Thoughts of a 19 year employee. Started at 17 in 2007.
Throwaway account, for obvious reasons.
All they did was move the goal post to make it easier to hit numbers.
In my area all NDA went to EOD commit times of 1700, business and air back in February. Funny part was routes in extended areas got screwed by it since their all their commits except EAMs were due by EOD 2359 before and after now they have 10 air commits that ORION doesn’t list until the preprogrammed commit time In the DIAD, until an hour before they’re due
Their logic is if there’s essentially no air trace then there should be 0 late air ever and routes are as close to peak season with a drastically different “AM” air commit than ever in company history outside of peak season.
And with the drop in Amazon volume, routes are getting bigger because they’re pressured to cut down and encourage layoffs, even with the buyouts. Problem is the center I’m in has grown too fast in the last 10 years, both residential by about 30% overall. The things the dispatch has become is essentially the same plan every week when there’s no severe weather.
Monday-dogshit light, low stops, low route level, high mileage
Tuesday and Friday-barely more than Monday
Wednesday and Thursday-most “normal” days of the week with extra routes with the proper swing routes that were normally in on Tuesday THROUGH Friday.
Certain EAMs that are 5 minutes away from the building and used to be 0800 commit times have been selectively moved back to 1400. So our “EAM” service has split into 2 types to maximize and justify priority packages. One, if in town options are 0800/0930; second is 1400.
At this point their logic also is that drivers should be delivering more stops consistently with the extremely lax commit times. That’s why they want documentation on everything. Normally, You have to demonstrate a pattern of continuous service issues related to the same thing; i.e documented for last air through progressive discipline; documented talk with, warning letter, suspension, then fired.
But if you document them on talk withs and warning letters on multiple issues; simple as not wearing socks with with shorts, a clear violation of the professional dress code that every employee signs when getting hired as a driver/insider, late air as explained above, and not knowing depth of knowledge questions after multiple reviews with management specifically, can be a bad case against you.
This example is a list of the 3 things management “cares” about in order: 1. Safety, 2. Service, and 3. Production With the cited infractions above, management can make a case that the driver is a “delinquent employee” due to the established track record of appearance and late air issues directly attached to #2 Service and the lack of DOK to #1 Safety. “If the employee doesn’t care about Safety or Service, why should we have them work for the United Parcel SERVICE.” Because that’s all we do. We don’t make or sell anything. We only provide a service of moving customers packages from A to B.
I can honestly say after almost 19 years of service, 15 being in management, I used to love my job but I haven’t believed in the company since Covid started. If retirement is 62 now then by the time I could actually retire it’ll at least be bumped up to 65; the pay and benefits are good, but I don’t want to spend the next 30 years hating the month of December and Christmas.