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<blockquote data-quote="LastBest&amp;amp;Final" data-source="post: 465306" data-attributes="member: 20437">What point they will try to make is: &quot;Why is your SPORH with a supervisor so much higher than without?&quot;&nbsp; If your only defense is: &quot;there is nothing in the contract that addresses production&quot;,&nbsp; they will enforce progressive discipline.&nbsp; If your SPORH is high on a OJS, document why it is higher, and don&#039;t agree to a SPORH they feel you should be able to achieve and want to hold you accountable for.&nbsp; Too, many factors can change that you have no control over for you to be held accountable to meet those numbers even though you might be able too and do, but if you can&#039;t you will have to explain why you didn&#039;t.&nbsp; They can hold you accountable for not using your methods, so do the best you can in doing that.&nbsp; If you put effort in doing all the Safety methods, and cutting out all and any unapproved short cuts that save time but isn&#039;t a UPS method.&nbsp; Your SPORH might drop during your OJS, but don&#039;t let the on car sup harass you into working unsafe or not following some of UPS&#039;s time wasting methods and procedures.&nbsp; You are expected to follow them each and every day without a supervisor, so you should follow them with one no matter what he says.&nbsp; Start building a case that will discredit the point that you work one way supervised and another not supervised.&nbsp;My take on why he got terminate was that he would not or could not give a reason for the difference in production, and not just that he had poor production.&nbsp; Keep your records of your production on your safety rides, and if your SPORH is low.&nbsp; Have them explain why when your expected to work safe your production goes down.&nbsp; Make every day a safe day.</blockquote>

[QUOTE="LastBest&Final, post: 465306, member: 20437"] What point they will try to make is: "Why is your SPORH with a supervisor so much higher than without?" If your only defense is: "there is nothing in the contract that addresses production", they will enforce progressive discipline. If your SPORH is high on a OJS, document why it is higher, and don't agree to a SPORH they feel you should be able to achieve and want to hold you accountable for. Too, many factors can change that you have no control over for you to be held accountable to meet those numbers even though you might be able too and do, but if you can't you will have to explain why you didn't. They can hold you accountable for not using your methods, so do the best you can in doing that. If you put effort in doing all the Safety methods, and cutting out all and any unapproved short cuts that save time but isn't a UPS method. Your SPORH might drop during your OJS, but don't let the on car sup harass you into working unsafe or not following some of UPS's time wasting methods and procedures. You are expected to follow them each and every day without a supervisor, so you should follow them with one no matter what he says. Start building a case that will discredit the point that you work one way supervised and another not supervised. My take on why he got terminate was that he would not or could not give a reason for the difference in production, and not just that he had poor production. Keep your records of your production on your safety rides, and if your SPORH is low. Have them explain why when your expected to work safe your production goes down. Make every day a safe day. [/QUOTE]

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