U
uber
Guest
Its not in my nature to half-ass.
Its not in my nature to half-ass.
U
uber
Guest
It is true though. They have to go over it with the employee. They can't just tally up non verbal warning in a journal and then present them without trying to correct the behavior first.
U
uber
Guest
You should come up to the great northwest then, brotha.
We had a guy threaten a PT sup on social media and they pursued it and he kept his job. That same employee cursed a full-time manager up and down and kept his job. We have an article 22.3 employee who has threatened other employees and their families and even got in a fight in a trailer with another employee and kept his job. We have a sorter who used a racial epithet to an unloader and the unloader found him in the parking lot and worked him over and kept his job. In my 5 years at UPS I haven't seen any warehouse workers fired for good. It goes to the panels and they always get their job back. Its to a point that they sweep as much under the rug as possible to avoid situations they know the will lose when it reaches the hearing.
Dropping an friend-bomb wasn't my smartest move. But, to think that I need to update my resume now, is laughable.
UpstateNYUPSer(Ret)
Well-Known Member
You are the only joke I see in this thread.
U
uber
Guest
Over 19,000 posts on a message board related to your 50 hr a week job. You must be the butt of every joke at your building.
UpstateNYUPSer(Ret)
Well-Known Member
If 19K posts is a joke what would you consider 43K posts made by someone who never worked even one day at UPS to be?
Southwestern
Well-Known Member
You're misinformed -- I suggest you contact your business agent and educate yourself.
Supervisors are encouraged (and in some buildings, required) to complete thorough daily summaries. Many of their comments wind up in employees' files, and the employees are blindsided with this information should they wind up in disciplinary situations. The comments usually detail any interaction the supervisor had with the employee (for example, the supervisor could write that he discussed with you concerns about you not properly bending when lifting), any unusual observations (for example, the supervisor could write that he saw you use the wrong time clock to punch in with, that he saw you use the bathroom an excessive number of times, that he saw you wash your hands before clocking out, etc.) or any inappropriate remarks that he overheard.
The point is to create a paper trail to ensure that any disciplinary action ultimately taken will stick. Nothing needs to be discussed with you or signed by you -- the company will ALWAYS take the position that its managerial employees are highly trained, honest professionals who pride in integrity so thus if the company decides to terminate you for stealing time based upon a supervisor's multiple previous observations of you using the wrong time clock to punch out with, you will have a hard time refuting it.
Re-Raise
Well-Known Member
I think you owe the man an explanation of your behavior. Not because you are afraid of discipline.
You were frustrated at the situation and behaved like a child when they get frustrated. Adults learn how to express themselves to people when they disagree with them.
If you think you can yell friend-you to everyone who makes you angry you may find yourself a "straw"that is snapped off in the middle.
You were frustrated at the situation and behaved like a child when they get frustrated. Adults learn how to express themselves to people when they disagree with them.
If you think you can yell friend-you to everyone who makes you angry you may find yourself a "straw"that is snapped off in the middle.
U
uber
Guest
I think you owe it to yourself to go back to the first post and work on your reading comprehension.
old levi's
blank space
Why would you care what they say? You're a badass, right?
U
uber
Guest
haha, some of you act like your above ever snapping at a supervisor. Then again, I'm sure if some of you drivers had snot-nose 21 year olds with clipboards beings smart-asses to you it would be a completely different story.
old levi's
blank space
How old are you?
UpstateNYUPSer(Ret)
Well-Known Member
While you may not respect the person you need to respect the position.
I coached one of our preload sups when he played both Little League and Babe Ruth baseball. He still calls me Mr. even though I ask him to call me Dave. If he asked me to do something I would do it without hesitation.
U
uber
Guest
Neat story.
old levi's
blank space
Once again, how old are you?
Southwestern
Well-Known Member
You do realize an 18-year-old supervisor still in high school has the authority to terminate a 30+-year employee?
I've worked with my share of 18-year-old supervisors who act like, well, 18-year-olds -- anything but professional (and believe me, I've seen it all). But when these supervisors target employees they don't like, guess who management defends? As far as UPS is concerned, those 18-year-olds are highly trained professionals.
UpstateNYUPSer(Ret)
Well-Known Member
Did you manage to keep a straight face while typing this?
There is no way an 18 yr old PT sup would ever be able to fire a 30+ yr employee and have it stick.
U
uber
Guest
What part of the country are you in?
If I were you I would stop paying union dues immediately. Where I'm at our Union backs us till the very end and can get our job back every time.
Southwestern
Well-Known Member
Why do you believe that? Why is UPS, in some areas of the country, replacing FT on-car supervisors with young, PT earning a fraction of the compensation their subordinates receive?
I've seen a 19yo PT Preload dispatch supervisor fire a 24-year driver, and I've also seen a 20yo PT Local Sort supervisor terminate a 29-year PTer. Both terminations stuck, although in the latter case, the "dirty deal" struck allowed the employee to return to work until he reached his 30-year and then immediately retire.
Southwestern
Well-Known Member
Decisions reached at every regional panel disagree with you: the union absolutely does not back-up every employee until the very end. If the company can prove gross misconduct, the employee will almost never get his/her job back. If the employee's guilty of misconduct, or the company has a shaky gross misconduct case, then he/she will likely get his job back -- unless they're a repeat offender, in which case employment retention will be much more difficult.
In fairness, termination among PT is rare and generally reserved for exceptional cases (although the company's more likely to target high-seniority PTers). But there are plenty of managers with a zero-tolerance policy.
