brownIEman
Well-Known Member
I'm actually totally with you on this. Because using your logic we'd have to fire the entire preload and deploy an automated preload.
Not have to, but could. I used the terms I did intentionally.
I'm actually totally with you on this. Because using your logic we'd have to fire the entire preload and deploy an automated preload.
If we could hold management to this same standard...you might be on to something.
Blow the dispatch and keep your drivers out for 12 hrs after eliminating a route? Gone.
Get caught doing bargaining unit work? Gone.
Excessive injury rate, or ongoing 9.5 grievances? Gone.
Lousy timestudies that are consistently an hour or two behind reality? Gone.
I guess "high expectations" are fine.... as long as they are only being put on other people.
They're all the same issue when you get to the root cause.
Yea I liked what you were saying IE, till you got to the part about your gone after a couple misloads. When i used to load I remember fondly going anywhere from 1/8000 to 1/10,000 in a week then the next week or two down the road Id have like 3 misloads. Sure enough they would try to hit me with a warning letter or a 1 day suspension. Course the steward would always say no way but if it werdnt for the union how many actual decent employees would be canned because mgmt couldnt handle a few misloads here and there. Gimme a break.
Look, maybe I was a little hard on brownIEman.
He's obviously very passionate about his business.
Why wouldn't he be?
He has alot to lose.
He has alot invested.
These part timers don't.
This is what's missing.
When I started as a young man in the 80's at $8/hr it was good money.
Better than 2 1/2 times the minimum wage of the day.
Young, strong, smart college kids fought to get and keep these jobs.
There was no need for a management person with a title, that contained the word retension, like there is today.
Take a look around now and what do you see?
I know what I see, a revolving door.
Pride doesn't pay the bills and accolades aren't what these people are looking for.
Make these jobs more lucrative like they were long ago and people will achieve goals and stick around for more than a couple of months.
They may even fear losing their job, the ultimate motivator.
If these preloaders want more money, take it from their benefits.
I don't think it had anything to do with being hard on IE man. I don't agree with your argument that the loader would do a better job if he was paid more. He still took the job because he needed it. Many of your part timers are at ups busting their rears in trailers because they did not have any other options. So the guys we get we teach how to work. The guy going to MIT is still not going to load trailers just because we now pay him 15 an hour. When I started part timers started at 12 bucks an hour. They still threw plenty of misloads.
I disagree with your premise that you cannot take pride in your work making 8.50 or less an hour. Some of the work I am most proud of in my life, I did not get paid a dime for.
Was this prideful work of yours tedious and redundant and did you do it day after week after month after year?
Did you ever consider that your attitude is possibly exceptional?
By definition unlike the majority?
But set that aside. For the sake of argument, lets say I agree we pay starting preloaders way too little and cannot ask them to strive to do a good job.
The real problem I have with that hypothosis, is that it runs counter to what I see on a daily basis. In my preload operations, by and large the newer folks (no one with less than a year) are more likely to actually take pride in their work and try to do a good job. It is the ones who have been around for years, decades in some cases, and are making better than $20/hour that are more likely to be slugs who don't care about making good service or improving their work performance.
No problem with my hypothesis. The part time employees I'm targeting are college kids. Employees not looking to make a career of a part time job. A quality paying part time job to get them through school. They graduate and then move on. I think the fact that a person would stick around for twenty years in a part time capacity, foregoing a full time opportunity, in most cases speaks volumes in itself. Not all cases, so everybody relax.
I have spoken several times here about my belief that there should be a two-tiered pay scale for PT employees, one for employees w/benefits and the other for those without.
If your in a decent sized hub...1 for 4,000 is cake
What's funny is managements "selective hearing". It can't be anything that management is doing or not doing, just insulant hourlies. Neither myself nor Sober said it couldn't be done, rather listed some mitigating factors. What a burden your life of omnipotence must be.LOL, funny isn't it. I got bubble speaking on money motivates results and sober with his long winded hate the company rants and yo and behold some guys that actually do the job say why yes we can do it.
steward told them no way? I didn't know stewards had to approve or disapprove warning letters? How many did your steward approve?