upsers22.3
Well-Known Member
ups want's to build a record on us and fire us for performance
By setting a record or record performance.How can you be fired for performance?
ups want's to build a record on us and fire us for performance
Didn't know about the hand scanner one, but I ship a scanner to Florida once, didn't get it back for 2 weeks. I think it's impossible to break those things anyway. They get dropped at least 10 times a day.
Service and Everything else:
You can be disciplined in progressive steps for service and other disorderly like conduct such as cursing at management, throwing packages or hand scanners, stealing time, low PPH, ect...
ups want's to build a record on us and fire us for performance
every time your late or if you call in sick u have to see a shop steward.
Now you are probably wondering how an employee can be punished for PPH when the contract clearly states, "A fair days work for a fair days pay." You could even make the argument from a shop stewards perspective, and say that everyone is different and therefore has different capabilities. Fine. However, if I look on GSS for a loader's PPH or do a flow count on a sorter I will either work with the employee to improve it, or if it is acceptable I will then review the employee's performance with them and then tell them that they have now sat their own MAR. I can now hold them accountable to that performance. I have seen what they are capable of, and expect to it to maintain.
Sounds like you are frustrated because you really know that this will never stick. You can't hold a worker on a daily bases to the highest levels the worker has demonstrated in the past. At most all you can hope for is to hold them to some fair and reasonable minimum. Wake up before you cost your company a good amount of money in arbitration fee losses!
if I look on GSS for a loader's PPH or do a flow count on a sorter I will either work with the employee to improve it, or if it is acceptable I will then review the employee's performance with them and then tell them that they have now sat their own MAR. I can now hold them accountable to that performance. I have seen what they are capable of, and expect to it to maintain.
I can hold an employee accountable with any legal and ethical method I choose.