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UPS Union Issues
FT sup retaliates against gf of person who wrote grievance.
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<blockquote data-quote="brownIEman" data-source="post: 769896" data-attributes="member: 14596"><p>It is, in my experience, never cut and dry. The employee and the stewards will try to obvuscate, evade, redirect and stall as much as possible. As they should, at least for the stewards, they are serving as the equivelant of a defense attorney. And the amount they can do this, even in a seeming cut and dry case is considerable given the system. </p><p> </p><p>I am not expecting robots. I am expecting them to be working while I am paying them. And just FYI, I have combos making $30/hr who are some of the worst offenders when it comes to giving me a fair effort, so I am not at all swayed by poor me low wage arguments. Take pride in what you do or find something else to do, don't take a job and then do it half-assed just because you feel you are not paid enough. </p><p> </p><p>Break times are set. So... would you have an issue with me not letting someone go the the restroom when it is not break? Or would you like many who have posted here say that is a health issue and I should not be questioning people about it? Should I hire enough part time sups to watch every hourly every minute of the day, or would that be over supervision leading to grievances? Can I not at any point say these people are adults and should know better than to sneak extra breaks and lengthen the breaks they do get by hiding out when no one is looking? And are these extra rest periods stealing time, or as some have said on this board, just attendance infractions for not being back from break on time? </p><p> </p><p>A supervisor working is cut and dry, with definition and consequences clearly defined. So you get to feel like the rghteous crusader and decry the bad guys. You want the failure to give a fair days work to be the same so you can say "hey it is cut and dry so if you cannot easily prove it, it must not be true, you must just be expecting too much from people or wrongfully persecuting them." The reality is simply not that way.</p></blockquote><p></p>
[QUOTE="brownIEman, post: 769896, member: 14596"] It is, in my experience, never cut and dry. The employee and the stewards will try to obvuscate, evade, redirect and stall as much as possible. As they should, at least for the stewards, they are serving as the equivelant of a defense attorney. And the amount they can do this, even in a seeming cut and dry case is considerable given the system. I am not expecting robots. I am expecting them to be working while I am paying them. And just FYI, I have combos making $30/hr who are some of the worst offenders when it comes to giving me a fair effort, so I am not at all swayed by poor me low wage arguments. Take pride in what you do or find something else to do, don't take a job and then do it half-assed just because you feel you are not paid enough. Break times are set. So... would you have an issue with me not letting someone go the the restroom when it is not break? Or would you like many who have posted here say that is a health issue and I should not be questioning people about it? Should I hire enough part time sups to watch every hourly every minute of the day, or would that be over supervision leading to grievances? Can I not at any point say these people are adults and should know better than to sneak extra breaks and lengthen the breaks they do get by hiding out when no one is looking? And are these extra rest periods stealing time, or as some have said on this board, just attendance infractions for not being back from break on time? A supervisor working is cut and dry, with definition and consequences clearly defined. So you get to feel like the rghteous crusader and decry the bad guys. You want the failure to give a fair days work to be the same so you can say "hey it is cut and dry so if you cannot easily prove it, it must not be true, you must just be expecting too much from people or wrongfully persecuting them." The reality is simply not that way. [/QUOTE]
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FT sup retaliates against gf of person who wrote grievance.
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