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UPS Partners
Buyout in 2013
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<blockquote data-quote="beentheredonethat" data-source="post: 1076037" data-attributes="member: 4886"><p>I agree, Casey spoke of constructive dissatisfaction. However, he also spoke of partnership. Casey spoke of using 10% of profits to be rewarded to managers as MIP and later amended to 15% of profits and include supervisors as well. I'm thru with 100% following UPS dogma from the top, when they pick and choose what they want to do. When they want something from us, they bring up partnership and Jim Casey. Although Jim Casey is brought up less and less also the term "partnership" is brought up less and less. Now they talk about market pay. </p><p></p><p>As far as what the mgmt committee does or doesn't do. They have set up mgmt to compete against each other instead of a mgmt team to work with each other. We have procedures on how to handle problems instead of working to solve problems. They have set up multiple contracts with the teamsters yet as a corporation don't realize that there are different provisions in the contracts so what makes sense in one area, doesn't make sense in another. Case in point. In NY city area HW was based on employees on payroll, if they qualified in the time period they were paid 100% for HW contributions. In New England employees were paid for hours paid. Yet they treated everyone like NY and had bare bones employees to reduce HW costs. There are a ton of others where we make stupid decisions and we are told to follow them. THen we get yelled at when we do what we are told to do since it didn't produce the desired results. Yet if we did the right thing and got the results, we get yelled at for not following the plan. You can't have it both ways. Yet that is what corporate is trying to do. Also, many who are grade 20 and above don't quite realize anymore.</p></blockquote><p></p>
[QUOTE="beentheredonethat, post: 1076037, member: 4886"] I agree, Casey spoke of constructive dissatisfaction. However, he also spoke of partnership. Casey spoke of using 10% of profits to be rewarded to managers as MIP and later amended to 15% of profits and include supervisors as well. I'm thru with 100% following UPS dogma from the top, when they pick and choose what they want to do. When they want something from us, they bring up partnership and Jim Casey. Although Jim Casey is brought up less and less also the term "partnership" is brought up less and less. Now they talk about market pay. As far as what the mgmt committee does or doesn't do. They have set up mgmt to compete against each other instead of a mgmt team to work with each other. We have procedures on how to handle problems instead of working to solve problems. They have set up multiple contracts with the teamsters yet as a corporation don't realize that there are different provisions in the contracts so what makes sense in one area, doesn't make sense in another. Case in point. In NY city area HW was based on employees on payroll, if they qualified in the time period they were paid 100% for HW contributions. In New England employees were paid for hours paid. Yet they treated everyone like NY and had bare bones employees to reduce HW costs. There are a ton of others where we make stupid decisions and we are told to follow them. THen we get yelled at when we do what we are told to do since it didn't produce the desired results. Yet if we did the right thing and got the results, we get yelled at for not following the plan. You can't have it both ways. Yet that is what corporate is trying to do. Also, many who are grade 20 and above don't quite realize anymore. [/QUOTE]
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