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UPS Union Issues
Temporary Cover Driver??
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<blockquote data-quote="BrownShark" data-source="post: 335772" data-attributes="member: 12148"><p>Rocky,</p><p> </p><p>you said:</p><p></p><p> </p><p>Thanks for a good laugh. </p><p> </p><p> </p><p>This isnt a case of the COMPANY acting in its best interests, its a case of an OPERATOR acting in his best interests. Using a "Ghost" employee to cheat on numbers in order make false impressions of success is demonstration of dishonesty.</p><p> </p><p>If you read my posts, then calculated the potential monetary liabilities on the company, you would have a different opinion.</p><p> </p><p>However, I think we already established that you dont take the time to take comprehension into consideration and merely post sentences to fill your time.</p><p> </p><p>At a regional level, a case like this is not an ACCEPTED practice. Its an easy sell to trade off an operator for a reasonable settlement and make the case go away.</p><p> </p><p>The company will always lay the axe down on the neck of the manager/operator responsible for costing the company 10's of thousands of dollars in pay to employees because of a dishonest act.</p><p> </p><p>Its called fairness. If an employee manipulates the diad board, mileage or steals time, the company is quick to discharge the employee for dishonesty.</p><p> </p><p>The same applies at UPS. The outcomes of dishonesty set a precedent for future cases.</p><p> </p><p>If you are willing to go on the record on behalf of the company and state that they dont care about the employees and are willing to do things "<strong>out of contract" </strong>to protect shareholders, then please, state your case.</p><p> </p><p>If not, I will repeat to you what I said before, "say something of substance"</p><p> </p><p>UPS wife posted this thread for advice, not your limited insight as a part time preloader of 3 months.</p><p> </p><p>Posting rhetoric from some dude who gave you Union advice or comments on the actions of unions and company behavior has no part in this thread.</p><p> </p><p>Try and realize your insight is limited and you actually have NO experience with the Teamsters or National language or its applications.</p><p> </p><p>Stick on the topic at hand. I posted all the language that would apply and the interpretations thereof, you have provided nothing to the debate.</p><p> </p><p>I still dont understand why if your no longer a UPS part timer, and moved on with your life, why are you still posting on a board where current employees are asking other current UPS employees for advice?</p><p> </p><p>I dont recall UPS wife asking for advice from someone living in grandmas basement working at starbucks on weekends?</p><p> </p><p>Peace<img src="/community/styles/default/xenforo/smilies/FeltTip/peaceful.png" class="smilie" loading="lazy" alt=":peaceful:" title="Peaceful :peaceful:" data-shortname=":peaceful:" /></p></blockquote><p></p>
[QUOTE="BrownShark, post: 335772, member: 12148"] Rocky, you said: Thanks for a good laugh. This isnt a case of the COMPANY acting in its best interests, its a case of an OPERATOR acting in his best interests. Using a "Ghost" employee to cheat on numbers in order make false impressions of success is demonstration of dishonesty. If you read my posts, then calculated the potential monetary liabilities on the company, you would have a different opinion. However, I think we already established that you dont take the time to take comprehension into consideration and merely post sentences to fill your time. At a regional level, a case like this is not an ACCEPTED practice. Its an easy sell to trade off an operator for a reasonable settlement and make the case go away. The company will always lay the axe down on the neck of the manager/operator responsible for costing the company 10's of thousands of dollars in pay to employees because of a dishonest act. Its called fairness. If an employee manipulates the diad board, mileage or steals time, the company is quick to discharge the employee for dishonesty. The same applies at UPS. The outcomes of dishonesty set a precedent for future cases. If you are willing to go on the record on behalf of the company and state that they dont care about the employees and are willing to do things "[B]out of contract" [/B]to protect shareholders, then please, state your case. If not, I will repeat to you what I said before, "say something of substance" UPS wife posted this thread for advice, not your limited insight as a part time preloader of 3 months. Posting rhetoric from some dude who gave you Union advice or comments on the actions of unions and company behavior has no part in this thread. Try and realize your insight is limited and you actually have NO experience with the Teamsters or National language or its applications. Stick on the topic at hand. I posted all the language that would apply and the interpretations thereof, you have provided nothing to the debate. I still dont understand why if your no longer a UPS part timer, and moved on with your life, why are you still posting on a board where current employees are asking other current UPS employees for advice? I dont recall UPS wife asking for advice from someone living in grandmas basement working at starbucks on weekends? Peace:peaceful: [/QUOTE]
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