Discretionary Days Canceled? - Brown Cafe

writer · 10-10-2008, 08:50 AM

Any other sups have this happen? Our side of the center got a new manager this week. Ours went to DPS. The operations manager told us any arrangements we had with our former manager were no good now. On my belt I have another sup with me. He had a discretionary day for today I had this coming Monday. We were told we couldn't have them and had to schedule new ones, with both of us having plans. I think this was just wrong.

westsideworma · 10-10-2008, 08:59 AM

nope, never heard of this one though I've only been a supe just over a year so that may not be surprising (I've had the same manager the whole time). I don't know about that. I'd take it up with HR or wait for a more senior supe to answer with some better advice. It doesn't sound right to me. People from other buildings have come to work here and they got to keep their previously scheduled D-days from their former building...so I dunno.

I tell my FT supe when I want days off and I usually get them barring one of the other belt supes necessary to our center being out. I've yet to be denied one for any other reason than that.

IDoLessWorkThanMost · 10-10-2008, 11:12 AM

Quote:

Originally Posted by writer

Any other sups have this happen? Our side of the center got a new manager this week. Ours went to DPS. The operations manager told us any arrangements we had with our former manager were no good now. On my belt I have another sup with me. He had a discretionary day for today I had this coming Monday. We were told we couldn't have them and had to schedule new ones, with both of us having plans. I think this was just wrong.

Operations manager? Is this just the Center Manager level? I thought vaca and personal days were filtered through D.M.?

writer · 10-10-2008, 07:27 PM

Quote:

Originally Posted by IDoLessWorkThanMost

Operations manager? Is this just the Center Manager level? I thought vaca and personal days were filtered through D.M.?

Not sure. Different centers seem to call things differently. We have 3 centers within out large one. Two manages, one over 2 sides. Then the part supes under those. Above them is one guy, the manager over all of preload. This is who I am referring to. He always wants to exert his power over everyone else.

drewed · 10-10-2008, 07:33 PM

Why did you get a new manager? If it was under bad circumstances he could have learned of why and doesnt want to follow suit by being a hardass and pulling in the reigns on his sups.

IDoLessWorkThanMost · 10-10-2008, 09:39 PM

Quote:

Originally Posted by writer

Not sure. Different centers seem to call things differently. We have 3 centers within out large one. Two manages, one over 2 sides. Then the part supes under those. Above them is one guy, the manager over all of preload. This is who I am referring to. He always wants to exert his power over everyone else.

I don't really understand this so I'll leave it to someone on the "dark side"

writer · 10-11-2008, 11:16 AM

Quote:

Originally Posted by drewed

Why did you get a new manager? If it was under bad circumstances he could have learned of why and doesnt want to follow suit by being a hardass and pulling in the reigns on his sups.

They get moved here about every year.

writer · 10-11-2008, 11:20 AM

Quote:

Originally Posted by IDoLessWorkThanMost

I don't really understand this so I'll leave it to someone on the "dark side"

OK, this is quite simple.

We have the whole center consisting of 7 loading belts. 3 of those are Metro Center. 2 are North Center, consisting of everything north of Metro and the city. We have another center which is a large suburb of the Metro area. 3 Centers. The Metro Center has a manager and the other 2 have a manager. The operations manager is over them and the whole thing, including unload.

The Metro manager changed. We lost our days and had to schedule them again. So said the operations manager, who didn't like the former manager we had.

outta hours · 10-11-2008, 01:11 PM

Makes me glad that I'm in the union. If UPS treats their own supervisors this poorly how much worse would they treat us without the union?

IDoLessWorkThanMost · 10-11-2008, 01:25 PM

Quote:

Originally Posted by writer

OK, this is quite simple.

We have the whole center consisting of 7 loading belts. 3 of those are Metro Center. 2 are North Center, consisting of everything north of Metro and the city. We have another center which is a large suburb of the Metro area. 3 Centers. The Metro Center has a manager and the other 2 have a manager. The operations manager is over them and the whole thing, including unload.

The Metro manager changed. We lost our days and had to schedule them again. So said the operations manager, who didn't like the former manager we had.

I'm sorry, I didn't mean so much I didn't understand what you were saying about the days, more about your operation. As in who brought the hammer of death to your days off.
If I were you, take the day anyway.
Of course there may be a good reason for the actions taken by the new manager. It could just be an ego-trip, arrogance move too. Chances are it's the latter, but it really doesn't matter. Take the day and stand up for yourself, is what I'd do. You earned it and maybe NEED it! (doctors appt, etc etc)

atatbl · 10-11-2008, 01:47 PM

Quote:

Originally Posted by writer

OK, this is quite simple.

We have the whole center consisting of 7 loading belts. 3 of those are Metro Center. 2 are North Center, consisting of everything north of Metro and the city. We have another center which is a large suburb of the Metro area. 3 Centers. The Metro Center has a manager and the other 2 have a manager. The operations manager is over them and the whole thing, including unload.

The Metro manager changed. We lost our days and had to schedule them again. So said the operations manager, who didn't like the former manager we had.

Are your "center managers" actually what we refer to as full time supervisors? And is your "operations manager" actually the preload manager? Any easy way to answer this is to note if at about 5am-7am three different people wearing suits come to each one of those three centers. I have no idea why a center manager would cover 2 centers in one building. It doesn't make any sense... on the preload end there could be a good reason, but those would be full time sups.

Anyways, if I am correct about the different semantics here, you have a solution. Actually two. One, go to the center manager you know best (which I no presume is none, so we will stop this solution.) Second, find out who the division manager is. Ask for a minute of his/her time. Tell him/her IN THE MOST PROFESSIONAL MANNER you can that you are getting the shaft and wanted to take it up the chain of command and use the open door policy. Let us know how it works.

over9five · 10-11-2008, 01:54 PM

Quote:

Originally Posted by outta hours

Makes me glad that I'm in the union. If UPS treats their own supervisors this poorly how much worse would they treat us without the union?

Rep that! 100% agree!

You better just tuck your tail between your legs and do what your told, Writer. I DO NOT mean any offense by that, simply said you have zero protection against losing your job over this. Cancel whatever you had planned and reschedule with the approval of the new guy.

writer · 10-11-2008, 02:40 PM

Quote:

Originally Posted by IDoLessWorkThanMost

I'm sorry, I didn't mean so much I didn't understand what you were saying about the days, more about your operation. As in who brought the hammer of death to your days off.
If I were you, take the day anyway.
Of course there may be a good reason for the actions taken by the new manager. It could just be an ego-trip, arrogance move too. Chances are it's the latter, but it really doesn't matter. Take the day and stand up for yourself, is what I'd do. You earned it and maybe NEED it! (doctors appt, etc etc)

It wasn't the new manager on our side. If all our centers used the same language it would make this much easier. I guess it is what you guys are calling full time supes. The Division Manager is over everything here. I am talking ab out the guy over all of preload. HE said when the other guy got moved, we no longer had any arrangements we had made, including discretionary days. We had to choose different days. Which makes NO sense. It is a power play because he didn't like our other one.

writer · 10-11-2008, 02:41 PM

Quote:

Originally Posted by atatbl

Are your "center managers" actually what we refer to as full time supervisors? And is your "operations manager" actually the preload manager? Any easy way to answer this is to note if at about 5am-7am three different people wearing suits come to each one of those three centers. I have no idea why a center manager would cover 2 centers in one building. It doesn't make any sense... on the preload end there could be a good reason, but those would be full time sups.

Anyways, if I am correct about the different semantics here, you have a solution. Actually two. One, go to the center manager you know best (which I no presume is none, so we will stop this solution.) Second, find out who the division manager is. Ask for a minute of his/her time. Tell him/her IN THE MOST PROFESSIONAL MANNER you can that you are getting the shaft and wanted to take it up the chain of command and use the open door policy. Let us know how it works.

Yes. But NO ONE wears suits here. lol Not even the Division Manager.

writer · 10-11-2008, 02:43 PM

We had a PT Supe go to HR about this same guy a few weeks ago. Guess what? She went right to the guy and told him what was said. Nothing was done but that. Then the PT Supe got called on it the next morning in our meeting in front of everyone.

atatbl · 10-11-2008, 02:46 PM

Quote:

Originally Posted by writer

It wasn't the new manager on our side. If all our centers used the same language it would make this much easier. I guess it is what you guys are calling full time supes. The Division Manager is over everything here. I am talking ab out the guy over all of preload. HE said when the other guy got moved, we no longer had any arrangements we had made, including discretionary days. We had to choose different days. Which makes NO sense. It is a power play because he didn't like our other one.

OK, now that makes sense (as far as rankings). Take my suggestion. It will get you what you want. If you do it PROFESSIONALLY and maybe even inform the preload manager you are going up the chain there won't be backlash.

atatbl · 10-11-2008, 02:48 PM

Quote:

Originally Posted by writer

We had a PT Supe go to HR about this same guy a few weeks ago. Guess what? She went right to the guy and told him what was said. Nothing was done but that. Then the PT Supe got called on it the next morning in our meeting in front of everyone.

You don't need HR to solve the problems. What you need is for them to do what most of us are too lazy to do. They document everything for much more important purposes than most of us have for talking to them. Asking the right questions to HR will, in turn, cause them to ask you questions back. This is where the game is really played.

writer · 10-11-2008, 02:59 PM

Quote:

Originally Posted by atatbl

OK, now that makes sense (as far as rankings). Take my suggestion. It will get you what you want. If you do it PROFESSIONALLY and maybe even inform the preload manager you are going up the chain there won't be backlash.

Kinda funny, he has been told this. He is known around here as not giving a damn, and he doesn't. He calls loaders names constantly and no one ever does anything. He was walked out one time by the Regional Manager for talking back to him/her. He got to come back. Go figure. We now just let him talk and go to our belts and do our jobs and go home. LOL

atatbl · 10-11-2008, 03:10 PM

Quote:

Originally Posted by writer

Kinda funny, he has been told this. He is known around here as not giving a damn, and he doesn't. He calls loaders names constantly and no one ever does anything. He was walked out one time by the Regional Manager for talking back to him/her. He got to come back. Go figure. We now just let him talk and go to our belts and do our jobs and go home. LOL

OK. That is called batsh!t crazy. Usually the company will let people like that stay because they do SOMETHING right. And it is probably important that it gets done right. In that case, let him push the envelope with other people. You really don't have much of a chance (as a PT sup) to win a battle with him, UNLESS he does something completely batsh!t crazy like hit you (or hit ON you).

Lay low, he will eventually piss someone off that holds a bigger stick than you do and can win a battle with him.

rocket man · 10-11-2008, 03:33 PM

every day latley seems to be discretionary as soon as you enter the bldg.

writer · 10-12-2008, 08:46 AM

Quote:

Originally Posted by atatbl

OK. That is called batsh!t crazy. Usually the company will let people like that stay because they do SOMETHING right. And it is probably important that it gets done right. In that case, let him push the envelope with other people. You really don't have much of a chance (as a PT sup) to win a battle with him, UNLESS he does something completely batsh!t crazy like hit you (or hit ON you).

Lay low, he will eventually piss someone off that holds a bigger stick than you do and can win a battle with him.

Right on the money here. He does it by bullying people and gets away with it. Preload numbers are good and he will write up a preloader for 3+ midloads and give suspensions! For 3!

BrownSuit · 10-12-2008, 06:21 PM

Quote:

Originally Posted by writer

Any other sups have this happen? Our side of the center got a new manager this week. Ours went to DPS. The operations manager told us any arrangements we had with our former manager were no good now. On my belt I have another sup with me. He had a discretionary day for today I had this coming Monday. We were told we couldn't have them and had to schedule new ones, with both of us having plans. I think this was just wrong.

It seems to reason that any arrangement that you had with the prior manager would still be in place. This is why you would want these things in writing (e-mail) that it is valid.

Just put your time in, let them know it's in writing, you've got plans and unless something operationally has changed . . . You'll get written up for it, take it to HR and when they don't do anything, take it to the district level.

atatbl · 10-12-2008, 08:49 PM

Quote:

Originally Posted by BrownSuit

It seems to reason that any arrangement that you had with the prior manager would still be in place. This is why you would want these things in writing (e-mail) that it is valid.

Just put your time in, let them know it's in writing, you've got plans and unless something operationally has changed . . . You'll get written up for it, take it to HR and when they don't do anything, take it to the district level.

You know these types, Brown. You really think it's worth going to war with a batsh!t crazy? C'mon.... these types are never stopped by such a "silly" issue. Even if Writer got his way he would be screwed until they moved that specific manager. I am not the type to say "lay down and take it," but some battles aren't worth fighting. Especially when the solution will come sooner rather than later. Again, you know these types Brown. He will be moved (not disciplined) very soon for a much bigger issue.

Writer already says he does "his job and goes home." If you can do that, then it IS NOT worth escalating.

gandydancer · 10-13-2008, 04:58 AM

Quote:

Originally Posted by atatbl

... Tell him/her IN THE MOST PROFESSIONAL MANNER you can that you are getting the shaft and wanted to take it up the chain of command and use the open door policy. Let us know how it works.

As a protection for the quality of Writer's job the Open Door Policy is right up there with the Code of Business Conduct and the Individual Commitment to Safety. Hoo-hah!

writer · 10-14-2008, 07:57 AM

Quote:

Originally Posted by atatbl

You know these types, Brown. You really think it's worth going to war with a batsh!t crazy? C'mon.... these types are never stopped by such a "silly" issue. Even if Writer got his way he would be screwed until they moved that specific manager. I am not the type to say "lay down and take it," but some battles aren't worth fighting. Especially when the solution will come sooner rather than later. Again, you know these types Brown. He will be moved (not disciplined) very soon for a much bigger issue.

Writer already says he does "his job and goes home." If you can do that, then it IS NOT worth escalating.

Agreed. I moved it to another day in the same week. This week. Go figure. lol