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<blockquote data-quote="Macbrother" data-source="post: 1077577" data-attributes="member: 42759"><p>No, I am simply saying, again, this is leverage they <strong>already hold</strong>. If you can't handle the workload with a reasonable number of misloads at my center you are not retained -- period. As I said before, for the year, <strong>one</strong> person was kept on out of three groups. If your center let's in everybody with a pulse, that's their problem. </p><p></p><p>Post your numbers. We had two terminated in 14 months.</p><p></p><p>Actually, our center is a smaller one (about 25 people run our preload) so when even one person is absent, we know about it. Misload sheets, along with production are posted on papers right where we clock in. If someone gets called to the principal's office for whatever reason, we hear about it. We are a very tight-knit unit and look out for each other, I don't know how yours is run. Generally, management stays out of our way since we are pretty damn good at what we do. There are exceptions.</p><p></p><p></p><p>As I said before in my first paragraph (and actually numerous times before) these types of people <strong>are not retained</strong> and are weeded out already. That's what the 30 days is for. If your center, and other centers like yours are so desperate for help that you let absolutely anyone walk through the door and stay there; perhaps you should examine the reasons behind that. I'd give you a hint but you seem more than intelligent to guess why.</p><p></p><p>After one year we get 1 week, 1 sick 1 personal. That's it. period. And yes, I've heard this line of reasoning, "if I don't like it, go to fedex, quit," what have you. There's a reason full-timers don't except this line from UPS corporate -- neither should part-timers except it from you, and those of your ilk. An equal question to yours is what other PT jobs require this type of extreme, inflexible hours along with this type of workload? What other PT job does corporate require so much of their employees? Yes, the benefits are nice, but that doesn't put bread on the table, particularly from a very large group that uses them that gets the least out of it.</p><p></p><p><span style="color: #000000"></span></p><p><span style="color: #000000"></span></p><p><span style="color: #000000">Nobody is making 50k/year working 19 hours a week, brah. What we're talking about is letting people who start at around 150 a week make between 175 and 180. <strong>But we can't let that happen!!</strong> oh no. They might actually have to start "working hard" and "showing up! and "ducking management!"</span></p></blockquote><p></p>
[QUOTE="Macbrother, post: 1077577, member: 42759"] No, I am simply saying, again, this is leverage they [B]already hold[/B]. If you can't handle the workload with a reasonable number of misloads at my center you are not retained -- period. As I said before, for the year, [B]one[/B] person was kept on out of three groups. If your center let's in everybody with a pulse, that's their problem. Post your numbers. We had two terminated in 14 months. Actually, our center is a smaller one (about 25 people run our preload) so when even one person is absent, we know about it. Misload sheets, along with production are posted on papers right where we clock in. If someone gets called to the principal's office for whatever reason, we hear about it. We are a very tight-knit unit and look out for each other, I don't know how yours is run. Generally, management stays out of our way since we are pretty damn good at what we do. There are exceptions. As I said before in my first paragraph (and actually numerous times before) these types of people [B]are not retained[/B] and are weeded out already. That's what the 30 days is for. If your center, and other centers like yours are so desperate for help that you let absolutely anyone walk through the door and stay there; perhaps you should examine the reasons behind that. I'd give you a hint but you seem more than intelligent to guess why. After one year we get 1 week, 1 sick 1 personal. That's it. period. And yes, I've heard this line of reasoning, "if I don't like it, go to fedex, quit," what have you. There's a reason full-timers don't except this line from UPS corporate -- neither should part-timers except it from you, and those of your ilk. An equal question to yours is what other PT jobs require this type of extreme, inflexible hours along with this type of workload? What other PT job does corporate require so much of their employees? Yes, the benefits are nice, but that doesn't put bread on the table, particularly from a very large group that uses them that gets the least out of it. [COLOR=#000000] Nobody is making 50k/year working 19 hours a week, brah. What we're talking about is letting people who start at around 150 a week make between 175 and 180. [B]But we can't let that happen!![/B] oh no. They might actually have to start "working hard" and "showing up! and "ducking management!"[/COLOR] [/QUOTE]
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