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<blockquote data-quote="UPS Lifer" data-source="post: 563682" data-attributes="member: 9789"><p>Sober,</p><p>I understand your frustration and that of the driver...</p><p></p><p>I referenced reasonable - It goes both ways. I can't say if the manager is reasonable or not without doing an independent investigation. As a steward you should be able to review the documentation they have along with the driver being present. If this ever goes to the next step (suspension) this will all come into play. </p><p></p><p>Is he being singled out? Are there other drivers with more flagrant production problems who do not have warning letters? </p><p></p><p>I realize you feel that it should not have gone this far .... but now it has and you have to go on the defensive. If you are right, KARMA will come into play for the management team. </p><p></p><p>I used to have to do serious service failure investigations for my district and I found out that there are many layers of the onion that you have to continue to peel to get to the truth. Continue to peel back those layers and this will give you the best chance to defend the driver. </p><p></p><p>Things to look act - (you may not be able to do this at the warning stage but you will if it goes any further.....</p><p></p><p>How long since the last TS</p><p>Previous drivers history</p><p>How much has area changed</p><p>Utility driver performance</p><p>Look at all areas such as Dannyboy suggested</p><p>Get a list of the other drivers who are over-allowed and are worse than this driver and what their OJSes found and any discipline</p><p>As you peel back these layers other layers will surface and you will ultimately get to the truth. </p><p></p><p></p><p>I know there are people out there that wonder why a retired manager would give this kind of ammo to the "other side". </p><p></p><p>If the management team was "reasonable" you will find it very hard to punch holes in their case. If the opposite is true ... I can not and will not defend those actions. When it comes right down to it ... we are/were all employees of the same company, and what is good for the goose is good for the gander. The longer I worked at UPS the wisdom I gained taught me that if you go to work every day expecting a battle that is exactly what you are going to get. </p><p></p><p>Wisdom also taught me that there is no "other side". We all want the same thing and we need each other to get it.</p><p></p><p>IMO this is what transparency is all about.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 563682, member: 9789"] Sober, I understand your frustration and that of the driver... I referenced reasonable - It goes both ways. I can't say if the manager is reasonable or not without doing an independent investigation. As a steward you should be able to review the documentation they have along with the driver being present. If this ever goes to the next step (suspension) this will all come into play. Is he being singled out? Are there other drivers with more flagrant production problems who do not have warning letters? I realize you feel that it should not have gone this far .... but now it has and you have to go on the defensive. If you are right, KARMA will come into play for the management team. I used to have to do serious service failure investigations for my district and I found out that there are many layers of the onion that you have to continue to peel to get to the truth. Continue to peel back those layers and this will give you the best chance to defend the driver. Things to look act - (you may not be able to do this at the warning stage but you will if it goes any further..... How long since the last TS Previous drivers history How much has area changed Utility driver performance Look at all areas such as Dannyboy suggested Get a list of the other drivers who are over-allowed and are worse than this driver and what their OJSes found and any discipline As you peel back these layers other layers will surface and you will ultimately get to the truth. I know there are people out there that wonder why a retired manager would give this kind of ammo to the "other side". If the management team was "reasonable" you will find it very hard to punch holes in their case. If the opposite is true ... I can not and will not defend those actions. When it comes right down to it ... we are/were all employees of the same company, and what is good for the goose is good for the gander. The longer I worked at UPS the wisdom I gained taught me that if you go to work every day expecting a battle that is exactly what you are going to get. Wisdom also taught me that there is no "other side". We all want the same thing and we need each other to get it. IMO this is what transparency is all about. [/QUOTE]
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