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FT sup retaliates against gf of person who wrote grievance.
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<blockquote data-quote="brownIEman" data-source="post: 769669" data-attributes="member: 14596"><p>Now we have someone starting to get closer to a root cause.</p><p> </p><p>Everyone posting about how simple the principle that supervisors should not be working is, have you stoped for just a second to think about WHY the supervisors are working? I know, the principle is very simple, and they should NOT be working. But please, take that extra step and ask why they are. Yes, yes, you don't care why, I get that. You should, if only for the cause and effect that is revealed when you follow that line of questioning.</p><p> </p><p>So, I will tell you why the management at that facility are working. Because they are weak managers and leaders, and they need to get better at their jobs. A managment team doing hourly work in almost every case in my experience is due at its root to that management team taking the easy way out, the path of least resistance. It is much easier to move boxes oneself than to confront hourlies who are violating the contract by not giving a fair days work and get them to step up their efforts and change their behavior. It is one hell of a lot easier than documenting and proving that an hourly is not giving a fair days work, as that is a very loosely defined concept. </p><p> </p><p>So in many places, the sups work. But then the grievances get filed, and reports on grievances and their costs percolate to upper management, and they role the intense conversations and job threats down hill that the management team had better stop performing the work and get their people to do it, which is what they should have done in the first place. </p><p> </p><p>So now the management team stops moving packages, and starts looking to the hourlies who are doing the least to help their operation succeed and start to focus on them to get them moving faster and or more efficiently. Often times, in my experience some of these folks are the same who file grievances, and they naturally feel they are being retaliated against.</p><p> </p><p>Nim, I do not know how much of this is really going on in your situation. If what you have posted is true, you sound like an employee who takes pride in his work and gives a fair days work for the money you are paid. My guess would be that there are many in you operation who do not fit that discription. My advice to you would be to file grievances when you see management working. Have a conversation with the sup explain to him that it is not a personal thing, and he should not be taking it that way. </p><p> </p><p>Be prepared for the likely reaction, that is, hourlies who are not pulling their weight will be getting more attention. It sounds like your girlfriend has a relatively cushy job, likely those will be given a lot of attention and removed or reduced if possible. As 2 unit said, if everyone was doing what they are supposed to be doing she really would not have a job to do at all.</p></blockquote><p></p>
[QUOTE="brownIEman, post: 769669, member: 14596"] Now we have someone starting to get closer to a root cause. Everyone posting about how simple the principle that supervisors should not be working is, have you stoped for just a second to think about WHY the supervisors are working? I know, the principle is very simple, and they should NOT be working. But please, take that extra step and ask why they are. Yes, yes, you don't care why, I get that. You should, if only for the cause and effect that is revealed when you follow that line of questioning. So, I will tell you why the management at that facility are working. Because they are weak managers and leaders, and they need to get better at their jobs. A managment team doing hourly work in almost every case in my experience is due at its root to that management team taking the easy way out, the path of least resistance. It is much easier to move boxes oneself than to confront hourlies who are violating the contract by not giving a fair days work and get them to step up their efforts and change their behavior. It is one hell of a lot easier than documenting and proving that an hourly is not giving a fair days work, as that is a very loosely defined concept. So in many places, the sups work. But then the grievances get filed, and reports on grievances and their costs percolate to upper management, and they role the intense conversations and job threats down hill that the management team had better stop performing the work and get their people to do it, which is what they should have done in the first place. So now the management team stops moving packages, and starts looking to the hourlies who are doing the least to help their operation succeed and start to focus on them to get them moving faster and or more efficiently. Often times, in my experience some of these folks are the same who file grievances, and they naturally feel they are being retaliated against. Nim, I do not know how much of this is really going on in your situation. If what you have posted is true, you sound like an employee who takes pride in his work and gives a fair days work for the money you are paid. My guess would be that there are many in you operation who do not fit that discription. My advice to you would be to file grievances when you see management working. Have a conversation with the sup explain to him that it is not a personal thing, and he should not be taking it that way. Be prepared for the likely reaction, that is, hourlies who are not pulling their weight will be getting more attention. It sounds like your girlfriend has a relatively cushy job, likely those will be given a lot of attention and removed or reduced if possible. As 2 unit said, if everyone was doing what they are supposed to be doing she really would not have a job to do at all. [/QUOTE]
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