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Women preloaders...
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<blockquote data-quote="supercool" data-source="post: 295438" data-attributes="member: 8811"><p>If they can prove they are filling smalls/data cap/etc with women because their production isn't the same as men, then what's the issue with that? She wouldn't be moved there solely because she IS a woman. If she was performing adequately out in her trailer, this wouldn't be an issue. I've seen guys who can't do the work get moved into smalls or elsewhere as well. Had Pink Belt not specified the gender, would this be the discussion it is? Sexism works both ways. What if he said she was a black woman? A black gay woman? A black gay single mother? The list could go on. Adjectives like this are irrelevant. She isn't performing her job adequately, so management should be moving her to a place where she can perform at a level deemed as acceptable. Not everyone can grow up to be a baseball player or an astronaut.</p><p></p><p>There are metrics to measure performance at UPS, such as PPH, misload frequencies, etc. If she's not meeting the standard production metrics that are laid out, then shouldn't she be moved? Some people just aren't going to improve, and UPS has other alternative work areas in place if she can't perform a certain job. This seems like a no-brainer to me.</p></blockquote><p></p>
[QUOTE="supercool, post: 295438, member: 8811"] If they can prove they are filling smalls/data cap/etc with women because their production isn't the same as men, then what's the issue with that? She wouldn't be moved there solely because she IS a woman. If she was performing adequately out in her trailer, this wouldn't be an issue. I've seen guys who can't do the work get moved into smalls or elsewhere as well. Had Pink Belt not specified the gender, would this be the discussion it is? Sexism works both ways. What if he said she was a black woman? A black gay woman? A black gay single mother? The list could go on. Adjectives like this are irrelevant. She isn't performing her job adequately, so management should be moving her to a place where she can perform at a level deemed as acceptable. Not everyone can grow up to be a baseball player or an astronaut. There are metrics to measure performance at UPS, such as PPH, misload frequencies, etc. If she's not meeting the standard production metrics that are laid out, then shouldn't she be moved? Some people just aren't going to improve, and UPS has other alternative work areas in place if she can't perform a certain job. This seems like a no-brainer to me. [/QUOTE]
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