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yearly ride comittment letter
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<blockquote data-quote="pretzel_man" data-source="post: 516407" data-attributes="member: 927"><p>While I really have no agenda here, I think I would handle this differently if I were in the employee's shoes. Let me explain my position and why.</p><p> </p><p>First, I have a belief that a company has a right to observe an employee doing work, correct and document methods issues, and measure performance during those observations. I think most reasonable people agree with this.</p><p> </p><p>If performance when not observed is significantly and consistently different than when observed, this points to the employee as the issue. Again, I think most people would agree with this.</p><p> </p><p>With that being said, my position is that it doesn't really matter if you agree with my statement above or if you sign or don't sign the documentation of the observations. </p><p> </p><p>Those documents will still exist whether they are signed or not. They will be filed saying it was reviewed with the employee and the employee "refused to sign." If discipline continues based on the observations, the documents will eventually get in the hands of an arbitrator.</p><p> </p><p>So, here is what I think I would do if I were the employee. Rather than arguing that I don't agree with the validity of the ride, or saying that I refused to sign a document, I would make the document accurately reflect the situation.</p><p> </p><p>Again, I have no agenda or dog in this fight, but I think I would do the same thing I do when I see any document I don't like. I edit it.</p><p> </p><p>Why don't you edit the document to show how the conditions on the day of the ride are different than the norn. Write on the bottom that on the day of the ride, your load was perfect and you didn't have to sort it saving 30 minutes. Write that the door was closed and your AM time was reduced. Write that you had different splits than normal. </p><p> </p><p>To me, now the employee voice becomes part of the record. It seems that if I were the employee, I'd rather the arbitrator saw this as my voice instead of "refused to sign".</p><p> </p><p>I would appreciate constructive feedback as to why this is not a better approach. </p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 516407, member: 927"] While I really have no agenda here, I think I would handle this differently if I were in the employee's shoes. Let me explain my position and why. First, I have a belief that a company has a right to observe an employee doing work, correct and document methods issues, and measure performance during those observations. I think most reasonable people agree with this. If performance when not observed is significantly and consistently different than when observed, this points to the employee as the issue. Again, I think most people would agree with this. With that being said, my position is that it doesn't really matter if you agree with my statement above or if you sign or don't sign the documentation of the observations. Those documents will still exist whether they are signed or not. They will be filed saying it was reviewed with the employee and the employee "refused to sign." If discipline continues based on the observations, the documents will eventually get in the hands of an arbitrator. So, here is what I think I would do if I were the employee. Rather than arguing that I don't agree with the validity of the ride, or saying that I refused to sign a document, I would make the document accurately reflect the situation. Again, I have no agenda or dog in this fight, but I think I would do the same thing I do when I see any document I don't like. I edit it. Why don't you edit the document to show how the conditions on the day of the ride are different than the norn. Write on the bottom that on the day of the ride, your load was perfect and you didn't have to sort it saving 30 minutes. Write that the door was closed and your AM time was reduced. Write that you had different splits than normal. To me, now the employee voice becomes part of the record. It seems that if I were the employee, I'd rather the arbitrator saw this as my voice instead of "refused to sign". I would appreciate constructive feedback as to why this is not a better approach. P-Man [/QUOTE]
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