When we started we were told that the work day would be 10 hours and reduced to 8 in 1-2 months Five years later we were still doing 12 and them some. We went in at 5:30 AM and nobody got bask before 9PM. When mid management found out about it who did terminal blame it on ? Blamed it on us. Why were we out there all day and half the night? They forgot the RD carrier miles that went with the zip code. One of 34 zip codes stretched across 4 rural counties that I ended up with that included more than 3400 miles of RD carrier miles. That's what I had to cover in one day. We ran everyday no days off. In fact I couldn't even get to my own father's funeral because terminal would do nothing to make arrangements so I could get away. Anybody calls in a bitch due to the fact that there was no arbitration process you were automatically guilty. Complaints of speeding? My response? " What speed detection instrument was the complainant using? How fast did it say I was going? Who calibrated that instrument and who certified it's results? Didn't matter to management. And safety? After listening to an hour lecture on safety I spoke up and said " Sir let me remind you of something. You're company divested itself of every workplace health as safety liability as it pertained to we the people who are out there doing your dirty work . Why are you here barking at us like a junk yard dog about safety? ..silence. And here's one for you. a few years after being ordered to file articles of PRIVATELY held Subchapter S corporation I was ordered to turn over to corporate for "their audit and review" my S-Corps private operational records much of which are passed through to 1040 despite the fact that they are privileged information protected un der US privacy laws. LET"S SEE YOU SQUARE THAT ONE! And BTW after somebody called in a bitch I had to undergo company sensitivity training in exchange for a "get out of jail free card" despite the fact I WASN"T WEVEN THEIR friend#!*ING EMPLOYEE! What do you have to say about that?
I could go on but it all comes down to one simple fact. There's not a single term in that unilaterally drafted implemented document that's binding on that company . Why's that? Can you identify for me the governing legal authority with the power to make that document binding on RPS/FXG? And do even think about trying to smooth talk it over with apathy and indifference. it will not work.
You're better off saying nothing.
There you go, finally, a few details.
I am guessing if you went in at 5:30am, it was a driver load, not a preload.
It sounds like you have an extreme rural route over 350 miles a day. Did you ask the manager for someone to observe your route? If I had a contractor working that many hours, someone would have ridden with them to determine where the problem was.
Complaints that were called in were supposed to be investigated by the management and discussed with the contractor. I would say of the ones I investigated during my years, about half were something the contractor did incorrectly/poor decision and the other half were beyond the contractor's control.
No days off?? You ran on Saturday and Sunday as well?
I couldn't even get to my own father's funeral because terminal would do nothing to make arrangements so I could get away.
This was one of the toughest things I would see when I worked there, but unfortunately it is not the responsibility of RPS/Ground to provide replacements. You can't say I don't want you to run my business on day, then the next day, I need you to run my business.
Safety. Can't answer that very easily since I wasn't at your location. We were required to have weekly safety meetings with the contractors, optional for contractors to attend, most contractors would listen. There were a few a year that were mandatory DOT meetings they had to attend. The meetings were about 5 - 10 minutes, but never over 30 minutes.
The S-Corp was after my time, don't know anything about it.
And BTW after somebody called in a bitch I had to undergo company sensitivity training in exchange for a "get out of jail free card" despite the fact I WASN"T WEVEN THEIR friend#!*ING EMPLOYEE! What do you have to say about that?
What did you say/do to the other company/person? I am guessing it must have been very serious if they required you to take sensitivity training (didn't know they did that at RPS/Ground). The only thing that could be that serious would have been sexual harassment (not saying that is what you did as you have given no details again). An employee would have terminated for that. It sounds like they didn't want go through contract termination and gave you an out.
There's not a single term in that unilaterally drafted implemented document that's binding on that company.
Nothing is binding on the company? Were you paid for the work that you did? Was that not binding? I am not sure where you are going with this statement. I am assuming you are saying they did not follow any part of the agreement and you were never paid and you had no legal means in getting paid after 20 years.
Can you identify for me the governing legal authority with the power to make that document binding on RPS/FXG?
A contract is a legal binding document after both parties sign it. That is what makes it legal. The government does not get involved on every contract that is generated.
And do even think about trying to smooth talk it over with apathy and indifference. it will not work.
You're better off saying nothing.
You know I can't do that.
I am beginning to think you didn't understand what the contract was and what it fully meant and therefore felt trapped. You keep stating that it is a one way contract, well it was and is. RPS/FedEx needed businesses to deliver packages and here are the terms, take them or leave it. I can't imagine, while I was there, to have a different agreement for every contractor, it would have been extremely difficult to manage. Imagine if you had 1000 customers and different pricing for each, very hard to keep up with. You chose to sign the agreement, no one there forced you to start and keep going for years, it wall all your choice.
I am not doubting that manager(s) improperly oversaw the operation during the years. You have finally shed some light on that. When you come on this board and are vague about your complaints, you are not painting a complete picture. I think part of these problems were with the manager(s) of your location and you not being a savvy business owner.