JC
New Member
Posts: 13
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Post by JC on Jan 25, 2009 17:02:57 GMT -5
Rumor has it that a termination was upheld for production. I heard it was out of Local 804. My CM also confirms what happened. I'm sure that UPS will treat this like a dog with a bone. I'm advising all my drivers "do your job as trained!"
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Post by cutties1911 on Jan 25, 2009 22:13:50 GMT -5
One thing to remember about production. Follow the methods that the company has trained you on, take your lunch, no short cuts and work SAFE. The company is looking at the pieces ran per hour each day so any short cuts taken will be noticed.
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cck
New Member
Posts: 2
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Post by cck on Jan 26, 2009 23:11:40 GMT -5
use the TDU daily log book to keep track of your days
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Post by stemmy on Jan 27, 2009 3:01:53 GMT -5
Not A Driver anymore but the best answer to any ?? They ask. is Every thing that I did was in the best intrest of UPS Thats how I used to answer all ???s From MGT. How can you go wrong Baltimore 355
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Post by change396 on Jan 28, 2009 18:27:36 GMT -5
in local 396 preloaders get removed from their routes if they don't meet the pieces per hour standards even if they have no bad pal's nor misloads
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mollies
New Member
"We do the impossible for the ungrateful"
Posts: 8
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Post by mollies on Jan 29, 2009 20:09:41 GMT -5
safety! safety! safety! Use it to your advantage.
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Post by danjcamp on Jan 30, 2009 12:13:09 GMT -5
There was a driver terminated in LU 804 but production was only a part of management's case against him. LU 804 also has a different grievance process which allowed an arbitrator to make the decision on this case. Keep good records, work according to UPS rules and don't take dangerous, unsafe short cuts and you should be OK.
If management is coming after up for production, make sure you are keeping extra good records of your load, trace, weather and road conditions and as many other factors that affect your day. If management insists you maintain some level of stops per on road hour, insist that they guarantee consistant load, road and other conditions be maintained. If they are unwilling to guarantee their end of the deal, tell them you will do your best based on the many factors that make every day unique.
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Post by change396 on Jan 30, 2009 14:07:09 GMT -5
safety! safety! safety! Use it to your advantage. i agree 110% safety first & preserve thyself
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Post by tenchavez396 on Jan 30, 2009 15:49:27 GMT -5
FAIR DAYS WORK FOR A FAIR DAYS PAY. that is what the contract says and that's what i do.
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Post by mrchumplie on Sept 12, 2009 8:41:52 GMT -5
working safely and by the methods is not going to secure your job anymore...unless WE have a UNION LEADERSHIP that is willing to interpret the language contained in ARTICLE 37,PARAGRAPH 1 as it is written...." THE EMPLOYER SHALL NOT IN ANY WAY INTIMIDATE,HARASS,COERCE,OR OVERLY SUPERVISE ANY EMPLOYEE IN THE PERFORMANCE OF HIS OR HER DUTIES."
under the guise of the 77 page book the 340 METHODS AND THE CONCEPT OF "PROGRESSIVE DISCIPLINE" Ups MANAGEMENT can build a case against any DRIVER....it just takes a little time, a few too many rides, some bogus "remote observations" and lots of AM OFFICE MEETINGS with discipline in mind.
Getting this problem corrected will be the most crucial element of regaining JOB SECURITY and DECENT WORKING CONDITIONS.
ALL DRIVERS SHOULD ATTEND ALL CRAFT MEETINGS and let THE UNION know how important this issue is....MAYBE TO A POINT OF re-opening contract talks AND THREAT OF job action UNLESS THIS ISSUE IS RESOLVED IN driver's favor.
This issue will have to be front and center at RE-ELECTION time, both for the incumbnenets and any new SLATES that want to get elected.
THE union is US.........they HAVE to ACT if there ENOUGH drivers WILLING to make A STAND. THIS TOO TAKES SOME TIME...BUT IT CAN HAPPEN...ITS CALLED A MOVEMENT
so long and good luck, mr chumplie .
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