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<blockquote data-quote="Ricochet1a" data-source="post: 988390" data-attributes="member: 22880"><p>Management DOESN'T want you to know what is policy and what isn't - your "ignorance" empowers them to do whatever they think they can get away with. </p><p></p><p>You need to take the time (you'll most likely have to do this on your time - but with all the split shifts coming, you'll have it), to get a copy of PEOPLE and READ it, front to back. Once you've read it, read it AGAIN. </p><p></p><p>By doing this, you will know specifically what Express can do to you, and what little protection you do have from local management trying to play games.</p><p></p><p>As it stands, there isn't a hell of a lot left that protects the employee from management - those sections of PEOPLE have been gradually eliminated over the years. Managers have broad discretion now to do pretty much as they please, if they can put it under "operational need". There are a few protections left (vacation bidding being one), but most of the policies which protected the employee from being "jerked around" are no longer in PEOPLE. </p><p></p><p>With the current attempts to eliminate overtime, I'm still trying to get information as to whether the policy on handing out additional shifts is going to be changed (seniority assignment WITHOUT regard to others total hours worked). </p><p></p><p>Most managers haven't read PEOPLE front to back - they are "familiar" with the contents, but in most cases, they end up calling HR to get a definitive ruling on something. </p><p></p><p>Don't expect that by reading PEOPLE you'll be able to act as a "HR lawyer" and get things to work your way. On occasion (in the past) employees could and did get management to back down on local policies which were in direct conflict with PEOPLE. This has all changed, since PEOPLE has been heavily modified in the past 5-10 years, to eliminate those pesky protections that wage employees had. Still, it is better to know what the actual corporate policy is, rather than "trusting" your manager.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 988390, member: 22880"] Management DOESN'T want you to know what is policy and what isn't - your "ignorance" empowers them to do whatever they think they can get away with. You need to take the time (you'll most likely have to do this on your time - but with all the split shifts coming, you'll have it), to get a copy of PEOPLE and READ it, front to back. Once you've read it, read it AGAIN. By doing this, you will know specifically what Express can do to you, and what little protection you do have from local management trying to play games. As it stands, there isn't a hell of a lot left that protects the employee from management - those sections of PEOPLE have been gradually eliminated over the years. Managers have broad discretion now to do pretty much as they please, if they can put it under "operational need". There are a few protections left (vacation bidding being one), but most of the policies which protected the employee from being "jerked around" are no longer in PEOPLE. With the current attempts to eliminate overtime, I'm still trying to get information as to whether the policy on handing out additional shifts is going to be changed (seniority assignment WITHOUT regard to others total hours worked). Most managers haven't read PEOPLE front to back - they are "familiar" with the contents, but in most cases, they end up calling HR to get a definitive ruling on something. Don't expect that by reading PEOPLE you'll be able to act as a "HR lawyer" and get things to work your way. On occasion (in the past) employees could and did get management to back down on local policies which were in direct conflict with PEOPLE. This has all changed, since PEOPLE has been heavily modified in the past 5-10 years, to eliminate those pesky protections that wage employees had. Still, it is better to know what the actual corporate policy is, rather than "trusting" your manager. [/QUOTE]
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