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Part Timers, 5.5 hrs vs get your job done
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<blockquote data-quote="RolloTony Brown Town" data-source="post: 1254912" data-attributes="member: 42001"><p>That was my post BrownBM so let me clarify. I document everything. Any time they are late or absent and the employees reason for why. Any training or retraining I provide is documented. If it happened, it is typed up in the electronic employee record system that we use. I work in a building where my DM has back room deals with the union. For example, I have an employee (sorter) who is an attendance problem. He's been an attendance problem for as long as I've been in the primary, even before I was a supervisor on his side of the primary and before I was his lead supervisor. This employee was documented for his poor attendance and each time he booked off it was documented what his reason was after we would talk about it the next day. We went through every step in the process and he was given many opportunities. This employee is on a notice of term from documentation that was done by myself and his supervisor. I stick by my initial statement. I am not in the business of firing people. Apparently my manager isn't either, because THIS SORTER has been on a notice of term since august, had a local level hearing where the BA said he wasn't going to defend him anymore and he needed to be at work everyday. His attendance has been as poor as it ever was. Since the start of the new year he has been out 6 times. I approach my coordinator who is in charge of the primary. I ask him what he would like to do. We can't walk him out because our DM has a deal with the BA.</p><p></p><p>If managers want their pt sups to take their job seriously then they need to do their jobs too. We have policies and procedures and methods for a reason. They are to be followed, but don't preach to me if I don't have your support. I do my job very well. I am only a pt supervisor. I do not have the authority to sign a warning letter or a notice of term. I do not have the authority to issue either of these either, but if you're a manager and you won't do your job then I need to find another way to make it work. Letting the stewards know whats going on and communicating to people who actually care. Where I'm from upper management (center manager's and dm's) talk a big game but rarely back it up</p><p></p><p>Does the documentation stop? no. That's my job, but don't think that its my responsibility to do anything beyond writing it down. I can express all of the things I want but <img src="/community/styles/default/xenforo/smilies/group1/censored2.gif" class="smilie" loading="lazy" alt=":censored2:" title="Censored2 :censored2:" data-shortname=":censored2:" /> rolls down hill and if you take a dump on top of your hub mountain, I will get hit at the bottom.</p><p></p><p>Not to be taken as an insult or directed towards you BrownBM, but do not confuse my statement about what my coordinator or manager wants me to do and what I actually do. "Excuse me mr. coordinator, so and so has continued to (pick something) even after we had a few talk withs and a verbal was done with the steward. what would you like me to do?" I treat my operation like its my business. It just happens to be my business that I have very little control over when it comes to decisions about discipline or staffing.</p></blockquote><p></p>
[QUOTE="RolloTony Brown Town, post: 1254912, member: 42001"] That was my post BrownBM so let me clarify. I document everything. Any time they are late or absent and the employees reason for why. Any training or retraining I provide is documented. If it happened, it is typed up in the electronic employee record system that we use. I work in a building where my DM has back room deals with the union. For example, I have an employee (sorter) who is an attendance problem. He's been an attendance problem for as long as I've been in the primary, even before I was a supervisor on his side of the primary and before I was his lead supervisor. This employee was documented for his poor attendance and each time he booked off it was documented what his reason was after we would talk about it the next day. We went through every step in the process and he was given many opportunities. This employee is on a notice of term from documentation that was done by myself and his supervisor. I stick by my initial statement. I am not in the business of firing people. Apparently my manager isn't either, because THIS SORTER has been on a notice of term since august, had a local level hearing where the BA said he wasn't going to defend him anymore and he needed to be at work everyday. His attendance has been as poor as it ever was. Since the start of the new year he has been out 6 times. I approach my coordinator who is in charge of the primary. I ask him what he would like to do. We can't walk him out because our DM has a deal with the BA. If managers want their pt sups to take their job seriously then they need to do their jobs too. We have policies and procedures and methods for a reason. They are to be followed, but don't preach to me if I don't have your support. I do my job very well. I am only a pt supervisor. I do not have the authority to sign a warning letter or a notice of term. I do not have the authority to issue either of these either, but if you're a manager and you won't do your job then I need to find another way to make it work. Letting the stewards know whats going on and communicating to people who actually care. Where I'm from upper management (center manager's and dm's) talk a big game but rarely back it up Does the documentation stop? no. That's my job, but don't think that its my responsibility to do anything beyond writing it down. I can express all of the things I want but :censored: rolls down hill and if you take a dump on top of your hub mountain, I will get hit at the bottom. Not to be taken as an insult or directed towards you BrownBM, but do not confuse my statement about what my coordinator or manager wants me to do and what I actually do. "Excuse me mr. coordinator, so and so has continued to (pick something) even after we had a few talk withs and a verbal was done with the steward. what would you like me to do?" I treat my operation like its my business. It just happens to be my business that I have very little control over when it comes to decisions about discipline or staffing. [/QUOTE]
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