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<blockquote data-quote="Ricochet1a" data-source="post: 1134158" data-attributes="member: 22880"><p>I don't doubt how quickly you got into the cargo area once you were on top of your vehicle.</p><p></p><p>Given the nature of the incident, I'd have to advise AGAINST giving any more details of the incident openly here - FedEx does read this forum.... utilize PM to posters to whom you may have questions regarding your potential course of action in this incident. </p><p></p><p>I won't be able to rapidly respond to PMs this AM, but later tonight I should have time to engage in an exchange in PMs if that is something you'd be interested in. I'm going to assume that you are on paid admin suspension today, so you should have time to craft your written statement. Start working on it using the pointers I gave above. </p><p></p><p>You want to have that prepared written statement to bring in with you PRIOR to actually going back to work. You can merely hand them the written statement you craft today (protecting yourself to the upmost), and then let them ask all the questions they are most certainly going to want answers to. STICK TO YOUR STATEMENT, don't deviate from it. Any deviation from your written statement will weaken your position. </p><p></p><p>After that, they will hand you the already prepared form of discipline that HR has agreed to (it is funny, the discipline to be handed out is ALREADY created before they start asking you questions in most cases, they only ask you questions in order to get you to self-incriminate or to trip you up on your written statement). </p><p></p><p>If you were handed any sort of documentation regarding the LAST time you were in this situation, this will be CRITICAL towards your defense. If you were 'congratulated' in any way in written form by your manager for the last incident, they CANNOT penalize you for taking the same course of action this time. This is the one time where I see a "positive" OLCC being in your file for the previous incident, being a classic 'get out of jail free' card for this incident. If your manager (the last time) made any sort of public statement in front of your work group before, showing your previous incident in a positive light, that will work in your favor to prevent any real action from being taken against you (<em>the last time, I was congratulated for my 'rapid thinking', so this time, I did it again thinking it was correct...</em>). </p><p></p><p>You are going to do EVERYTHING you can in your written statement and when 'interrogated' by management, to demonstrate that your actions were motivated by a desire to make service and were NOT malicious in any way. You want this to come down to an evaluation as to your judgment (as faulty as it may appear) was driven to accomplish your task to the upmost of your abilities and instruction - NOT as Express viewing you as acting maliciously. </p><p></p><p>The damage to the truck was insignificant in real terms (I've seen worse that wasn't malicious). I don't see Express trying to terminate your employment over this. Unless you can produce documentation for the prior incident which gives you an "atta boy', I see Express giving you at worse a Warning Letter (no unpaid time off), at best an OLCC.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 1134158, member: 22880"] I don't doubt how quickly you got into the cargo area once you were on top of your vehicle. Given the nature of the incident, I'd have to advise AGAINST giving any more details of the incident openly here - FedEx does read this forum.... utilize PM to posters to whom you may have questions regarding your potential course of action in this incident. I won't be able to rapidly respond to PMs this AM, but later tonight I should have time to engage in an exchange in PMs if that is something you'd be interested in. I'm going to assume that you are on paid admin suspension today, so you should have time to craft your written statement. Start working on it using the pointers I gave above. You want to have that prepared written statement to bring in with you PRIOR to actually going back to work. You can merely hand them the written statement you craft today (protecting yourself to the upmost), and then let them ask all the questions they are most certainly going to want answers to. STICK TO YOUR STATEMENT, don't deviate from it. Any deviation from your written statement will weaken your position. After that, they will hand you the already prepared form of discipline that HR has agreed to (it is funny, the discipline to be handed out is ALREADY created before they start asking you questions in most cases, they only ask you questions in order to get you to self-incriminate or to trip you up on your written statement). If you were handed any sort of documentation regarding the LAST time you were in this situation, this will be CRITICAL towards your defense. If you were 'congratulated' in any way in written form by your manager for the last incident, they CANNOT penalize you for taking the same course of action this time. This is the one time where I see a "positive" OLCC being in your file for the previous incident, being a classic 'get out of jail free' card for this incident. If your manager (the last time) made any sort of public statement in front of your work group before, showing your previous incident in a positive light, that will work in your favor to prevent any real action from being taken against you ([I]the last time, I was congratulated for my 'rapid thinking', so this time, I did it again thinking it was correct...[/I]). You are going to do EVERYTHING you can in your written statement and when 'interrogated' by management, to demonstrate that your actions were motivated by a desire to make service and were NOT malicious in any way. You want this to come down to an evaluation as to your judgment (as faulty as it may appear) was driven to accomplish your task to the upmost of your abilities and instruction - NOT as Express viewing you as acting maliciously. The damage to the truck was insignificant in real terms (I've seen worse that wasn't malicious). I don't see Express trying to terminate your employment over this. Unless you can produce documentation for the prior incident which gives you an "atta boy', I see Express giving you at worse a Warning Letter (no unpaid time off), at best an OLCC. [/QUOTE]
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