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Smart Ways To Slowdown and Reduce Service
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<blockquote data-quote="hypo hanna" data-source="post: 1103521" data-attributes="member: 42600"><p>CYA with clear messages to dispatch as to why you can't do some special request then Hold your ground no matter much they beg. It's the driver that goes silent who gets extra attention. </p><p></p><p>Never sign off on an OLCC as written. Insist that your manager edit it to reflect your version of events. When they decide to fire you, these would be brought up in any litigation. Have those documents support your position as much as theirs. If its something others are guilty of who were not punished, note it. If its a failure of FedEx equipment or software, note it. If your manager doesn't want to edit the OLCC, don't sign. You don't have to be belligerent, but you don't have to sign anything you don't agree to either. If you think the manager will enter it with an "employee did not sign" notation, make sure you put that and any notes from your conversations in your employment diary/journal. Something we should all be keeping. </p><p>IMO, too many employees make it easy on them by being passive when they should be making it a nightmare for their mgr to fire them.</p></blockquote><p></p>
[QUOTE="hypo hanna, post: 1103521, member: 42600"] CYA with clear messages to dispatch as to why you can't do some special request then Hold your ground no matter much they beg. It's the driver that goes silent who gets extra attention. Never sign off on an OLCC as written. Insist that your manager edit it to reflect your version of events. When they decide to fire you, these would be brought up in any litigation. Have those documents support your position as much as theirs. If its something others are guilty of who were not punished, note it. If its a failure of FedEx equipment or software, note it. If your manager doesn't want to edit the OLCC, don't sign. You don't have to be belligerent, but you don't have to sign anything you don't agree to either. If you think the manager will enter it with an "employee did not sign" notation, make sure you put that and any notes from your conversations in your employment diary/journal. Something we should all be keeping. IMO, too many employees make it easy on them by being passive when they should be making it a nightmare for their mgr to fire them. [/QUOTE]
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