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<blockquote data-quote="UPS Lifer" data-source="post: 362082" data-attributes="member: 9789"><p>This is true - however, there are regional variations of a general guideline due to climate etc. For example, in some districts, it is OK to wear certain types of jackets or headgear as well as shoes in other districts, the outer wear would be inappropriate and frowned on. (1st hand knowledge). I worked in a district that had mountains and snow and also desert similar to AZ. Things change by climate zone. </p><p></p><p>Also - as a company we have had to adjust to various changes in our workforce that influence appearance, such as popular or current fashion grooming guidelines, women, religious beliefs and now with the X & Y generations - tats, as well as safety issues! </p><p></p><p>Regions are given broad guidelines from the corporate level and interpretations are made by the Region HR team along with the staff. Regions feed info back up to corporate and adjustments are made. </p><p></p><p>These changes feed back downstream through posters, PCM's, meetings, training sessions and new procedures during the hiring process. </p><p></p><p>Each district & operation handles infractions from the local perspective. Some operations put more emphasis on training and/or discipline.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 362082, member: 9789"] This is true - however, there are regional variations of a general guideline due to climate etc. For example, in some districts, it is OK to wear certain types of jackets or headgear as well as shoes in other districts, the outer wear would be inappropriate and frowned on. (1st hand knowledge). I worked in a district that had mountains and snow and also desert similar to AZ. Things change by climate zone. Also - as a company we have had to adjust to various changes in our workforce that influence appearance, such as popular or current fashion grooming guidelines, women, religious beliefs and now with the X & Y generations - tats, as well as safety issues! Regions are given broad guidelines from the corporate level and interpretations are made by the Region HR team along with the staff. Regions feed info back up to corporate and adjustments are made. These changes feed back downstream through posters, PCM's, meetings, training sessions and new procedures during the hiring process. Each district & operation handles infractions from the local perspective. Some operations put more emphasis on training and/or discipline. [/QUOTE]
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