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<blockquote data-quote="hypocrisy" data-source="post: 844449" data-attributes="member: 9500"><p>I had a background check when I was hired, including a fingerprint card. Of course, at 18, I didn't have much background to check.</p><p></p><p>We used to most of our hiring on college campuses, and for the first few years of my career everyone in my building was also in school (and just about everyone I work with now has a college degree, as do I.) Sometime in the late 90's that changed and it seemed we were hiring from DES and the workforce changed dramatically: thefts went up, absenteeism, terminations for drug use etc. Mid-2000's I noticed it seemed to swing the other way in some of the buildings in my area, but it still wasn't anything like when I was hired. </p><p></p><p>Your complaint about the low pay are the direct result of UPS's negotiation demands. That and extending the time to be eligible for benefits has a big effect on the candidate we attract. Your difficulty in motivating those employees is a failure on your part, and that is your challenge as a supervisor to overcome. </p><p></p><p>The Union has no say in the people that UPS hires, we only have a duty and legal requirement to give them representation and equal protection under the contract. UPS gets 30 days to fire any employee they feel isn't up to snuff without question, and perhaps they should exercise that right more often. So if you want to blame anyone about your substandard employees, blame the company for a "beating heart gets the job" mentality and failure to follow through during the probationary period.</p></blockquote><p></p>
[QUOTE="hypocrisy, post: 844449, member: 9500"] I had a background check when I was hired, including a fingerprint card. Of course, at 18, I didn't have much background to check. We used to most of our hiring on college campuses, and for the first few years of my career everyone in my building was also in school (and just about everyone I work with now has a college degree, as do I.) Sometime in the late 90's that changed and it seemed we were hiring from DES and the workforce changed dramatically: thefts went up, absenteeism, terminations for drug use etc. Mid-2000's I noticed it seemed to swing the other way in some of the buildings in my area, but it still wasn't anything like when I was hired. Your complaint about the low pay are the direct result of UPS's negotiation demands. That and extending the time to be eligible for benefits has a big effect on the candidate we attract. Your difficulty in motivating those employees is a failure on your part, and that is your challenge as a supervisor to overcome. The Union has no say in the people that UPS hires, we only have a duty and legal requirement to give them representation and equal protection under the contract. UPS gets 30 days to fire any employee they feel isn't up to snuff without question, and perhaps they should exercise that right more often. So if you want to blame anyone about your substandard employees, blame the company for a "beating heart gets the job" mentality and failure to follow through during the probationary period. [/QUOTE]
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