1. FXO has their own goals, so they will close out only when all THEIR customers are served. They don't give a lick about Express ready time or your RTB time. Technically, you can start scanning pieces at the ready time (PU exception, FXO pickup), and once you have scanned all pieces, inform the FXO staff you are done and are leaving (you can scan individual pieces and bag CONS, you don't have a requirement to scan their CONS for all pieces).
If they don't have the batch and manifest ready, it can go out the next day - they are required to start closing out at the ready time if the Express Courier is present. If the Courier isn't at the location at the ready time, they can still accept packages for the day (to go out same day), but they are required to start closing out their point of sale for the day once the Courier arrives.
Notify your dispatcher that you have scanned and loaded all pieces that were available at the ready time and are departing the FXO location with their still processing packages (make sure you do this to cover your butt). Your powerpad will show your scans after the ready time for the stop, and since you grabbed everything they had available, the packages that FXO processes after you walk out the door will show a PUP scan AFTER both the ready time and your departure time (you're covered).
In most cases, FXO stops are scheduled to be the last stops a pickup Courier performs for the day, so any delays at FXO means that scheduled RTB time is being pushed back (which can go against the Courier). The same thing applies to FASCs. Once you arrive there at or after the ready time, you can "grab and run", you have no mandate to wait for customers at the FASC to finish processing their packages. If you have time, great, wait. If you don't, PUP the pieces, load them in your truck, offer to take any last pieces that have been processed by the FASC while you were processing what was ready, then leave. You don't let other people's problems become your own - since you will be the one paying for it if you do.
Some may want to call it "bad service", but it is Express of today. Productivity is more important than waiting for a few minutes (and definitely waiting for more than 5).
2. Signing stuff...
Refusing to sign an OLCC doesn't mean a thing. The OLCC is entered onto your record the moment your manager hits the enter button. More and more, managers are bypassing the "online" portion of OLCCs, and word processing them. OLCCs are being handed out without the need for the employee to go into PRISM and do the OLCC Acknowledge bit.
In the months leading up to my quitting, station management were cooking up anything they could to build documentation on me to be able to fire me (for those who haven't followed this forum for awhile, I was actively and openly attempting to get union cards signed in my station). They even invented stuff which was absolutely false, to build documentation in order to fire me. I literally managed to quit just a few weeks before they were able to cook up another false charge to hand me another Warning Letter to be able to fire me.
Refusing to sign something won't get you a damn thing - it may even get you a Warning Letter for "insubordination" (they tossed that one at me too). If your station management really wants you gone, you'll be out the door within 3 months - that is guaranteed. You have no protection to prevent them from doing it either.
Express does what it wants in regard to personnel policy - they write the rules and rewrite them whenever they need. They go through the process of building documentation to cover themselves legally once they do decide to fire someone. Remember, you are employment at will, this gives Express the ability to fire you for whatever reason they see fit PROVIDING they stay within the requirements of individual state law. There are differences from state to state (employment at will no longer means that an employer can terminate an employee's employment at the drop of a hat without some form of justification), but the requirements are still rather thin regarding necessary justification to fire an employee.
