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<blockquote data-quote="UPS Lifer" data-source="post: 611790" data-attributes="member: 9789"><p>Red,</p><p>Based on what you have stated, it sounds to me that a management investigation and possibly a change is probably warranted, especially because the other centers are not going through the same problems as your center is. </p><p></p><p>Posting the payroll (or any other document) and highlighting names is harassment unless all names are highlighted. Everyone has to be treated the same. </p><p></p><p>Following you every day is also harassment unless they follow every driver every day. You see where I am going with this. </p><p></p><p>I still say you should file the police report - I have not heard you say that you have done that. You should send a letter to your Region HR manager and Corporate HR using UPS letter so it can be tracked or return receipt with signature requested. </p><p></p><p>As you say - it is only your center - Have you tried sitting down with the Division Manager? Maybe he just does not realize how bad it really is in your center. If nothing else, it will show how complicit he is in the process, especially if he doe not "open the door" to you. </p><p></p><p>I like the idea about power in numbers. But not sure if BC is the right approach. </p><p></p><p>How many of your fellow drivers do you think you can get to sign a letter and send it to Corporate HR with all the different situations documented very concisely - (one liners with meat)?</p><p></p><p>Also - Where the hell is the union in all of this? It seems to me that your incident is now the tipping point and many things need to be addressed. There should be a least one BA and a steward hanging in your center questioning your fellow drivers and getting statements of the behavior you are talking about. </p><p></p><p> This will definitely get noticed by upper management. A good BA has enough power to sit down with the District Manager if necessary. You have already discussed all the outstanding grievances. The District Labor Manager may also need to be involved as well. </p><p></p><p>I really believe these are options that will get you noticed. It sounds to me that there needs to be a sit down with your management team and upper management and the drivers with action steps that address these issues. If handled properly, these are issues that can be fixed very easily.</p><p>Keep us informed...</p><p></p><p>Take this to your BA and not your steward. If they fail to represent you, you can take action against them as well.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 611790, member: 9789"] Red, Based on what you have stated, it sounds to me that a management investigation and possibly a change is probably warranted, especially because the other centers are not going through the same problems as your center is. Posting the payroll (or any other document) and highlighting names is harassment unless all names are highlighted. Everyone has to be treated the same. Following you every day is also harassment unless they follow every driver every day. You see where I am going with this. I still say you should file the police report - I have not heard you say that you have done that. You should send a letter to your Region HR manager and Corporate HR using UPS letter so it can be tracked or return receipt with signature requested. As you say - it is only your center - Have you tried sitting down with the Division Manager? Maybe he just does not realize how bad it really is in your center. If nothing else, it will show how complicit he is in the process, especially if he doe not "open the door" to you. I like the idea about power in numbers. But not sure if BC is the right approach. How many of your fellow drivers do you think you can get to sign a letter and send it to Corporate HR with all the different situations documented very concisely - (one liners with meat)? Also - Where the hell is the union in all of this? It seems to me that your incident is now the tipping point and many things need to be addressed. There should be a least one BA and a steward hanging in your center questioning your fellow drivers and getting statements of the behavior you are talking about. This will definitely get noticed by upper management. A good BA has enough power to sit down with the District Manager if necessary. You have already discussed all the outstanding grievances. The District Labor Manager may also need to be involved as well. I really believe these are options that will get you noticed. It sounds to me that there needs to be a sit down with your management team and upper management and the drivers with action steps that address these issues. If handled properly, these are issues that can be fixed very easily. Keep us informed... Take this to your BA and not your steward. If they fail to represent you, you can take action against them as well. [/QUOTE]
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