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10min Late = NoCall No Show?
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<blockquote data-quote="been around the block" data-source="post: 375259"><p>Stewards are not management and shouldn't be 'talking to' the employees about attendance because management asked them to, that's the supervisor's job. Time for the supervisor to grow a set and establish a uniform attendance policy and stick to it. Seems like the Company has been lax about this and is reaping what they sow. </p><p></p><p>Policys vary by building, because that is the UPS way. Think about what you are doing because if it is hard to train and retain good preloaders you may cause a bigger problem by firing them. One policy that has seemed to serve both purposes is:</p><p>1 infraction (late, absent)= 1 occurance</p><p>1st Infraction: Talk with employee and Steward</p><p>2nd Infraction: fill out E.Q.U.I.P form with employee and Steward</p><p>3rd Infraction: Final talk with employee and Steward</p><p>4th Infraction: Warning Letter</p><p>5th Infraction: 1 day suspension</p><p>6th Infraction: 3 day suspenson</p><p>7th Infraction: 5 day suspension</p><p>8th Infraction: Termination</p><p></p><p>Infractions fall off after 9 months and revert to previous step. Each step is documented in pittsburgh. Don't count entitlements as infractions if you want a strong case. Ask employee if there is an FMLA covered reason for the absences and if so get employee on FMLA. For normal sickness, we only require doctors notes on the 5 day of absence. Work with your employee (such as moving start time) to better show that it's the employee with the problem, not Management on their back. Have phones staffed at all times and give out your company cell phone number for call-ins. Encourage employees to call the 800 number if they can't get through as calls are logged. </p><p></p><p>Finally, realize that a happy workplace is a workplace employees want to be at. It's always going to be UPS but do what you can to make your work area somewhere people aren't dreading to go to.</p></blockquote><p></p>
[QUOTE="been around the block, post: 375259"] Stewards are not management and shouldn't be 'talking to' the employees about attendance because management asked them to, that's the supervisor's job. Time for the supervisor to grow a set and establish a uniform attendance policy and stick to it. Seems like the Company has been lax about this and is reaping what they sow. Policys vary by building, because that is the UPS way. Think about what you are doing because if it is hard to train and retain good preloaders you may cause a bigger problem by firing them. One policy that has seemed to serve both purposes is: 1 infraction (late, absent)= 1 occurance 1st Infraction: Talk with employee and Steward 2nd Infraction: fill out E.Q.U.I.P form with employee and Steward 3rd Infraction: Final talk with employee and Steward 4th Infraction: Warning Letter 5th Infraction: 1 day suspension 6th Infraction: 3 day suspenson 7th Infraction: 5 day suspension 8th Infraction: Termination Infractions fall off after 9 months and revert to previous step. Each step is documented in pittsburgh. Don't count entitlements as infractions if you want a strong case. Ask employee if there is an FMLA covered reason for the absences and if so get employee on FMLA. For normal sickness, we only require doctors notes on the 5 day of absence. Work with your employee (such as moving start time) to better show that it's the employee with the problem, not Management on their back. Have phones staffed at all times and give out your company cell phone number for call-ins. Encourage employees to call the 800 number if they can't get through as calls are logged. Finally, realize that a happy workplace is a workplace employees want to be at. It's always going to be UPS but do what you can to make your work area somewhere people aren't dreading to go to. [/QUOTE]
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10min Late = NoCall No Show?
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