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UPS Union Issues
Fred's letter.
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<blockquote data-quote="Hump dump and roll" data-source="post: 3103478" data-attributes="member: 61233"><p>From my observation of drivers being harassed it is because they are not producing up to the standards set by the company. Maybe instead of treating those can produce like ship the company should start recognizing those who do produce. Now before some of you guys jump all over me and say that's anti union I agree, equal work for equal compensation. </p><p></p><p>I like to think of the harassment problem like communism. </p><p></p><p>In theory communism works but in practice it fails because for it to succeed you need one of two things:</p><p>1. Total selfless devotion to the ideals of communism</p><p>Or</p><p>2. Fear. Fear through intimidation. Fear through inprisonment. Fear through forced labor. Fear through totalitarian rule.</p><p></p><p>We're not going to get 100% sacrifice from every employee in the company. So the company uses fear to keep production going. </p><p></p><p>If the company looses its ability to run its operation through fear it will need the cooperation of the union for the bargained work force to accept that there is a standard of production to be met. </p><p></p><p>If a standard is set then everyone will eventually fall to the lowest acceptable standard either by their own willingness or by the company increasing what it finds as acceptable. </p><p></p><p>When this happens the company again gets to go back and use fear as a harassment tool. The tool of harassment will be used like it is now to force production. </p><p></p><p>Those who are harassed will worry for their jobs, and increase production, while those who see the harassment will increase their production to prevent from being harassed. </p><p></p><p>By addressing harassment in such a way, as Fred has outlined, is a slippery slope because it opens up the door for need for production to be recognized. I feel the company has burned too many bridges and has history of acting in bad faith for there to be positive reenforcement mechanism written into the contract; this is an alternative to what Fred laid out in his letter. </p><p></p><p>For us as a union to make any strides we need to have the power to enforce the fear of a strike against the company. </p><p></p><p>If there is fear on both sides it will bring more of an equilibrium to the management-employee relationship.</p></blockquote><p></p>
[QUOTE="Hump dump and roll, post: 3103478, member: 61233"] From my observation of drivers being harassed it is because they are not producing up to the standards set by the company. Maybe instead of treating those can produce like ship the company should start recognizing those who do produce. Now before some of you guys jump all over me and say that's anti union I agree, equal work for equal compensation. I like to think of the harassment problem like communism. In theory communism works but in practice it fails because for it to succeed you need one of two things: 1. Total selfless devotion to the ideals of communism Or 2. Fear. Fear through intimidation. Fear through inprisonment. Fear through forced labor. Fear through totalitarian rule. We're not going to get 100% sacrifice from every employee in the company. So the company uses fear to keep production going. If the company looses its ability to run its operation through fear it will need the cooperation of the union for the bargained work force to accept that there is a standard of production to be met. If a standard is set then everyone will eventually fall to the lowest acceptable standard either by their own willingness or by the company increasing what it finds as acceptable. When this happens the company again gets to go back and use fear as a harassment tool. The tool of harassment will be used like it is now to force production. Those who are harassed will worry for their jobs, and increase production, while those who see the harassment will increase their production to prevent from being harassed. By addressing harassment in such a way, as Fred has outlined, is a slippery slope because it opens up the door for need for production to be recognized. I feel the company has burned too many bridges and has history of acting in bad faith for there to be positive reenforcement mechanism written into the contract; this is an alternative to what Fred laid out in his letter. For us as a union to make any strides we need to have the power to enforce the fear of a strike against the company. If there is fear on both sides it will bring more of an equilibrium to the management-employee relationship. [/QUOTE]
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