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center manager DR's business
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<blockquote data-quote="soberups" data-source="post: 510876" data-attributes="member: 14668"><p>I'm going to surprise a lot of people her by agreeing with Tieguy on this one...at least for the most part.</p><p> </p><p>He is correct when he says that the center manager is not obligated to follow the same rules as hourlies. The ramifications of his choice are between him and the company. Basically speaking it is a personell issue between UPS and a non-union employee, and has nothing to do with us as drivers. The contract defines the rules by which we do our jobs and the consequences for breaking those rules. The center manager is not part of the bargaining unit, so the rules are indeed different for him.</p><p> </p><p>As a steward, my only concern would be that one of my people would hear about what this center manager did and use that as justification for making a similar choice that could wind up at the very least causing him to pay for an expensive DR claim out of his own pocket. </p><p> </p><p>The center manager owes it to his people to be open and honest about what he did, and remind them (a) that they are not under <em>any</em> circumstances allowed to follow his example, and (b) the serious financial consequences that could result if they do not take what he is saying to heart.</p></blockquote><p></p>
[QUOTE="soberups, post: 510876, member: 14668"] I'm going to surprise a lot of people her by agreeing with Tieguy on this one...at least for the most part. He is correct when he says that the center manager is not obligated to follow the same rules as hourlies. The ramifications of his choice are between him and the company. Basically speaking it is a personell issue between UPS and a non-union employee, and has nothing to do with us as drivers. The contract defines the rules by which we do our jobs and the consequences for breaking those rules. The center manager is not part of the bargaining unit, so the rules are indeed different for him. As a steward, my only concern would be that one of my people would hear about what this center manager did and use that as justification for making a similar choice that could wind up at the very least causing him to pay for an expensive DR claim out of his own pocket. The center manager owes it to his people to be open and honest about what he did, and remind them (a) that they are not under [I]any[/I] circumstances allowed to follow his example, and (b) the serious financial consequences that could result if they do not take what he is saying to heart. [/QUOTE]
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