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Harassment, Intimidation, and Retaliation at UPS; Share your stories here.
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<blockquote data-quote="Integrity" data-source="post: 684176" data-attributes="member: 26800"><p>soberups,</p><p>I do not know the complete circumstances however, based upon this post I am very concerned about this center manager. The UPS Wellness and Safety First-Expectaion Zero Declaration of Management Committment does require all management to put their signature to this commitment annually. </p><p> </p><p>It is true that the 4th element of the commitment is to regularly observe their operations, but the purpose is to provide immediate constructive feedback and coaching when employees are observed using at-risk behaviors.</p><p> </p><p>Did this center manager fulfill her commitment to UPS by providing you immediate constructive feedback and coaching when she allegedly observed you using this at-risk behavior? </p><p> </p><p>Also, no where in this commitment declaration is it even implied that punitive discipline such as a warning letter is an acceptable means of making safety a personal value. The declaration stresses teaching, leading, coaching, and collaborating.</p><p> </p><p>Punitive discipline for at-risk behaviors when used to try to harass people does nothing for UPS but erode the trust in the CHSP Process. Punitive discipline should only be used to correct at-risk behaviors as a last resort, after all reasonable encouraging, coaching and retraining has been done to help the individual employees who may be struggling in this area.</p><p> </p><p>Sincerely,</p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 22px">I</span></span></p></blockquote><p></p>
[QUOTE="Integrity, post: 684176, member: 26800"] soberups, I do not know the complete circumstances however, based upon this post I am very concerned about this center manager. The UPS Wellness and Safety First-Expectaion Zero Declaration of Management Committment does require all management to put their signature to this commitment annually. It is true that the 4th element of the commitment is to regularly observe their operations, but the purpose is to provide immediate constructive feedback and coaching when employees are observed using at-risk behaviors. Did this center manager fulfill her commitment to UPS by providing you immediate constructive feedback and coaching when she allegedly observed you using this at-risk behavior? Also, no where in this commitment declaration is it even implied that punitive discipline such as a warning letter is an acceptable means of making safety a personal value. The declaration stresses teaching, leading, coaching, and collaborating. Punitive discipline for at-risk behaviors when used to try to harass people does nothing for UPS but erode the trust in the CHSP Process. Punitive discipline should only be used to correct at-risk behaviors as a last resort, after all reasonable encouraging, coaching and retraining has been done to help the individual employees who may be struggling in this area. Sincerely, [FONT=Times New Roman][SIZE=6]I[/SIZE][/FONT] [/QUOTE]
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