A fellow driver and myself have taken the time to put together a refresher list that all drivers should look over before there OJS. We also have written a rebuttal that should be attached to EVERY written warning letter, notice of suspension or termination.
Perform a full pre-trip.
Maintain speed limit and come to a complete stop at stop signs.
Count 1, 2, 3 before accelerating after red light to maintain space cushion.
Use handrail when exiting and entering vehicle. (set pkg on floor if need be)
Go to rear of car to cross street. (do not go out drivers side door)
Out of weather and out of sight dr’s. (use bags and go around back of house)
Indirect with a goal of 0 send agains. (indirect at neighbors house)
Never run. Walk at a safe, brisk pace.
Use hand cart whenever reasonable.
Get assistance with over 70's.
Use the diad for all communications, not your cell phone.
Attempt a sales leads. We operate in the real world where customer contact is a necessity.
Drink water to stay hydrated.
Use bathrooms on route, not the back of the vehicle.
Fill delivery notices out completely. (Indirect at neighbors, go back and leave note)
All packages hand to surface. Do not "toss" any.
Containerize all smalls.
Do not drop off COD’s and pick up checks later.
Take your full lunch and break.
Stay on designated walkways. Stay on sidewalks and driveways, do not cut across lawns.
If supervisor opens a door, touches any package, or hurries a customer, note it.
Do not let them ask OJS questions while on lunch or break. Wait until PM time at bldg.
Do not let them ask OJS questions while driving as to focus 100% on methods.
Bottom line, NO SHORT CUTS.
There is no transparent calculation for time.
"A fair days work for a fair days pay" is not a production standard. It is only an obligation.
The labor agreement does not recognize time allowances, or failure to meet them, as being a cause for disciplinary action.
Never sign anything the company hands you with respect to production. Article 6 of the National Master Agreement grants you a right to refuse to sign any agreement or contract whether individually or collectively that is outside the National Master Agreement. A production agreement is outside the National Master Agreement. If asked to sign such agreement, cite this article and base your grievance on this right.
Rebuttal.
Re: Discipline for failure to meet productions standards
UPS’s measurement of work and how it pertains to productivity is imprecise. Time allowances and their relevance to work performed including, to and from area travel; on area travel and time at stop are highly impressionable based on varying conditions which impede their accuracy. These constantly changing conditions lead to varying times in completing work, therefore making no transparent calculation for time. Varying factors which may include others not mentioned are as follows: Weather, which leads to delays in driving, walking and may also change delivery location. Interruptions in driving due to traffic, construction delays and other safety related issues. Customer service issues which can lengthen time at stop. Excessive AM or PM time based on the ineffectiveness of other UPS operations. Technologies effect compounded by human error. Assistance in completing work from customers, supervisors or other UPS employees. Load conditions due to other operational imbalances. Area knowledge and distortion based on day to day variances. Fluctuating volume levels which effect all operations on a daily basis .These factors along with conditions not mentioned can and will have a profound effect on a driver’s level of productivity on a daily basis.
According to Article 37 section 1 paragraph A of our contractual agreement "The parties agree that the principle of a fair days work for a fair days pay shall be observed at all times and employees shall perform their duties in a manner that best represents the Employers interest." The company’s use of "over allowed" to enact discipline is unfair and unjust. "Over allowed" as it pertains to a measurement of work is meant to identify a problem may exist. It does not, under any circumstance, decide who or what may be the cause. Our labor agreement does not recognize time allowances, or a failure to meet them as being cause for disciplinary action. Future unsubstantiated claims will be considered grounds for grievance submittal under article 37 of the National Master United Parcel Service Agreement.
Employee ______________________________
Steward ______________________________
Date ______________________________
METHODS,METHODS,METHODS
Ask your loader if anyone is was in the car "fluffing" the load.Perform a full pre-trip.
Maintain speed limit and come to a complete stop at stop signs.
Count 1, 2, 3 before accelerating after red light to maintain space cushion.
Use handrail when exiting and entering vehicle. (set pkg on floor if need be)
Go to rear of car to cross street. (do not go out drivers side door)
Out of weather and out of sight dr’s. (use bags and go around back of house)
Indirect with a goal of 0 send agains. (indirect at neighbors house)
Never run. Walk at a safe, brisk pace.
Use hand cart whenever reasonable.
Get assistance with over 70's.
Use the diad for all communications, not your cell phone.
Attempt a sales leads. We operate in the real world where customer contact is a necessity.
Drink water to stay hydrated.
Use bathrooms on route, not the back of the vehicle.
Fill delivery notices out completely. (Indirect at neighbors, go back and leave note)
All packages hand to surface. Do not "toss" any.
Containerize all smalls.
Do not drop off COD’s and pick up checks later.
Take your full lunch and break.
Stay on designated walkways. Stay on sidewalks and driveways, do not cut across lawns.
If supervisor opens a door, touches any package, or hurries a customer, note it.
Do not let them ask OJS questions while on lunch or break. Wait until PM time at bldg.
Do not let them ask OJS questions while driving as to focus 100% on methods.
Bottom line, NO SHORT CUTS.
If asked to review your ride, have a steward sit in and listen.
There is no transparent calculation for time.
"A fair days work for a fair days pay" is not a production standard. It is only an obligation.
The labor agreement does not recognize time allowances, or failure to meet them, as being a cause for disciplinary action.
Never sign anything the company hands you with respect to production. Article 6 of the National Master Agreement grants you a right to refuse to sign any agreement or contract whether individually or collectively that is outside the National Master Agreement. A production agreement is outside the National Master Agreement. If asked to sign such agreement, cite this article and base your grievance on this right.
Rebuttal.
Re: Discipline for failure to meet productions standards
UPS’s measurement of work and how it pertains to productivity is imprecise. Time allowances and their relevance to work performed including, to and from area travel; on area travel and time at stop are highly impressionable based on varying conditions which impede their accuracy. These constantly changing conditions lead to varying times in completing work, therefore making no transparent calculation for time. Varying factors which may include others not mentioned are as follows: Weather, which leads to delays in driving, walking and may also change delivery location. Interruptions in driving due to traffic, construction delays and other safety related issues. Customer service issues which can lengthen time at stop. Excessive AM or PM time based on the ineffectiveness of other UPS operations. Technologies effect compounded by human error. Assistance in completing work from customers, supervisors or other UPS employees. Load conditions due to other operational imbalances. Area knowledge and distortion based on day to day variances. Fluctuating volume levels which effect all operations on a daily basis .These factors along with conditions not mentioned can and will have a profound effect on a driver’s level of productivity on a daily basis.
According to Article 37 section 1 paragraph A of our contractual agreement "The parties agree that the principle of a fair days work for a fair days pay shall be observed at all times and employees shall perform their duties in a manner that best represents the Employers interest." The company’s use of "over allowed" to enact discipline is unfair and unjust. "Over allowed" as it pertains to a measurement of work is meant to identify a problem may exist. It does not, under any circumstance, decide who or what may be the cause. Our labor agreement does not recognize time allowances, or a failure to meet them as being cause for disciplinary action. Future unsubstantiated claims will be considered grounds for grievance submittal under article 37 of the National Master United Parcel Service Agreement.
Employee ______________________________
Steward ______________________________
Date ______________________________
