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What are the chances
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<blockquote data-quote="&#039;Lord Brown&#039;s bidding&#039;" data-source="post: 2010322" data-attributes="member: 32753"><p>BTW, when I think of "rolling" packages or stops, I think of them being sheeted with some exception code and being attempted the next day. However, with your definition, while that is certainly a dishonest act, it shouldn't be classified as <em>dishonesty; </em>for starters, how did the employee profit? Aside from that, I'd think the customer suffering a "loss" should be something that needs to be investigated, at least if I understand how ground guarantees work: if you ship something from NYC to DC, it should get there in one day, however, aren't UPS packages <em>guaranteed</em> to get there in five? If so, and the driver in DC did not make the delivery that first day, technically the customer has not suffered a loss, since the package is not guaranteed to get there for another four days.</p><p></p><p>I am not condoning acts of dishonesty, and it is also nice to remember there <strong>is</strong> a way of catching dishonest people who don't happen to also commit true acts of defrauding UPS or its customers in their dishonesty: <em>failure to follow methods and procedures</em>. Truth be told, for someone in management who wants somebody gone, and if they are serious, they could probably have them terminated in three days, if that is the actual progressive discipline outline you presented. I would hope after a suspension of even a day someone would be scared straight of whatever it was they were doing, if not the warning letter. If they truly have a hard head, though, the 'problem child' could be removed as quickly as the management team wants them to, provided they are willing to watch them for a day to catch them not following a method or procedure. But outside of cardinal sins, which dishonesty is when it has acts of fraud involved, no one "can" be fired for a first time offense, right? What am I naively missing here?</p></blockquote><p></p>
[QUOTE="'Lord Brown's bidding', post: 2010322, member: 32753"] BTW, when I think of "rolling" packages or stops, I think of them being sheeted with some exception code and being attempted the next day. However, with your definition, while that is certainly a dishonest act, it shouldn't be classified as [I]dishonesty; [/I]for starters, how did the employee profit? Aside from that, I'd think the customer suffering a "loss" should be something that needs to be investigated, at least if I understand how ground guarantees work: if you ship something from NYC to DC, it should get there in one day, however, aren't UPS packages [I]guaranteed[/I] to get there in five? If so, and the driver in DC did not make the delivery that first day, technically the customer has not suffered a loss, since the package is not guaranteed to get there for another four days. I am not condoning acts of dishonesty, and it is also nice to remember there [B]is[/B] a way of catching dishonest people who don't happen to also commit true acts of defrauding UPS or its customers in their dishonesty: [I]failure to follow methods and procedures[/I]. Truth be told, for someone in management who wants somebody gone, and if they are serious, they could probably have them terminated in three days, if that is the actual progressive discipline outline you presented. I would hope after a suspension of even a day someone would be scared straight of whatever it was they were doing, if not the warning letter. If they truly have a hard head, though, the 'problem child' could be removed as quickly as the management team wants them to, provided they are willing to watch them for a day to catch them not following a method or procedure. But outside of cardinal sins, which dishonesty is when it has acts of fraud involved, no one "can" be fired for a first time offense, right? What am I naively missing here? [/QUOTE]
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