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Telematics...UPS is wiring your truck
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<blockquote data-quote="HEFFERNAN" data-source="post: 468798" data-attributes="member: 11315"><p>They can easily watch patterns, for instance everytime you do a certain neighborhood, you have the bulkhead door open. When you take lunch in the truck, do you leave it running. When you are delivering in a plaza, is your bulkhead door open, when you deliver 4 consignees.</p><p> </p><p>It is these patterns that you do as a driver, that when they need to make an example out of you, they will have a management person hanging around with a video camera to catch you on video, which in turn makes it a fireable incident.</p><p> </p><p>The union dropped the ball on this. UPS was more than happy to let the union have their way with electronic monitoring not being disiplined. When you piss off the center manager, he will know where, when and how to catch you. The union let these things in the contract, and didnt think it all the way.</p><p> </p><p>You can have a driver 85% seat belt use, as long as you play by their rules, they don't have a reason to fire you. You can have a steward at 99%, and they will catch you that 1% of the time and fire you. The union can't set a precedent that the 85% driver didn't get fired because the contract says electronic monitoring is inadmissable.</p><p> </p><p>There will be many threads on this subject in the future, guaranteed !!!</p></blockquote><p></p>
[QUOTE="HEFFERNAN, post: 468798, member: 11315"] They can easily watch patterns, for instance everytime you do a certain neighborhood, you have the bulkhead door open. When you take lunch in the truck, do you leave it running. When you are delivering in a plaza, is your bulkhead door open, when you deliver 4 consignees. It is these patterns that you do as a driver, that when they need to make an example out of you, they will have a management person hanging around with a video camera to catch you on video, which in turn makes it a fireable incident. The union dropped the ball on this. UPS was more than happy to let the union have their way with electronic monitoring not being disiplined. When you piss off the center manager, he will know where, when and how to catch you. The union let these things in the contract, and didnt think it all the way. You can have a driver 85% seat belt use, as long as you play by their rules, they don't have a reason to fire you. You can have a steward at 99%, and they will catch you that 1% of the time and fire you. The union can't set a precedent that the 85% driver didn't get fired because the contract says electronic monitoring is inadmissable. There will be many threads on this subject in the future, guaranteed !!! [/QUOTE]
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