Goldilocks
Well-Known Member
If I even attempted to try that with my manager, I'm pretty sure I will get nowhere.
Then you call personnel rep
If I even attempted to try that with my manager, I'm pretty sure I will get nowhere.
I'm not sure about this. I spoke with HR today (total joke) and according to him it's completely up to the manager's discretion whether to give someone the day off after a holiday if the holiday is falling on a regular day off. For example, in my situation, monday is my normal day off, so in year's past I would get tuesday off for memorial day. Well, according to the HR rep this is totally up to the manager per fedex policy and is not mandatory. Thus, I don't have a day I can use in the next 30 days etc.If he is Tuesday thru Saturday and holiday lands on Monday then he gets another day off if they are not allowing him to take Tues off, probably because of staffing. He has 30 days to schedule that day off. Yes they seem to forget to tell us, lol
I'm not sure about this. I spoke with HR today (total joke) and according to him it's completely up to the manager's discretion whether to give someone the day off after a holiday if the holiday is falling on a regular day off. For example, in my situation, monday is my normal day off, so in year's past I would get tuesday off for memorial day. Well, according to the HR rep this is totally up to the manager per fedex policy and is not mandatory. Thus, I don't have a day I can use in the next 30 days etc.
So, I am a FT courier that works Tuesday - Saturday. Whenever there is a holiday on a Monday, since I don't work on Mondays my holiday pay is accrued Tuesday, and us tues-sat people get 3 day weekends like everyone else.
This is correct, every place I've worked other than this place HR was kinda half looking out for you half looking out for the company. Here? They are the company. Don't trust fedex HR at all. Talking to HR is talking to the company. When they want to write you up or fire you, guess who your manager calls?I'd first review what the People Manual says and then get a lawyer if I were you - because it doesn't say what your HR person did.
Always be skeptical of what HR tells you - at this company, they are just a tool used by management to find out how an employee feels and gauge what legal actions the employee may take. Still though, ask your HR person questions and tell him what is troubling you but don't go too much into detail and whatever you say, imagine your manager is on the line with them listening - because they basically are. Fedex HR's main responsibility is union avoidance.
I'm not sure about this. I spoke with HR today (total joke) and according to him it's completely up to the manager's discretion whether to give someone the day off after a holiday if the holiday is falling on a regular day off. For example, in my situation, monday is my normal day off, so in year's past I would get tuesday off for memorial day. Well, according to the HR rep this is totally up to the manager per fedex policy and is not mandatory. Thus, I don't have a day I can use in the next 30 days etc.
I'd first review what the People Manual says and then get a lawyer if I were you - because it doesn't say what your HR person did.
Don't even ask. Just call him that morning an hour before the sort and TELL him you're taking your holiday today.If I even attempted to try that with my manager, I'm pretty sure I will get nowhere.
Don't even ask. Just call him that morning an hour before the sort and TELL him you're taking your holiday today.
You want him to hire a lawyer if he doesn't get holiday cash or a comp day?
Do you work for Express? You have the option of taking holiday cash or a day off on Tuesday. Been doing this for 30 years. A lot of my coworkers that are tues-sat are taking Tuesday off.
Barely profitable? In courier school they told us the company makes a 700 percent profit on international shipments.
This is pretty much what the HR person told me. PSP at its finest.I pulled up the Policy Manual on a terminal at my station. Went right to the Holiday Pay section. Went in to do research for the July 4th fiasco during our vacation bids. Noticed at the top of the page it states 'Revised March 2014'. I can't recall exactly word for word, but it does state that you will get Holiday Pay for a holiday that is not your normal work day. BUT requesting a additional day off (because the holiday was on a normal day off) would be at the managers discretion. The usual BS about staffing needs and so forth.
Personnel Rep is strictly there to represent corporate, they are not remotely interested in defending your rights. They will "correct" management only if it potentially jeopardizes the company. Don't expect anything more.Then you call personnel rep