Co-worker OLCC'd for...

Discussion in 'FedEx Discussions' started by fredly00, Feb 12, 2010.

  1. SmithBarney

    SmithBarney Well-Known Member

    So a co-worker was OLCC'd for delivering a P1 well after the 1030 commit.
    We have been trained or at least past practice is to run P1's and if you run out of time
    then you pick up your P2s after 1030, and complete late P1's on route.

    This particular P1 would have sent the driver 20 minutes out(past P2 delivery stops) and would have caused
    P2 commit service failures...

    Driver is considering challenging this OLCC, because its all making us wonder W.T.H. we should do now
    if we have late P1 stops.(most routes cover some serious mileage)

    Curious what you all think of this, and if you have reference to policy(I tried to search at work, but came up empty...


    Thanks

    FYI OLCC's are flying at our station, some positive, mostly all negative.
     
  2. Washu234

    Washu234 New Member

    I mean at the end of the day its just an OLCC. I'd demand clarification of the rules and if I was inline with what they said I'd dispute it, but really - OLCCs are nothing more then proof to the company that management talked to you. OLCC has the same function as a written warning at traditional corporations. Its simply a tool to allow the company to know that you've been talk to about a problem before so that if it happens again they know (even if with a different workgroup/manager).

    It sounds like he could win this one, but is it really a fight worth fighting?
     
  3. UpstateNYUPSer

    UpstateNYUPSer Very proud grandfather.

    We use progressive discipline at UPS. Talk with, verbal warning, written warning, suspension, termination. Can I assume that an OLCC would equate to a written warning and that they can be used in the same progressive mannner?

    Just curious--suppose the OP's co-worker had decided to falsify and recorded the P1 as delivered to beat the time commit? How does FedEx handle this?
     
  4. Myort

    Myort Member

    When I have late P1, I will still sometimes take my break before I get done with it (depends how much I have left) but when I start the P2, I do the area with the late P1 first while mixing in the p2 for that area. That way people aren't getting their P1 late in the afternoon.
     
  5. Ricochet1a

    Ricochet1a New Member


    An OLCC in Express is the written documentation of either a complement (positive) or counseling (negative). It is a permanent part of an employee's record. Items like late P1, missing airbills from a batch and improper labeling of picked up packages are handled with a written notice of deficiency, which isn't part of an employee's personnel file. Most places call them "nasty-grams" and they are merely placed into an employee's correspondence "box" by their manager for them (employee) to acknowledge (sign) and return to their manager. I require my manager to pull up "proof" of any nastygram that is given to me and more often than not can prove my innocence and return it unsigned (unacknowledged). Most Express managers don't go to the effort of researching what actually happened to cause some sort of service failure; they merely fill out a deficiency notice if one of their employee's numbers pops up in regards to a particular airbill number having some sort of service failure associated with it (it is always the employee's fault, NOT the system's fault).

    A "written warning" is referred to as a Warning Letter. These are items which have both a direct impact on performance review scores and if enough are accumulated in a short enough time period can lead to involuntary termination. The overwhelming majority of these are used to eliminate employees that are grossly deficient in key areas of performance within the first year of their employment with Express.

    Falsification is something which can lead to immediate termination within Express. I've known employees that have 6 months with Express try it and get fired and employees that have had over 20 years with Express get lazy, get caught and then end up quitting (knowing that they're going to get fired as soon as the "investigation" is completed). I also know managers which engage in some form of falsification on an ongoing basis and get away with it.

    The Express PowerPad generally prevents the less bright from engaging in falsification, but it can still occur if one knows the system and for some reason wants to engage in falsification. There are two reasons employees engage in falsification: laziness and overtasking by managment. There is no excuse for laziness and the defense to overtasking to management is either to say no (to their manager) or start making waves to upper management (which I've done on numerous occasions). Managers will overload Couriers with P1, send them out knowing they can't possibly get it all off by the committment time then turn around and hand out a nasty gram for service failure. The experienced Couriers will start to pull off P1 from their truck to go onto an overflow route. With the belt tigntening by Express, they've tried to eliminate overflow routes so the pressure is on Couriers to make sure they don't leave the building with more than they can reasonably handle. Senior managers and district directors will in turn overtask their operations managers and they then cut corners to avoid getting a lower performance review score and having their annual bonus reduced. It is a vicious circle that goes all the way to Memphis and the Darwinian principle of survival of the fittest seems to apply - those best able to judge when and when not to cut corners move up the ladder.

    If a Courier works by "Courier Best Practices" they don't have the opportunity to falsify, since the "process" inherent in CBP prevents any opportunity for falsification (thus part of the reason Express pushes CBP). Very few Couriers in practice follow the guidelines in CBP, since doing so costs precious time and reqires them to either have the memory and organization skills of a robot, or have too much time available to do their job. Express knows this, and it is part of the "nod and a wink" that accompanies all work practices. Officially, CBP is the guideline upon which all Couriers are evaluated against; in reality, if Couriers were to actually follow CBP 100% of the time, Express would have service failures galore and every Courier would miss their goal.

    Supposedly Couriers are no longer going to be able go into the Express computer system (FAMIS) and manually update missing Proof of Delivery (PoDs). The PowerPad does occasionally "miss" recording a delivery scan, and employees at the end of the day go through their reports and manually enter a PoD code (COSMOS) to any airbill number so missing that "final scan". Most do it knowing either their PowerPad failed to record the scan, or they for some reason missed scanning a particular piece (when they had multiple pieces delivered as part of a single stop). They do this to head off getting the nasty grams. This is supposed to stop, supposed to. Access to COSMOS is supposed to be pulled for all Couriers and only CSAs and managers are supposed to have access to this part of FAMIS sometime in the future. Express will find out that its service failure rates will skyrocket if they in fact do this, since employees won't be able to "correct" their errors before the end of the day and the missing information shows up in the station level reports.
     
  6. UpstateNYUPSer

    UpstateNYUPSer Very proud grandfather.

    Thank you for the insight. Dave.
     
  7. MrFedEx

    MrFedEx Engorged Member

    Just another example of FedEx double-speak. If you don't get your route done and have Code 1's, you're screwed, and if you do the "right" thing as the example courier did, you're also screwed. If you haven't noticed lately, FedEx is full of both hypocrisy and Catch-22's. If it were me, I'd turn it back on management and tell them I was following "best practices" or some other BS that shows you were trying your best to follow constantly changing policies and procedures that are almost impossible to keep-up with. Most managers don't even know policy themselves, so it's always good to go to the book and catch them at their own games.
     
  8. Washu234

    Washu234 New Member

    Ha I often enjoy telling management I was "keeping the purple promise" or just say "QDM" when my numbers are off and I'm questioned. Using FedEx lingo to explain yourself never hurts.

    Just remember to code everything correctly. Bathroom = 56 Package Handling. Smoke break = 36 Miscellaneous.
     
  9. TheJackal

    TheJackal Active Member

    Hmmmm, I've never heard of a courier getting OLCC'd for a doing what he/she did..
     
  10. SmithBarney

    SmithBarney Well-Known Member

    Jackal I agree, that is why I brought it up...

    What are the choices when over-dispatched.
    Deliver all P1 first even if late, causing multiple SOS lates and possible missed.
    or
    Deliver P1 up to 1030, then continue on route...

    Either way seems lose lose with Management acting this way.

    I was looking for a definitive answer of Best Practices, and obviously BP would be not to go out over-dispatched...
     
  11. TheJackal

    TheJackal Active Member

    That's the answer. You have a drop zone.......use it. My loop has 3 rtes, I max and drop/take FIRST to #2, then he maxes and drops to #3...#3 should be the ONLY crr with lates, if there's no help. Sometimes you go out max and stuff happens to make you late, but OLCC'd the first time it happened? I doubt it. There's more to the story..........

    BTW, you do know lates are not counted against you on your review right?
     
  12. SmithBarney

    SmithBarney Well-Known Member

    There might be more to the story, but I don't know.


    I do know that lates are not held against me on my review... my 6.9 earned me a .27 cent raise... LOL ouch that hurts to say.

    I've run my route at an average 120% for the last year, the numbers are so messed up here, and our manager really can't count
    (no really can't count) so I imagine the numbers may never change... I average 190pieces/day not alot.
     
  13. Coldworld

    Coldworld Well-Known Member

    It is nice that a fedex employee CAN receive a positive comment put into their personal file. UPS would NEVER do this, workers are rarely told thank you or good job....period. This could be a morale booster and costs the company nothing but the "culture" of ups forbids it.
     
  14. UpstateNYUPSer

    UpstateNYUPSer Very proud grandfather.


    That is not true. If UPS receives a complimentary phone call on your behalf it does go in your file, whether it be by the 1-800# or if they call the local number.
     
  15. brownmonster

    brownmonster Man of Great Wisdom

    Do they mention it to said employee or does it just go into the file?
     
  16. UpstateNYUPSer

    UpstateNYUPSer Very proud grandfather.

    They usually do but not always. They will sometimes read it during the PCM.
     
  17. MrFedEx

    MrFedEx Engorged Member

    FedEx doesn't hand-out positive OLCC's all that often. Most of the time, you get written-up for something that is nonsense. Doing a great job is invisible to management most of the time, unless a customer actually calls-in or writes something positive.
     
  18. SmithBarney

    SmithBarney Well-Known Member

    MrFedEx, I disagree.

    Having only been with the company 3 measly years, working for much less than my previous position at UPS.
    I've been at 2 stations(opposite sides of country) had 6 Positive OLCC's 3 paying BZ's and one negative OLCC for swapping two astra labels during a pup.

    I've seen plenty of Positive OLCC's lots of negative too(mostly deserved for the self-serving slackers I work with)
     
  19. MrFedEx

    MrFedEx Engorged Member

    That's great. Sounds like you have managers who actually pay attention to who is doing an excellent job. We don't see that many BZ's or positive OLCC's, and we have some great employees, but I know that FedEx has been pushing an "appreciation" agenda lately, with the 25, 30, 35-year pins. I'd like to see the old version of the BZ come back, where there was a real payout. A paper BZ is OK, but when you actually see some cash behind it the employee feels more valued.
     
    Lasted edited by : Feb 22, 2010
  20. TheJackal

    TheJackal Active Member

    **GULP** I agree.......:bow: