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<blockquote data-quote="bacha29" data-source="post: 4740706" data-attributes="member: 58386">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&#039;s what I had to cover in one day. We ran everyday no days off. In fact I couldn&#039;t even get to my own father&#039;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? &quot; What speed detection instrument was the complainant using? How fast did it say I was going? Who calibrated that instrument and who certified it&#039;s results? Didn&#039;t matter to management. And safety? After listening to an hour lecture on safety I spoke up and said &quot; Sir let me remind you of something. You&#039;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&#039;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 &quot;their audit and review&quot; 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&quot;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 &quot;get out of jail free card&quot; despite the fact I WASN&quot;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&#039;s not a single term in that unilaterally drafted implemented document that&#039;s binding on that company . Why&#039;s that? Can you identify for me the governing legal authority with the power to make that document binding on RPS/FXG?&nbsp; And do even think about trying to smooth talk it over with apathy and indifference. it will not work.You&#039;re better off saying nothing.</blockquote>

[QUOTE="bacha29, post: 4740706, member: 58386"] 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. [/QUOTE]

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