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<blockquote data-quote="UPSer21" data-source="post: 613768" data-attributes="member: 17906"><p>The specified service frequency is a grey area because there is no set MAR to hold each and every single employee to. It is whatever your supervisor or upper management sets as the goal for your specific job function. Although, as long as you are at least meeting corporate MAR then you are probably fine (corpo MAR tends to be a lower expectation). The "fair days work for a fair days pay" only protects a union employee from discharge over production. However, when you think about it...that same line of the master agreement does pertain to the service aspect of the job. Undoubtedly, if you start misloading you are not putting in a fair days work. I had a manager once tell me that 400 PPH doesn't mean anything if that person cannot check and scan the pieces. Service always comes before production. Only thing that comes before service is safety <img src="/community/styles/default/xenforo/smilies/wink.png" class="smilie" loading="lazy" alt=";)" title="Wink ;)" data-shortname=";)" /></p></blockquote><p></p>
[QUOTE="UPSer21, post: 613768, member: 17906"] The specified service frequency is a grey area because there is no set MAR to hold each and every single employee to. It is whatever your supervisor or upper management sets as the goal for your specific job function. Although, as long as you are at least meeting corporate MAR then you are probably fine (corpo MAR tends to be a lower expectation). The "fair days work for a fair days pay" only protects a union employee from discharge over production. However, when you think about it...that same line of the master agreement does pertain to the service aspect of the job. Undoubtedly, if you start misloading you are not putting in a fair days work. I had a manager once tell me that 400 PPH doesn't mean anything if that person cannot check and scan the pieces. Service always comes before production. Only thing that comes before service is safety ;) [/QUOTE]
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