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

Another from Glassdoor

“A mix of good and bad”

Sales Representative (Former Employee)

 Chicago, IL

I worked at UPS full-time for more than 10 years

Pros – Good benefits, job security, good brand

Cons – low pay, very small raises, long hours, taking work home with you, dishonesty from management.

Advice to Senior Management – management needs to be more ethical. A good sales person does not make a good manager.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

UPS's big brother....cont

It's no use trying to delete them now.....

You've missed one anyway.......

and I've got screen prints....


Took your time reading that post......at least 5 minutes since it was posted

UPS Ethics

It would seem that Davis was wrong

If you know how to play the game, you can build a Company on slippery ethics.

I'm in the game.

Anonymous (the coward) said 

1 comment:

1. 
   Anonymous30 June 2013 08:10

   cue you leaving court empty handed AGAIN

   ReplyDelete

Pierre de Coubertin said,

It's not about winning it's about taking part.

I don't need to win, I only need to take part, and being in court, empty handed, or not, I will be taking part.

The Philippines and others

It's not just UPS as per my post, http://mikeyvtheworld.blogspot.co.uk/2013/11/ups-donates-pittance.html

You can insert any Company making vast, obscene profits.

	Ian Bray (@IanOxfam)
15/11/2013 09:03 #Haiyan latest figures 11.8m people affected, 4,460 dead, 921,200 displaced 243,600 houses destroyed reliefweb.int/report/philipp…

Working for UPS for over 20 years I can't comment on other Companies.

Why does UPS need to make such a vast profit?
Why do UPS need to use dishonest tactics (which reminds me about slippery ethics) to bump up their profits?

Billions over the last few years.

11.8 million people affected in the Philippines and UPS donate $1 million.

Yet......

UPS (insert your own Corporate example) paid one man $10,694,321 in 2012. It just doesn't add up does it?

Why does Davis (& others) need so much money?

He'll have a decent house already, + cars, holiday home(s), plenty on expenses, what does he need such a stash for?

There is so much wealth sloshing around the world, we need to start using it wisely

UPS's big brother

Now, Why would UPS send me an e-mail, or 3, saying that they had deleted a message without reading it?

Hold on.....I haven't sent them any messages.....well not directly. Only through the blog.

3 messages have been deleted without being read, what were the subject lines?

1. A challenge for Unite
2. Good morning
3. Blog

I wonder what they could be?

Posts on the blog of course, not that I need UPS to tell me that they are monitoring the blog.

Happy reading, I've a couple more in the pipeline, as I'm sure that you already know.

UPS donates a pittance

1. UPSers ‏@UPSers38m

   UPS pledges $1M & is working w/ @CARE @medshare @TSA_IHQ @UNICEF & @WFP to provide relief for Typhoon #Haiyan victims http://bit.ly/1aEA1zP 

   •  Reply 
   •  Retweet 
   •  Favorite 

   Expand

A million dollars?

Not much is it when you look at the amount of profit UPS makes
(Some fraudulently)

http://money.cnn.com/magazines/fortune/fortune500/2012/snapshots/2071.html

Not that it's just UPS who should be providing relief

Merrygoround

Peddling their own propaganda

	Justmeans (@Justmeans)
13/11/2013 02:40 How @UPS is using technology to make delivery operations more #sustainable bit.ly/19e4vs1 via @Justmeans ht.ly/2BpJQS

The article is here or in fact up there

Punishment for fraud

A different fraudster gets punished.

http://www.bbc.co.uk/news/uk-22380368

James McCormick, purveyor of dodgy bomb detectors

The fraud "promoted a false sense of security" and contributed to death and injury, the judge said.
He also described the profit as "outrageous".

Fraud & outrageous profits? Now where could I connect those 2 words?

UPS quote trust

Had a couple of conversations with a UPS driver last week.

Thursday saw him deliver to a large multinational Company.
I delivered there at 10.40. The UPS driver delivered there after me.
The UPS driver had 6 shipments that had a 10.30 commitment time.
Because the driver can stop the clock on the DIAD, these packages "didn't fail", therefore the customer could not claim their money back.

From the UPS web-site

Money-Back Guarantee

For certain services and selected destinations UPS offers a free money-back guarantee.          Where the money-back guarantee operates, if we deliver outside our time commitment on             applicable services, we will on request refund or credit you with the shipping charges ( in               the case above, neither the shipper or intended receiver would probably realise the delivery           was late as there is a central goods in at the Company. Though the goods in staff do log               the actual time)

I can't hear Dave Barnes saying this is how UPS saves money using technology through big data.

Nov. 8 (Bloomberg) -- Dave Barnes, chief information officer at UPS, discusses how technology has changed the shipping business and cutting fuel and company costs with the use of big data. He speaks on Bloomberg Television’s “Bloomberg Surveillance.”

	Bloomberg TV (@BloombergTV)
08/11/2013 13:46 How UPS saves cash through technology, big data: bloom.bg/1gw805B $UPS

On Friday the UPS driver confirmed that the deliveries hadn't failed, despite being delivered after 10.30.


How long have UPS been able to do this?

UPSers@UPSers  #Trivia Answer: #UPS began electronically tracking all ground packages in September 1992. #UPShistory 07:42 PM - 06 Nov 13

Whilst that may be the answer, it was pen and paper before that, so the easy option was for the driver to fill in his own delivery times.


All this was preceded by another case of mis-direction from UPS with the following tweet.

	UPS (@UPS)
04/11/2013 13:03 We deliver overnight by 8AM to more ZIP codes than anyone. When time is an issue, trust UPS #logistics. bit.ly/GWLLXF

Trust UPS?

and one of the results of the fraud?

UPS Board Announces Quarterly Dividend

Atlanta, November 07, 2013

The UPS Board of Directors declared a regular quarterly dividend of $0.62 per share on all outstanding Class A and Class B shares.

The dividend is payable December 4, 2013, to shareowners of record on November 18, 2013.

The Board also approved the filing of a shelf registration statement authorizing the issuance of debt and equity securities. The filing replaces the Company's expiring shelf registration statement that was filed in November 2010.

Earlier this year, the UPS Board increased the regular quarterly dividend by nearly 9% to the current level of $0.62 per share. UPS's dividend has more than tripled since 2000, growing at a compounded annual rate of 10.5%.

On Have I got news for you, J P Morgan were described as serial fraudsters, do UPS also fall into this category?

More on UPS sickness

Spoke to another current UPS employee on Friday.
I was discussing the recent bullying event on sickness, where a driver had been bullied into coming to work, having phoned in sick, and he said that this was a commonplace event at Dewsbury.

He said that numerous employees had been telephoned by Scott Fowler. Scott regularly rang people up when they had phoned in sick, and bullied them into coming to work.

The employee told me about another driver who, when phoned by Scott Fowler, asked Scott to hang on while he recorded the conversation. Strangely at this point the phone went dead.

Talking about UPS

Whilst travelling around last week, Not only did I have the pleasure of PMQ's, I also had the pleasure of a number of conversations.

Initially there was an expected conversation with the Unite members who were picketing ASDA, oops, given away my location. This failed to happen. As a Unite member (or not), I thought that I would be stopped and asked not to cross the picket line. It could have been an entertaining conversation.

At ASDA I also bumped into an ex-UPS employee. He was going through the court procedure a few years ago following his dismissal, backed by the afore-mentioned Unite. He was being dismissed for following some instructions that he had been given by his Manager. Strangely Unite caved in the day before the court appearance. I wonder what financial incentive could have caused that to happen.

Best conversation was one about the continued bullying within UPS.
This shows how the jungle drums beat throughout UPS drivers, which is why when I was in Leeds (served by drivers working out of Pudsey) I was told about a driver working out of Dewsbury. There are a lot of ex-Dewsbury drivers working out of Pudsey, if you are wondering how the networking happens.
A driver at Dewsbury phoned in sick.
He was then phoned twice by his Manager, Scott Fowler, and bullied into coming to work.

Scott Fowler not doing things by the book? Where have we heard that one before?

There's a example on the right hand side, check out what Scott had to say at Nigel's disciplinary meeting

                                      Nigel's Disciplinary

                                      Click to hear music file (this may still work as a link, if not it's down there under the page views)

UPS know that they can get away with this because the employees are scared of the retribution if they report this, and even if they report, as I have already proven,. the HSE isn't interested. I wonder what financial inducements may have influenced those decisions?





The delay in posting?
Its taken a week to remember all the bits and pieces at the same time.