The point in the UK would be the 'top paid boyz' would be paid, no questions asked, not even a return to work interview. Staff at Dewsbury are immediately keyed as 'unpaid sick' i.e. Statutary sick pay, and then have to go cap in hand and grovel to the Manager with justification for why they should be paid. This change in policy was sneaked in with NO communication from the Manager (though I'm sure he'll deny this)
HQ vs Hub “Sick Day” Challenge
How often have you heard, “If you don’t like it, QUIT”?
If everyone who sought change for the better from their employers simply found other employment, there would have never been positive change (ie overtime laws, employer sponsored health insurance, restroom privileges [going back to Henry Ford days]). The real heroes are the 1′s who stayed and lead the charge. If people who work at a company don’t care enough to influence change, why would anyone on the outside think twice about their plight (ie OSHA, congressman, media, etc…) to help.
When corporations report how many billions they make every 3 months and put on a pretty face for the public and outside shareholders, it becomes a bitter pill to swallow as employees who know how we operate on the inside (whether it’s the “SAFETY IS #1″ [right after profit] facade, bitter cold working temperatures, or myself and coworkers being poisoned by carbon monoxide and diesel fumes simply because a few bad apples in control don’t think it’s a safety hazard (even though a boat load of medical EXPERTS disagree).
Before I really get going, let me leave you this thought. If the people on the bottom aren’t a value and part of the engine that drove to the billions of profit, I challenge 400 of the top paid Atlanta boyz to not show up for a week, and 400 hourly to not show up for a week at ANY hub across the US (no cheating with calling in cover people), see which 1 has a bigger effect on production, and customer reputation (this works for just about any LARGE corporation).
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