Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
The Competition
FedEx Discussions
Illegal Anti-Union Meetings
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="Ricochet1a" data-source="post: 556294" data-attributes="member: 22880"><p>GFT.... Are you kidding!!!!</p><p> </p><p>GFT is a process where FedEx can make sure any action taken by an operations manager receives a legal review to protect the interest of FedEx from possible litigation from the effected employee. It doesn't exist to protect the employee, it serves to protect FedEx from over zealous Ops managers. In the case where an Ops manager oversteps their bounds, FedEx will "correct" the discipline imposed. It ISN'T an arbitration process, it is a corporate litigaton avoidance process!!!</p><p> </p><p>I've had first hand experience with FedEx's "guilty until one can prove their innocence" method. I'm not going to give details of my personal experiences, but the first time I was faced with this situation, I was dumbfounded that I was treated as being guilty of something with just an accusation. I was able to prove my innocence, by picking apart the inconsistancies in the "evidence" presented against me (thank God I've got an analytical mind and am educated). It was a case of personal vendetta pure and simple, and I had to PROVE my innocence, NOT the other way around.</p><p> </p><p>FedEx will often place employees in a one on one meeting with the HR rep (who is "supposed" to protect the interest of the employees) when something occurs, and there are conflicting accounts (as there is almost always). The HR rep will take the role of cop, and attempt to get the employee to admit to something, anything and then make a written statement. Oftentimes, the less savy employees will see this as an opportunity to admit to a "lesser" offense, in order to make the one they are being accused of "go away". FedEx takes the written statement, and uses that as self incriminating evidence to issue a warning letter. </p><p> </p><p>When a HR rep or manager asks for a written statement, tell them NOTHING. Take the opportunity to create a journal of your typical day: I clocked in at X, got my equipment and proceeded to my vehicle to perform a pre-trip inspection as specified by FedEx and DOT regulations, . etc, etc. Don't admit you may not have come to a complete and absolute stop for 3 seconds before proceeding, don't admit that you may have neglected to fasten your seat belt when driving away from one stop. Don't admit to anything. It is the employee that gives FedEx such a seemingly minor admission in a written statement that finds themself with a warning letter. It is the burden of FedEx to produce overwhelming evidence that you did something wrong. Even in administrative manners, I make FedEx pull up original documents before I'll sign the white paper that states that I made a mistake. I've been able to show FedEx is in the wrong about 2/3rds of the time. (I do a couple of times a year enter a ZIP code wrong in a PUP, I'm human, and during the winter, entering data with gloved fingers is difficult). </p><p> </p><p>Don't EVEN try to tell me about the wonderful process FedEx has of collecting evidence and imposing discipline where it is warranted. FedEx knows it cannot levy "justice" so it protects its own interest and the employees can either hope for the best or quit or hire representation. I've learned to document EVERYTHING that is out of the ordinary. I have a holographic (handwritten) account of everything that could affect me, and I type that into a computer format so I can pull up the data quickly if need be (I NEVER let FedEx have my holographic notes). The second time something popped up that I had to defend myself against, I printed out my computer notes and handed them to my senior and HR rep. The issue died within 24 hours. Having my notebook is better than having a lawyer on retainer, they know I write down everything that is out of the ordinary. I haven't had problems since.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 556294, member: 22880"] GFT.... Are you kidding!!!! GFT is a process where FedEx can make sure any action taken by an operations manager receives a legal review to protect the interest of FedEx from possible litigation from the effected employee. It doesn't exist to protect the employee, it serves to protect FedEx from over zealous Ops managers. In the case where an Ops manager oversteps their bounds, FedEx will "correct" the discipline imposed. It ISN'T an arbitration process, it is a corporate litigaton avoidance process!!! I've had first hand experience with FedEx's "guilty until one can prove their innocence" method. I'm not going to give details of my personal experiences, but the first time I was faced with this situation, I was dumbfounded that I was treated as being guilty of something with just an accusation. I was able to prove my innocence, by picking apart the inconsistancies in the "evidence" presented against me (thank God I've got an analytical mind and am educated). It was a case of personal vendetta pure and simple, and I had to PROVE my innocence, NOT the other way around. FedEx will often place employees in a one on one meeting with the HR rep (who is "supposed" to protect the interest of the employees) when something occurs, and there are conflicting accounts (as there is almost always). The HR rep will take the role of cop, and attempt to get the employee to admit to something, anything and then make a written statement. Oftentimes, the less savy employees will see this as an opportunity to admit to a "lesser" offense, in order to make the one they are being accused of "go away". FedEx takes the written statement, and uses that as self incriminating evidence to issue a warning letter. When a HR rep or manager asks for a written statement, tell them NOTHING. Take the opportunity to create a journal of your typical day: I clocked in at X, got my equipment and proceeded to my vehicle to perform a pre-trip inspection as specified by FedEx and DOT regulations, . etc, etc. Don't admit you may not have come to a complete and absolute stop for 3 seconds before proceeding, don't admit that you may have neglected to fasten your seat belt when driving away from one stop. Don't admit to anything. It is the employee that gives FedEx such a seemingly minor admission in a written statement that finds themself with a warning letter. It is the burden of FedEx to produce overwhelming evidence that you did something wrong. Even in administrative manners, I make FedEx pull up original documents before I'll sign the white paper that states that I made a mistake. I've been able to show FedEx is in the wrong about 2/3rds of the time. (I do a couple of times a year enter a ZIP code wrong in a PUP, I'm human, and during the winter, entering data with gloved fingers is difficult). Don't EVEN try to tell me about the wonderful process FedEx has of collecting evidence and imposing discipline where it is warranted. FedEx knows it cannot levy "justice" so it protects its own interest and the employees can either hope for the best or quit or hire representation. I've learned to document EVERYTHING that is out of the ordinary. I have a holographic (handwritten) account of everything that could affect me, and I type that into a computer format so I can pull up the data quickly if need be (I NEVER let FedEx have my holographic notes). The second time something popped up that I had to defend myself against, I printed out my computer notes and handed them to my senior and HR rep. The issue died within 24 hours. Having my notebook is better than having a lawyer on retainer, they know I write down everything that is out of the ordinary. I haven't had problems since. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
The Competition
FedEx Discussions
Illegal Anti-Union Meetings
Top