This week on Glassdoor, Integrity

Maybe UPS are trying to find out what integrity really is.........through their interview process

Dec 27, 2013

Accepted Offer

Neutral Experience

Part Time Supervisor Interview

Part Time Supervisor

I applied through other source and the process took 4+ weeks - interviewed at UPS.

Interview Details – Computerized Aptitude Exam required.

Interview Question – How do you define integrity?   Answer Question

Negotiation Details – Zero negotiation. You accept what they offer or hit the door.

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Q I quote

	The QI Elves (@qikipedia)
21/11/2013 23:32 Facts are many, but the truth is one. RABINDRANATH TAGORE (1861-1941)

I have posted many facts.

They show the truth about UPS management.

They generally lack integrity.

More fraud examples

Thursday 11th November 2010
Missed deliveries keyed as closed
Office staff on road without DIAD

Friday 12th November 2010
Centre Planning Meeting
Missed deliveries by another driver keyed as closed


Missed deliveries by Safety Dept employee keyed as closed.
Discussed at CPM that it was impossible to have done so many deliveries in only a couple of minutes, where-ever they were. Steve O'Donnell swept all these examples of fraud under the carpet

In all these cases, the customers money back guarantee would have been annulled by a false scan.
The DIAD, should these have been investigated correctly, would have shown exactly where the driver was located.

p.s.
(See examples from mapping on previous centre board posts)

p.p.s.
i.e. like this

Grievance

7th December 2010
Lisa Bradshaw

Hello Mike,

As per my earlier emails, if you would like to raise an official grievance, please could you provide specifics in writing with evidence to back up your new concerns through the formal grievance procedure and address either to your Manager or Division Manager, Rob Burrows.  If you decide to formalise this matter please copy your correspondence to either myself or Barbara Garrett, HR Specialist.

Regards,
Lisa

Lisa Bradshaw
Workforce Planning Supervisor (North East)
Salters Lane Industrial Estate, Sedgefield
Stockton-on-Tees, TS21 3EE
United Kingdom

------------------------------------------------------------------------------------------------------

From: Bradshaw Lisa (LMM6LXB)  

Sent: Tuesday, November 23, 2010 9:49 AM

To: Whitehead Mike (UKG2MXW)

Subject: Integrity

Hello Mike,

As discussed previously, I recall that we discussed some history regarding integrity issues which occurred several years ago at the Dewsbury centre .......................

......................It is correct that at UPS we believe integrity is fundamental and I would like to reassure you that every formal integrity issue is investigated thoroughly, unfortunately it is not possible for me to investigate the specifics regarding your previous concerns again but I can advise you that if any new grievance is raised formally which concerns integrity issues it will be investigated and the appropriate action taken.  

Do I hear someone shouting bullshit?

Obviously 3 grievances were insufficient

Not me guv, honest

Subject: UPS vehicle thefts

All

UPS have had a further 2 vehicle stolen, the MO is to run in to the back of the target vehicle then when the driver gets out they jump in and make off with the vehicle.

This isn't the story that I've heard, but watch out guys

Glassdoor-UPS racism

For a town with a very high number of ethic minorities, Dewsbury has had very few employees from this sector. I wonder why?

“Operations Supervisor”

Anonymous Employee (Current Employee)

I have been working at UPS

Pros – benenfits and a lot of cool people you meet working there

Cons – very racist and difficult place to move up in, very few minorities in upper management

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Nov 23, 2013

• Culture & Values
       
• Work/Life Balance
       
• Senior Management
       
• Comp & Benefits
       
• Career Opportunities
       
• Disapproves of CEO

“A rollercoaster of misinformation”

Part Time Operations Supervisor (Current Employee)

 Dallas, TX

I have been working at UPS part-time for more than 5 years

Pros: Fair Pay & Great Benefits, Some chance for growth depending… Cons: Your growth may depend on the "Good Ol' Boy" system - Can be stressfull dealing with Management and hourly… Advice to Senior Management: BE PROFFESIONAL, Validate employee concerns and consider employee feedback No, I would not recommend this company to a friend More 

DOK

	BrownCafe (@browncafe)
16/11/2013 15:18 UPS hubs testing drivers on 10 point commentary, 5 seeing habits, etc. after failed audits #upser browncafe.com/forum/f6/depth…

Failed audits?
Employees have been learning these Parrot fashion for several years now.
How come there are still employees who can't recite all these simple points?


Shouldn't these employees have been forced out of the Company by now?


Or does it only apply to employees that they want to get rid of?

Play the UPS game with Glassdoor

I could guess what playing the game means.

“Corporate call center atmosphere”

Inside Sales Representative (Current Employee)

 Phoenix, AZ

I have been working at UPS full-time for less than a year

Pros – Everyone knows who UPS is, good location, diverse group

Cons – Must "play the game" to advance, call center atmosphere, strict corporate rules (dress code, clocking in and out, no beards, etc), expect to be walked out immediately when you put in your two weeks.

Due to the commission structure (almost non existent), it didn't feel like a sales job, rather an account manager job. Inside sales is fairly new so they are still trying to figure it out. Outside sales is where to be, inside sales is not treated well.

Advice to Senior Management – Treat employees like adults. Don't hold the entire site accountable for mistakes others make. Create a better atmosphere (more fun, holiday parties, competitions, etc).

No, I would not recommend this company to a friend

Walter Mitty

Starring a few UPS managers?

	20th Century Fox UK (@20CenturyFoxUK)
23/12/2013 13:34 Experience The Secret Life of Walter Mitty with the whole family. #Mitty is OUT NOW bit.ly/1dREqDa pic.twitter.com/ziZjFXnrPa

Walter Mitty is a fictional character in James Thurber's short story "The Secret Life of Walter Mitty", first published in The New Yorker on March 18, 1939, and in book form inMy World and Welcome to It in 1942. Thurber loosely based the character on his friend,Walter Mithoff.^[1] It was made into a film in 1947, with a remake directed by and starringBen Stiller released in 2013.

Mitty is a meek, mild man with a vivid fantasy life: in a few dozen paragraphs he imagines himself a wartime pilot, an emergency-room surgeon, and a devil-may-care killer. The character's name has come into more general use to refer to an ineffectual dreamer, appearing in several dictionaries.^[2] The American Heritage Dictionary defines a Walter Mitty as "an ordinary, often ineffectual person who indulges in fantastic daydreams of personal triumphs".^[3] The most famous of Thurber's inept male protagonists, the character is considered "the archetype for dreamy, hapless, Thurber Man".^[4]

Although the story has humorous elements, there is a darker and more significant message underlying the text, leading to a more tragic interpretation of the Mitty character. Even in his heroic daydreams, Mitty does not triumph, several fantasies being interrupted before the final one sees Mitty dying bravely in front of a firing squad. In the brief snatches of reality that punctuate Mitty's fantasies the audience meets well-meaning but insensitive strangers who inadvertently rob Mitty of some of his remaining dignity.

UPS hacking

Dear UPS

Re my post - http://mikeyvtheworld.blogspot.co.uk/2013/11/upss-big-brother.html

Why would I send e-mails to mcmmonitor@ups.com ?

Where would I have got the e-mail address from, even if I was going to send these e-mails?

AOL haven't exactly been helpful. I'm not sure why they can't divulge who has hacked my account (s, as both my AOL & Gmail accounts were used)

The advice from AOL is go to the Police if I feel a crime has been committed.

Dr. Fowler again

Once again that venerable physician raises his head.

His current exploits include telling a driver to come in to work, if he wanted paying, while he was sick.
This driver had been involved in a serious accident, but was expected to come to work strapped up so that he could navigate for driver.

Further news on Dr. Fowler, that bastion of integrity, is that he binned the details of an accident. Surely knocking down a gatepost is an accident. Wasn't Whatsisname from safety demoted or even dismissed for fraudulently manipulating his accident figures. I should know his name, but that's a recall issue that I have, it'll come to me, as will more accurate details of his transgressions.

I do hope Dr. Fowler enjoyed his holiday in Camden, covering for the walk out of employees. What were the issues? Bullying and working conditions. Now why didn't Unite, HSE and CIPD take action when they were given the opportunity?

Nothing has happened to change my opinion that they are being influenced by UPS.

What a position of strength Unite could have been in...........if only they weren't so inept, or bent. You can decide given the information I've provided.


Of course, all this is alleged. The news hasn't come from the horses mouth, or mouths but I know who I believe.

CIPD on Glassdoor

• Why every HR professional should beware Glassdoor

• PM Editorial  
• 28 Nov 2013
• Comments0 comments

The rate-your-workplace website can be bad news for businesses – unless you’re prepared and proactive in your approach

By Robert Jeffery and Grace Lewis

If you haven’t done so already, do yourself a favour – get onto Glassdoor, type in the name of your organisation and find out what staff really think about work. If you can’t afford an employee engagement survey, it’s a revealing way of assessing morale (albeit one loaded with caveats). But it also poses a serious problem for HR departments.

Glassdoor – and rival sites such as Rate My Employer – lets employees give full vent to their feelings about their workplace, in the same way TripAdvisor services holidaymakers. Would-be hires are queuing up to use the service: with 150,000 companies covered globally, 75 million page views per month and an informal tie-up with Facebook to let you check out who’s worked at a company before you apply, its popularity is soaring, and 90 per cent of US jobseekers report reading a workplace review of a potential employer.

Glassdoor, which is marketing heavily in the UK, was discussed extensively at the CIPD annual conference and exhibition in November, including by keynote speaker Dan Pink, who hailed it as an example of “information parity” between the old elite (companies) and empowered consumers. Except not everything said on such sites is proportionate, or fair: while there is plenty of praise for good employers, there’s plenty of trash talk too. Like the major UK retailer with an “intense culture of overwork” and “exceptionally hierarchical” culture. Or the hotel chain dismissed for its “poor management” and “staff bullying”. Who knows whether the reviewer is an ex-employee with a grievance, a legitimately concerned staff member or even a malicious rival hotelier? And because Glassdoor doesn’t distinguish between localised problems and organisation-wide issues, many businesses may find themselves unfairly lambasted.

Threatening dire retribution to those who contribute to such sites (as some US employers recently have) is one way to respond. But there may be a more positive opportunity. On Unilever’s careers page, it encourages job seekers to “visit our page on Glassdoor for candidates and employee testimonials”. The company has described everyone who comments on Glassdoor as an ambassador – despite the fact not every review is 100 per cent flattering.

You could also try providing an “employer response” – in the same way many hotels gain kudos for proactively replying to negative reviews. Or you could encourage your employees to find their own voice on social media, to drive workforce collaboration and win trust by being more transparent on important issues.

The CIPD report Social media and employee voice highlights the employee engagement opportunities that employer-led social media can bring, including an open channel for employees to feed views, concerns and ideas upwards, and greater knowledge sharing and innovation between employees at all levels. “Employee voice expressed through social media is much more influential because it is more likely to be heard,” says CIPD research adviser Jonny Gifford.

Glassdoor again

Note to underpaidservant

I'm on it

“UnderPaidServant”

Part Time Operations Supervisor (Former Employee)

I worked at UPS part-time for more than 8 years

Pros – I got the job pretty easy.

Cons – Mediocrity is promoted heavily within this organization. Overtime became forced and you were frowned upon for refusing. Instead of working together, Management constantly butt heads with each other on a daily basis on routine issues. Be prepared to kiss, lick or suck (whichever you prefer ..lol) some a** if you plan on moving up because you will be stagnant in that company if you don't.

Advice to Senior Management – its 2013 not 1963. Someone will sue you and expose your unethical ways. Your EXPLOITATION of your lower level management team is sickening.

No, I would not recommend this company to a friend

I'm alright Jack

• Directors in FTSE 100 see total pay rise 14 per cent

• Claire Churchard  
• 18 Nov 2013
• Comments1 comments

Bosses reward rises 20 times faster than pay for average employee, says TUC

Total pay for FTSE 100 directors has risen by 14 per cent as a result of a share price climb, boosting the payouts on long-term rewards, research has revealed.

Incomes Data Services (IDS) found that the average pay for bosses in the FTSE 100 has reached £3.3 million despite modest basic pay rises averaging 4 per cent and a fall in annual bonuses of 8.8 per cent (£606,900 to £553,200) from last year. The findings showed that share-based long-term incentive plans were responsible for the hike in reward as they rose 58 per cent (from £764,462 to £1,208,940).

Steve Tatton, editor of IDS's directors' pay report, explained: “These divergent pay trends highlight the complex make-up of boardroom remuneration, illustrating that while one part of a director’s pay package may go down another part may go up.

"With nearly two-thirds of FTSE directors benefiting from an LTIP [long-term incentive plan] award in the latest year, the higher share-based payouts clearly made up for any ground lost in lower annual bonuses.”

However, pay for the majority of employees remains subdued, according to official figures published last week.

Pay data published by the Office for National statistics revealed that private sector pay, total and regular, rose by 1.1 per cent, while total reward in the public sector dropped by 0.4 per cent and regular pay fell by 0.1 per cent.

The TUC said the IDS survey highlighted the disparity between average employee wages and rewards for those at the top of British firms, with directors’ pay rising 20 times faster than that of the average worker.

Frances O'Grady, TUC general secretary, said: “It's one thing replacing bonuses with long-term incentive plans, but FTSE 100 companies are simply exploiting this change to make their fat cats even fatter."

from CIPD http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2013/11/18/directors-in-ftse-100-see-total-pay-rise-14-per-cent.aspx

What was I saying about greed