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Favoritism or Discrimination??? How do I win this fight within the building with the union?
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<blockquote data-quote="CantGetRight" data-source="post: 5463701" data-attributes="member: 103742"><p>Sounds like you know something I don't. There is no nemesis. If there is a hostile work environment, I didn't create it. There was no reason for me to get mad because I was still doing a job that accommodated me. They got mad because I was working too fast let them tell it. I didn't run to management. I began my shift with a smile on my face and because I didn't work how a coworker wanted me to work, she got upset. I will never be mad at UPS for following their guidelines. Mind you I have only been there 3 months without being given any handbook on policies, rules and regulations. I am not an expert of their operations. I called when my alarm clock didn't go off but they have a different way of looking at it and now I know. I took that for what it was worth. You definitely have the story 100% wrong. I started in that area from day one of my employment so there was no need to mention it until I was moved to bagging the surepost packages, which is in the same area. It's just a little requires a lot of bending. Only then did I speak of my injury and the manager was fine with it and chose to accommodate me. If he would have said bye, I would have been gone then. Simple as that. He has never heard me complain about anything else my dear. Now I have been moved to preload which is worse than bagging, and I was moved there as punishment due to the issues with this other employee, and I am the one being verbally attacked. Taking me out of an accommodation he already gave me is UNDUE HARDSHIP to me. No 1 employee can cause undue hardship to a corporate company. I would have him rather tell me he couldn't accommodate me from the beginning rather than to accommodate me and take it away when a issue arise. It's life but I do appreciate the 3 options you listed because this wasn't even presented to me by management, only option 1. Respectfully, Thank you.</p></blockquote><p></p>
[QUOTE="CantGetRight, post: 5463701, member: 103742"] Sounds like you know something I don't. There is no nemesis. If there is a hostile work environment, I didn't create it. There was no reason for me to get mad because I was still doing a job that accommodated me. They got mad because I was working too fast let them tell it. I didn't run to management. I began my shift with a smile on my face and because I didn't work how a coworker wanted me to work, she got upset. I will never be mad at UPS for following their guidelines. Mind you I have only been there 3 months without being given any handbook on policies, rules and regulations. I am not an expert of their operations. I called when my alarm clock didn't go off but they have a different way of looking at it and now I know. I took that for what it was worth. You definitely have the story 100% wrong. I started in that area from day one of my employment so there was no need to mention it until I was moved to bagging the surepost packages, which is in the same area. It's just a little requires a lot of bending. Only then did I speak of my injury and the manager was fine with it and chose to accommodate me. If he would have said bye, I would have been gone then. Simple as that. He has never heard me complain about anything else my dear. Now I have been moved to preload which is worse than bagging, and I was moved there as punishment due to the issues with this other employee, and I am the one being verbally attacked. Taking me out of an accommodation he already gave me is UNDUE HARDSHIP to me. No 1 employee can cause undue hardship to a corporate company. I would have him rather tell me he couldn't accommodate me from the beginning rather than to accommodate me and take it away when a issue arise. It's life but I do appreciate the 3 options you listed because this wasn't even presented to me by management, only option 1. Respectfully, Thank you. [/QUOTE]
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