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UPS on Trial?
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<blockquote data-quote="The Other Side" data-source="post: 1417383" data-attributes="member: 17969"><p>I dont make statements like that without conviction. I dont have ANY sympathy for supervisors because in 25 years ive experienced MANY of them who could care less about the pain and suffering they inflicted on employees. I think I have been really clear, today's UPS is full of supervisors who do the same thing.</p><p></p><p>Unnecessary stress affect people differently. Heck, a ton of management personnel have to take "stress leave" every year, and if anyone believes the UPS system isnt stressful, then maybe they should get a reality check on the subject.</p><p></p><p>The system is creating monsters on both sides. </p><p></p><p>Messing with a persons livelihood to the point where they snap is becoming a bigger threat to UPS then people want to believe.</p><p></p><p>You can bet your ash that ORION has alot to do with it around the country.</p><p></p><p>It matters not to me the participation of either supervisor in the case whether positive or negative. Whats important is what UPS takes from the incident itself.</p><p></p><p>Will it examine how its creating these hostile work environments? or will it continue to do business as usual until the next tragedy affects a UPS hub in the UPS.</p><p></p><p>Heck, we just lost a division manager, who was "walked out" just last monday by the company and security was tighter than a knats ash. </p><p></p><p>They made sure he got into his car, and drove off the property before any of the security personnel came back into the building.</p><p></p><p>In this case, UPS allowed its center team to fire a man, let him work, harrass him until his case was finalized, then let him come to work, sit him down, hand him his walking papers and then expected him to just walk out and go home, failing to secure the property, the gate and the employees.</p><p></p><p>Its clear the company was NEGLIGENT in protecting the building and employees.</p><p></p><p>For whatever reasons, this driver was taken to his breaking point, and the company made sure he got there.</p><p></p><p>Maybe it was personal for the center manager and his team, and if it was, then the ends justified the means in that drivers mind. "take from me, I take from you".</p><p></p><p>We should all work to end "working terminations" and agree that if the company believes they have a case, then by all means, fire the employee. Go through the process without putting the driver through even more stress than is absolutely necessary.</p><p></p><p>Establish a national 7 cardinal sin policy for all terminations, instead of allowing the center team to compile a case of bullcrap based on production numbers and go to arbitration willing to flip a coin on the outcome.</p><p></p><p>TOS.</p></blockquote><p></p>
[QUOTE="The Other Side, post: 1417383, member: 17969"] I dont make statements like that without conviction. I dont have ANY sympathy for supervisors because in 25 years ive experienced MANY of them who could care less about the pain and suffering they inflicted on employees. I think I have been really clear, today's UPS is full of supervisors who do the same thing. Unnecessary stress affect people differently. Heck, a ton of management personnel have to take "stress leave" every year, and if anyone believes the UPS system isnt stressful, then maybe they should get a reality check on the subject. The system is creating monsters on both sides. Messing with a persons livelihood to the point where they snap is becoming a bigger threat to UPS then people want to believe. You can bet your ash that ORION has alot to do with it around the country. It matters not to me the participation of either supervisor in the case whether positive or negative. Whats important is what UPS takes from the incident itself. Will it examine how its creating these hostile work environments? or will it continue to do business as usual until the next tragedy affects a UPS hub in the UPS. Heck, we just lost a division manager, who was "walked out" just last monday by the company and security was tighter than a knats ash. They made sure he got into his car, and drove off the property before any of the security personnel came back into the building. In this case, UPS allowed its center team to fire a man, let him work, harrass him until his case was finalized, then let him come to work, sit him down, hand him his walking papers and then expected him to just walk out and go home, failing to secure the property, the gate and the employees. Its clear the company was NEGLIGENT in protecting the building and employees. For whatever reasons, this driver was taken to his breaking point, and the company made sure he got there. Maybe it was personal for the center manager and his team, and if it was, then the ends justified the means in that drivers mind. "take from me, I take from you". We should all work to end "working terminations" and agree that if the company believes they have a case, then by all means, fire the employee. Go through the process without putting the driver through even more stress than is absolutely necessary. Establish a national 7 cardinal sin policy for all terminations, instead of allowing the center team to compile a case of bullcrap based on production numbers and go to arbitration willing to flip a coin on the outcome. TOS. [/QUOTE]
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