one of the few
Member
Oh well,no love lost.remember they might own the company.....but we run it
I must admit that this post caught my attention. During my career, we have investigated managers for things such as theft, falsifying records, etc. I don't think that I've ever seen a manager walked off for performance issues. These are typically resolved by busting the manager back to a supervisor. There are occasions when a termination of a manager is going to happen. If there is some question about the person's acceptance of the bad news, or if the person's mental state is in question, the division manager/ HR will involve LP. Contrary to popular belief, LP does not make the decision as to whether or not the person is terminated. The exception would be someone who actually works in LP. In situations where an investigation reveals that an individual is stealing, and criminal charges are filed, this would be covered with the manager, or division manager. LP gives a recommendation but the final decision is made by the division manager. That being said, it would look bad for an employee to go to jail for stealing from UPS and the manager to decide that the person should keep their job. I would like to know more about the circumstances of this manager's termination.
LPGuy
I dont think I mentioned anything about a person stealing. He was let go due to his leadership abilities diminshing. In reality, he probably spoke what was on his mind and was shown out the door for speaking.
From the second you are hired until the day you retire you are constantly "stealing" from the company. Stealing "time" . Then you lie about it by making up a flimsy excuse like traffic was bad or the customers wouldn't cooperate or the best one of all- I'm working as hard as I can. Being branded a thief and a liar is just the norm at UPS. They would have to clean the whole house out if they fired "thieves and liars"When I was hired years ago I was told that the only way one would be "fired" was if (s)he either (a) stole from the company; or (b) lied. In my observation over the years this has proven true time and time again, throughout ALL levels.
I've never yet in almost 14/15 years, seen anyone "fired" for ineffective job performance (e.g. leadership abilities diminishing, etc.). Certainly, one could argue that the person would never have a promotable future at UPS, but never have I seen termination for it. (Of course, if the person were offered a really really BAD assignment/move then the person may quit...but this was rare).
And as another menioned here...abilities rarely have anything to do with promotability...it's "playing the game" as most everyone knows.