Our (their) Principles

Again from the Policy Book

• It is every person's responsibility to promote fairness in the workplace and develop mutual trust among all UPS people. We do this through strong leadership skills fostered by honest relationships, a recognition of the value a diverse workforce brings to our company, and a commitment to helping each person reach his or her fullest potential.
• We manage our business in compliance with all the applicable laws and regulations of the countries in which we operate and in accordance with our company's high standards of business conduct. All employees are expected to comply with the Code of Business Conduct, which is essential to maintaining our reputation for honesty, quality, and integrity. Also, it is each employee's responsibility to report to the company any situation where our standards or the laws are being violated. Any employee disclosing, in good faith, violations or suspected violations of legal or UPS business standards will not be subjected to retaliation or retribution. Likewise, failure to comply with the provisions of the UPS Code of Business Conduct will not be tolerated.
• As individuals, we do not have the authority to change or disregard any of our company’s policies. We are expected to follow existing policies, even if not always in complete agreement with them. Our managers and supervisors set the example for carrying out our policies. They, therefore, are expected to lead the way for other UPS people – by word and action – in living up to our policies. We must be careful not to misinterpret or violate a policy’s spirit and intent. If in doubt, we should check with others for guidance.
• The UPS Charter provides principles to guide our daily decisions. It makes clear our priorities and encourages us to seize new opportunities for the company. By letting The Charter guide us, our actions are aligned to fully meet the needs of our four constituencies: people, customers, shareowners, and communities.
• We believe that integrity and excellence are the core of all we do.

We Give Each Employee Complaint Prompt, Sincere Attention.

We try to anticipate and eliminate causes of complaints. When a question exists, we give the employee the benefit of the doubt. The immediate supervisor has the initial responsibility for resolving a complaint. When necessary, we involve the next level of management and, if appropriate, the Human Resources manager. We keep the employee informed about the status of his or her complaint. In the process of making a decision, we do our best to take action that is fair to both the employee and the company.

and that's why, 6 months down the line, I have had no response to my second grievance

If overlooked or neglected, even minor misunderstandings can escalate into major dissatisfactions.