in the discussion.</p><p> </p><p>An employee injures his knee. The injury causes him to go to the company doctor, who takes him off duty for 6 weeks. During that time, he instructs UPS to not allow the driver to climb stairs, and do very minimal walking.</p><p> </p><p>The center manager then instructs the employee to come in at 4AM and begin cleaning out the package cars, including washing the windshields inside and out. When the employee points out the restrictions to the center manager, he is told that he must work as instructed on TAW.</p><p> </p><p>The second day of washing the windows, the employee, while trying to protect his injured knee, steps down out of a package car and twists his other knee. This second injury is much more severe than the first, and after two surgeries to the knee, the company doc says no more delivery or even feeder work, as the knee will not take the strain.</p><p> </p><p>So, now we have an employee who could have returned to work after the six weeks, and continued for years as a delivery driver or feeder driver. But instead, because the center manager chose to ignore the written instructions from the company doctor, he no longer has employment at ups.</p><p> </p><p>IS the center manager accountable for his actions? Should he be held accountable for the $500,000 to $1,500,000 or more in lost wages and benefits caused to the employee? Should the accountability be personal, or is it just UPS that is responsible. And if he is not accountable, why not?</p><p> </p><p>d</p></blockquote><p></p>
[QUOTE="dannyboy, post: 806141, member: 484"] Well lets get a bit more involved in the discussion. An employee injures his knee. The injury causes him to go to the company doctor, who takes him off duty for 6 weeks. During that time, he instructs UPS to not allow the driver to climb stairs, and do very minimal walking. The center manager then instructs the employee to come in at 4AM and begin cleaning out the package cars, including washing the windshields inside and out. When the employee points out the restrictions to the center manager, he is told that he must work as instructed on TAW. The second day of washing the windows, the employee, while trying to protect his injured knee, steps down out of a package car and twists his other knee. This second injury is much more severe than the first, and after two surgeries to the knee, the company doc says no more delivery or even feeder work, as the knee will not take the strain. So, now we have an employee who could have returned to work after the six weeks, and continued for years as a delivery driver or feeder driver. But instead, because the center manager chose to ignore the written instructions from the company doctor, he no longer has employment at ups. IS the center manager accountable for his actions? Should he be held accountable for the $500,000 to $1,500,000 or more in lost wages and benefits caused to the employee? Should the accountability be personal, or is it just UPS that is responsible. And if he is not accountable, why not? d [/QUOTE]
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