Notes for Nigel

Roger

A number of comments made to me since my last e-mail.

I have no reason to doubt their authenticity.

They are in the order that they were given to me, not necessarily in chronological order.

1. Steve O’Donnell never comes out of his office. He hides away avoiding conflict. No change there despite Steve saying that things were going to change.
2. There are a number of employees who describe Steve O’Donnell as having no backbone, balls or brain
3. Steve O’Donnell says “my grand-daughter isn’t immediate family.”
1. From http://www.businessdictionary.com/definition/immediate-family.html
2. Definition - Someone’s spouse, parents and grandparents, children and grand children, brothers and sisters, mother in law and father in law, brothers in law and sisters in law, daughters in law and sons in law. Adopted, half, and step members are also included in immediate family.
4. No communication from Steve O’Donnell regarding the change in sick policy
5. There is a driver who describes his van as “ram packed”
6. There is a driver that states that there is “no change” in the overloading policy
7. There is a driver who states that there is “no change” in being expected to work through his break.
8. There is a driver who states that the job is a “bloody Joke”
9. Why is Shayne Williams saying that he has been instructed to load the freight in one breath but in the next breath he is authorising NDA’s, to “prove a point”
10. An employee has told me that a Division Manager has stated that we won’t be going to court. If this decision has already been made, then why the delaying tactics? More unnecessary stress?
11. An employee has told the Company to “stick your job up your fucking arse”. Has this resignation been accepted? If not, has the employee been disciplined for foul and abusive language as per Nigel Harnell?

Again, as per my last e-mail, I will withhold the names until they are required to be released.

With regards to Nigel Harnell

As per Carl McGuinness’s letter dated 14^th February 2012.

1. Nigel was dismissed for Gross Misconduct.
2. The letter refers to “on the day”. So only one occurrence. How many issues were there on the Company side?
3. More could have been done by the Centre Management team.
4. Overturn the decision to dismiss
5. Commitment from Nigel
6. No mention of the Commitment by the Company
7. I have enclosed all of the notes
1. The notes start with we have re-convened.
2. Where are the notes from the convened meeting?
3. Where are the other notes requested by Nigel?
4. Carl McGuinness states that it is not the Nigel that he knew when he was Centre Manager. Craig McIntosh has also stated this to me. What caused Nigel to snap? Both have stated Nigel was a good driver. There are no complaints from his customers, only praise.
5. CM - The evidence and proof to dismiss is terrible.
6. CM - If workload not achievable-We do best we can to meet the expectations - if honest - this didn’t happen. (Due to cost cutting it never will. Insufficient resource)
7. CM - Our job is to provide customer service. See points 9 and 7 f. Lack of resource.
8. CM - If you have an explosive fuse. 1 occurrence in 8 years.
9. CM - I feel we may have helped fuel your reaction.
10. CM - I agree UPS Management got it wrong
11. CM - Some advice was given to you – you went against it. The advice was wrong. Nigel was correct and followed 340 methods procedure in his choice of delivery route. Following the advice would have created more missed deliveries.
12. NH - If people are pushed- they react.
13. CM - I will be discussing the same with the management at lengths and ask for the same commitments in writing.
14. CM - You played a major part. 1 occurrence against repeated occurrences by the Company. It wasn’t the first time Steve had to step in and sort out the bullying that was going on regarding Nigel’s load. Bulk was being forced on to Nigel’s van making his load unworkable. Several times Steve had to take work off Nigel’s van.

It would appear that there is missing paperwork & statements to try and hide the fact that there was an unfair dismissal. The impression is that the blame is being directed solely at Nigel.

You have had 14 months since I first submitted a grievance. Is there anything, anywhere in my grievances, notes and e-mails that is inaccurate or dishonest? I constantly kept being told that no-one questioned my integrity. This is a contradiction if I am not believed. Has anybody, anywhere, in the Centre, HR, Compliance & Ethics or the whole Company found one shred of information that doesn’t stand up to scrutiny?

The longer this is dragged out, the more time I have to go through my notes and paperwork. I haven’t even touched on the lies and deceit that surrounded my transfer to Leeds for the Lynx integration. If you want to see that amount of files that I have, ask Emma O’Toole about the cricket bag that I brought to one of the meetings.

If you want a meeting it can be;

1. An unofficial informal meeting
2. An unofficial formal meeting
3. An official informal meeting
4. An official formal meeting
5. I can come alone or with representation. The more people who are there, the more information can leak from the meeting. As is usual at UPS.

Pictues of vans to follow