What I do have a problem with...is when a person is fired for "dishonesty" for no other reason than they had the best of intentions but were put into an impossible situation and set up to fail by the same management team that then turns around and whacks them for cutting whatever corners were necessary in order to make that impossible situation work.
The problem originated with managements calculated and intentional decision to overdispatch this employee; but rather than be the "bad guy" and force the problem to be corrected by alowing it to fail, these well-meaning employees will cheat in order to make it work. In many cases they honestly feel that they are doing the right thing by being a "team player", and quite often their management team will do nothing at all to dispel that illusion.... that is, until the s$%t hits the fan and Loss Prevention gets involved. At that point, the employee will be tossed under the bus by the very same people who put him in that situation to begin with!
....it is hypoctical to fire him while letting off scot-free the very management people who set him up to fail in the first place.
This response is in line with my feelings that motivated me to start this thread.
The situation quoted above has become the norm at my center. I fear that, as IE tightens the screws and the climate surrounding the share price becomes harsher, this situation (
heat, really) will become the norm at your center.
I had a pupose for I starting this discussion: I really want to advise my coworkers to do things the way you were trained 100% of the time and cover your butts (in writing (i.e. ODS and your detailed written records)) if a service failure is pending.
I know that most of you know this, but I have worked for UPS over 15 years and I thought that doing things right 99.999% of the time was OK. It's not. That .001% will be magnified and put under a spotlight. The supes have so much heat on them that they
have to throw you under the bus in order to preserve their own job.
So from never being late to never calling in sick to always using all of the 340 points to conforming to their "flavor of the month" (e.g. send agains, no unscheduled pickups) to driving and parking legally,
let's not give management the pleasure of firing us.
I wonder what they would do if all employees did the above all of the time. Go after each other? Another round of supervisor layoffs? Find some way to tighten the screws more?
Would it be a good idea for us to keep written details about
management's activities and let our steward know that such records are at his or her disposal, or is that going too far?