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<blockquote data-quote="Ricochet1a" data-source="post: 1165061" data-attributes="member: 22880"><p>Doesn't work like that. Express just can't take a 'file full of OLCCs' and convert them into performance reminder (take ten $1 bills and convert them into a single $10 bill). They have their own personnel policies to follow (PEOPLE), and performance reminders have to be issued either for a specific event which warrants it, or after a series of related events for which OLCCs were issued (OLCCs issued for similar events then performance reminder issued if issues addressed in previous OLCCs not corrected). </p><p></p><p>OLCCs serve to give 'background' to issue either performance reminders or warning letters, but management just cannot issue one of these higher forms of discipline for an employee having a series of OLCCs for <u>unrelated</u> issues. Simply put, if an employee has a file full of OLCCs but no active Warning Letters or performance reminders, Express under its own personnel policies CANNOT terminate an employee's employment. <em>There are certain things which may warrant termination without previous warning letters - use of cell phone while driving, runaway truck, 2 back-to-back 'no call, no shows', etc..</em></p><p></p><p>However (again), this doesn't stop management from trying to get rid of a troublesome employee if they really want (I have first hand experience in this matter). </p><p></p><p>Management can and will take any little issue and issue an OLCC for it. If they are really gunning for an employee, they will fabricate any little issue they can think of, in order to issue a performance reminder or Warning Letter. The management of the station I was at along with the district manager fabricated events in order to build documentation against me to get rid of me due to my organizing activities in 2010 (I was openly organizing at this point, openly distributing union literature). I left before they were able to generate their 'Three Strikes', but the message was clear to me (stop my activities), and clear to my coworkers (union talk within the station would be punished). </p><p></p><p>Given there is no 'check' on management allegations (other than GFT process, which only serves to protect Express from REALLY out of bounds allegations), management can and will issue discipline to employees at their discretion. As long as the district manger 'signs off' on any performance reminder or Warning Letter (and it isn't so flimsy as to be shot down by HR on 'appeal' - GFT process), hourly employees work at the discretion of their station and district management. </p><p></p><p>Express has a process (which exists to protect itself from litigation), so Express doesn't deviate from that process. Since the employee has no advocate other than HR (lot of help they are for the wage employee), the employee is left making sure they don't cross any implicit 'lines in the sand'. I haven't heard of OLCCs being issued for failure to meet monthly SPH on occasion (at least for only missing it by a few percentage points). Express has a personnel policy called 'process improvement' where employees who are demonstrating difficulty in meeting expectation are to be instructed and monitored for improvement. As long as the employee demonstrates improvement, discipline isn't handed out (all part of PEOPLE). Express has been changing PEOPLE considerably in the past few years to get around many of the small 'employee protections' that are within it, so I wouldn't be shocked to find out that process improvement has been changed too.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 1165061, member: 22880"] Doesn't work like that. Express just can't take a 'file full of OLCCs' and convert them into performance reminder (take ten $1 bills and convert them into a single $10 bill). They have their own personnel policies to follow (PEOPLE), and performance reminders have to be issued either for a specific event which warrants it, or after a series of related events for which OLCCs were issued (OLCCs issued for similar events then performance reminder issued if issues addressed in previous OLCCs not corrected). OLCCs serve to give 'background' to issue either performance reminders or warning letters, but management just cannot issue one of these higher forms of discipline for an employee having a series of OLCCs for [U]unrelated[/U] issues. Simply put, if an employee has a file full of OLCCs but no active Warning Letters or performance reminders, Express under its own personnel policies CANNOT terminate an employee's employment. [I]There are certain things which may warrant termination without previous warning letters - use of cell phone while driving, runaway truck, 2 back-to-back 'no call, no shows', etc..[/I] However (again), this doesn't stop management from trying to get rid of a troublesome employee if they really want (I have first hand experience in this matter). Management can and will take any little issue and issue an OLCC for it. If they are really gunning for an employee, they will fabricate any little issue they can think of, in order to issue a performance reminder or Warning Letter. The management of the station I was at along with the district manager fabricated events in order to build documentation against me to get rid of me due to my organizing activities in 2010 (I was openly organizing at this point, openly distributing union literature). I left before they were able to generate their 'Three Strikes', but the message was clear to me (stop my activities), and clear to my coworkers (union talk within the station would be punished). Given there is no 'check' on management allegations (other than GFT process, which only serves to protect Express from REALLY out of bounds allegations), management can and will issue discipline to employees at their discretion. As long as the district manger 'signs off' on any performance reminder or Warning Letter (and it isn't so flimsy as to be shot down by HR on 'appeal' - GFT process), hourly employees work at the discretion of their station and district management. Express has a process (which exists to protect itself from litigation), so Express doesn't deviate from that process. Since the employee has no advocate other than HR (lot of help they are for the wage employee), the employee is left making sure they don't cross any implicit 'lines in the sand'. I haven't heard of OLCCs being issued for failure to meet monthly SPH on occasion (at least for only missing it by a few percentage points). Express has a personnel policy called 'process improvement' where employees who are demonstrating difficulty in meeting expectation are to be instructed and monitored for improvement. As long as the employee demonstrates improvement, discipline isn't handed out (all part of PEOPLE). Express has been changing PEOPLE considerably in the past few years to get around many of the small 'employee protections' that are within it, so I wouldn't be shocked to find out that process improvement has been changed too. [/QUOTE]
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