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Wednesday, 28 September 2016

Redbazar/Tiger Moth Tales & Pete Jones

I went to a cracking gig the other week and made a couple of comments to which the afore mentioned Pete Jones said;

"Oh and Mikey, that what you wrote there should be up on some review website / blog / thingy. Very kind words."

Well there were a few posts, and I'm not sure which one he meant so 


  1. Strangely it wouldn't have been the same without you either.
    Great gig, excellent nights entertainment 😀😀😀  ---  in reponse to Gary "Sawtooth" Marsh
  2. On the night I thought Red Moth just shaded it over Tiger Bazar
  3. I know it's dangerous, but I've been thinking   ;D ;D
    Pound for pound this has to have been the best value gig in the history of best value gigs.
    Ticket, including obligatory booking fee, 3 CD's and a pint all for less than the princely sum of 30 quid.  8) 8)
    A toptastic gig & it didn't cost anything to travel either.
Take your pick as to which post Pete was referring to, but there they are.

Friday, 3 June 2016

Don't think we've had Mike Ditka before

You're never a loser until you quit trying. - Mike Ditka

& to tweeting Nigel, you're miles off the point.

Saturday, 28 May 2016

Someone wanted some updated facts.

Well, well, well......................
or rather,
Hello, hello, hello.

I had a call from a policeman the other day.
Was it a follow up from UPS to the post about a UPS Paedophile ring? Indeed not.

I very much doubt whether UPS would dare to follow that up. What was it their solicitors said?
Something along the lines of, it implies there are wrong doings within UPS, well, hello, hasn't that been my point all along?

Following a tweet by my MP, Paula Sherriff about integrity in business and a few suggestions and comments that I made to her, the police are following up on my previous emails about fraud within UPS. Anyone not understanding the processes may want to search the labels on DIAD fraud & UPS fraud for starters.

So just a heads up to UPS that they will need to dig out all the old paperwork, and don't worry if you can't find anything, I have copies that I can send you.

You also might want to work on some new excuses.
Mike Whitehead is a disgruntled ex-employee. When his first grievance was submitted he was a 20+ year employee of UPS, doing his job as a supervisor, which he had done for over 10 years.
Also the, we knew there were problems/issues so we've changed the manager, won't wash either.
It continued when Mo Akhtar was replaced,
It continued when Duncan Coates was replaced,
It continued when Karl Mcguinness was replaced,
It continued when Geoff Platt was replaced,
It continued when Mo Akhtar was replaced,
It continued when Mo Akhtar was replaced,
It continued when Craig McIntosh was replaced,
It continued when Scott Fowler was replaced,
It continued with Steve O'Donnell
and according to sources it still continues now, after at least a further 2 changes, though one was Scott Fowler again, so no surprise.

It was the same story with Division Managers as well
It continued when Richard Watts was replaced,
It continued when Howard Stone was replaced,
It continued when Nigel Marsh was replaced,
It continued when Rob Burrows was replaced,
It continued with Craig McIntosh.

Anyone spot a theme?

The Police currently have my 3 grievances and UPS's response which was discredited in my second grievance.

The challenge will be for UPS to find something, somewhere in those 3 grievances that isn't a true statement of fact.
Thinking caps on UPS, that will be hard
a - Thinking
b - Finding fiction

Nearly forgot.
He's not only looking at fraud, he's looking at everything that I brought up. Quick burn all those tacho reports with a thousand offences on....ooops, I've got copies

Saturday, 14 May 2016

Glassdoor. Where have I heard this before?

Cons
GBS Training Development Department lacks integrity. Email is monitored; instant messaging is monitored. Employees secretly pass notes for fear of reprisal. Upper management gossip openly about each other and subordinates. Every review or survey submitted to provide feedback to UPS GBS is "screened" or "filtered". Suggestions for improvement are frowned upon as "creating more work" or "rocking the boat". Every attempt to obtain employment is "screened" or "filtered". If a supervisor or manager does not like an employee, their oversight of submitted internal applications can be sabotaged or "not recommended". Both practices promote bias, and when an individual in upper management has bias against an employee, there is no opportunity for advancement. The UPS Global Business Services Training Development Department should not hire interns or contractors. This department only brings interns in for the purpose of "busy work" with no intent to hire permanently. Contractors are fired without notices, after receiving feedback from Managers or Supervisors that work is meeting standards. The expectation is for all employees to work silently, and laughter and frequent conversation is frowned upon. There is favoritism and reprisal between leadership and employees, who are afraid to send electronic messages, but prefer to pass notes. Something is seriously wrong with the culture in one particular building and a specific training department. I wish someone had warned me or posted a review so I would be aware of what to expect. There is constant whispering by the director and his managers and supervisors, and they are extremely unprofessional on a daily basis with the conversations and comments. The work environment is tense and hostile. Unfortunately, personnel in HR (who are in charge of the internship program) are too trusting of Directors, Managers, and Supervisors who lack integrity within their departments. They are not aware of the treatment of interns until it is too late. The friendships developed between department heads and HR create a false trust that allows department heads to manipulate while interns are misused and mistreated. Older, qualified interns are NOT desired, and this sentiment is expressed in lunch and learn sessions or within departments. If you do not want interns who are 25 and older, then do NOT hire or waste their time. Projects are assigned to interns without an introduction to the department its daily practices. Tools to complete projects are slowly "piece-mailed" over time, as if the department heads are setting employees up for a pass or fail test. All employees need recurring training on diversity and inclusion. They are not conscious of their unprofessional behaviors or lack of training within their own department, yet they are providing training materials globally within UPS. There is a serious problem within Global Business Services Training Development Department. Employees are miserable. Screening/ filtering of all correspondence; Bias, lack of professional development, withholding of training and information, and lack of diversity or inclusion.

Monday, 25 April 2016

UPS v. VW (emissions)

This is a VW Crafter


Slightly more relevant, This is a VW Crafter with the engine running. Look at those clouds of...........
Maybe we need a closer look?

I kid you not, the engine is running

 As it is on this VW California

this Golf GTD
 


And this Golf GTI

So if the emissions from these vehicles are a scandal,
what about these?





Paul Mooney & the photo's

I was looking through my files and came across the details about Paul Mooney

Still no follow up from UPS, the Police or UPS's Solicitors, despite their threat's





From, what appears to be the now defunct, trucker-net website, a few lines from a complaint about UPS which prompted the paedophile comments

Before you read on please copy and paste the following link into your address bar.

http://www.ups.com/content/corp/code_conduct.html

It contains the code of conduct UPS publishes on its public domain web site which UPS says it uses in all its operations
Then draw your own conclusions from their actions regarding Mrs. ?


UPS ADMITS THAT IT INVESTIGATED THE ACTIVITIES OF A PERSON NOT EVEN EMPLOYED BY THE COMPANY AND PUBLISHED AND STILL RETAINS COPIES OF PHOTOGRAPHS OF THIER CHILDREN

I’m am very annoyed that UPS had broken their promise yet again that no other employee or member of the public would see the documentation with my children’s photo on it and low and behold it was being passed around the office like a game of pass the parcel.

What UPS have done to both me and my children has been absolutely disgraceful and extremely distressing especially to my son and if you have looked into what I said in my last email you would see that it had absolutely no relevance to my husbands investigation and as I have also said I’m am very annoyed that UPS had broken their promise yet again that no other employee or member of the public would see the documentation with my children’s photo on it and low and behold it was being passed around the office like a game of pass the parcel. I also doubt very much that you have looked into the seriousness of sending sensitive documentation like the photos of my kids and my husbands credit card statement via email where it could be intercepted at any time and fall into the wrong hands.

so therefore Paul Mooney did not need to do what he did!!!If anyone has brought UPS into disrepute it’s your own management and I do not take kindly to having someone send me a threatening email, in my opinion people in glass houses should not throw stones!!

I’m only stating the hard facts and that is something you can’t deny and I’m not breaking any law by stating the facts and if anyone is bringing the company into disrepute it’s your own vile behaviour that’s done it. I am aware that it is normal for response from UPS suggesting that everything is the other parties fault. UPS obviously want me to drop all allegations against them and you still don’t want any further publicity on this matter.UPS always argue that their actions are always in the best interest of the company and with a total disregard for who you have tried to walk over in the process. UPS will always protect their managers no matter what the cost and regardless of their incompetence. Please bear in mind that the letter and emails that you have sent me both contain admissions of your wrong doing.


I may just publish the whole thing later

Glassdoor, more words of wisdom

"GL Accountant"

StarStarStarStarStar
Current Employee - Anonymous Employee in Coppell, TX
C
Doesn't Recommend
Negative Outlook
Disapproves of CEO
I have been working at UPS full-time
Pros
Flex Start time, weekly pay, and the ability to transfer
Cons
Work Load, poor management, unprofessional employees. Horrible OFFICE!
Advice to Management
Invest in your employees

  1. Cons
    Lots of time is spent making and generating reports for upper management to look at.
    Seems like relatively little time is spent taking action on these results.
    Management spends WAY too much time on conference calls and in meetings.
    Advice to Management
    Let management work! Greatly reduce number of conference calls and meetings.


    Cons

    They have some old rules that should really be updated. When the economy is bad they start to get a little crazy.


    Advice to Management

    Please allow management to have facial hair. This rule is so outdated it is ridiculous. Also if you're over 55 and a millionaire please retire.


    Cons

    Politics in the GCO aka NOC are horrible
    No movement


    Advice to Management

    Jim Casey thought of UPS as a family... you've strayed from that and think of employees as numbers. It starts with not giving that turkey at thanksgiving and moves to other things. Keep your talent by rewarding them and not seeing them as magnetic badge.



    Cons
    A demanding requirement whether physically or mentally. Do it now and if it's wrong you'll catch flack. They demand you move quickly, but preach safety until the numbers become in jeopardy

























Wednesday, 20 April 2016

Back to Glassdoor

I've not looked at Glassdoor for a while. Here's some from this week's email

Pros

Amazing Health Insurance after 1 year, Union, raises posted, great opportunities within

Cons

Union, inexperienced supervisors, extremely hard work, no one cares about you, favoritism

Advice to Management

At least make some effort to show you care about your employees.

Pros
Offer a good profit sharing package, as well as earned vacation and good health benefits. As well, if you do your job, you will have job security.
Cons
They preach Work Life Balance but in reality they don't expect you to take them up on it nor will you make plan if you do -Bad Work Life Balance. Promotions are not based on years of experience either inside or outside company, nor sales metrics. Promotions are based on District Management Favoritism which results in discrimination and "good old boy" system. Most open positions are never posted and filled before employees even know of them; thus, they could not apply for them if they wanted to. Average base salary is below industry averages for AE jobs
Advice to Management
Bring Base pays up to national averages for BD jobs, make job position openings transparent, open to all employees and hold interviews prior to filling a job in BD.

Is Abney still CEO?

I'm out of touch.

Quickly googles.

It appears he still is.
These bar stewards nearly killed me but I'm still here.

Strange that UPS didn't come after me for calling them liars & thieves, but set the Police on me for Paedophile references.
But why wasn't there a follow-up when I didn't delete the post as requested?

Nobody has, as yet, justified why a UPS employee needed pictures of another employees children.
You can draw your own conclusions, but apparently I can't imply there's a paedophile ring within UPS. So I won't.

Promotion for Cindy Miller

This is where dis-honesty gets you in UPS.

I've emailed Jeff Berman, but haven't had a reply yet.
Still an absence of Compliance & Ethics, maybe it's because it keeps being thrown back at her.


Q&A: Cindy Miller, president of global freight forwarding at UPS

By Jeff Berman, Group News Editor
April 12, 2016
Transportation and logistics bellwether UPS recently announced that Cindy Miller was named as the company’s president of global freight forwarding. A 28-year UPS veteran, Miller was president of UPS Europe, where she oversaw all UPS operations in more than 120 countries and territories across Europe, the Middle East and Africa (EMEA).
Miller held that position going back to March 2013 and began her UPS career as a driver in Allentown, Penn. in 1988. Other positions she has held at UPS include directing key expansions in the healthcare and retail/B2C sectors, which included the company’s introduction of its UPS My Choice and UPS Access Point network offerings, as well as leading various acquisitions and the opening of new or expected facilities across Europe.
Logistics Management Group News Editor Jeff Berman recently caught up with Miller to discuss her new role at UPS and the global freight forwarding sector. A transcript of the conversation follows below. 
Logistics Management: What has the impact of the global economy been on the global freight forwarding business for UPS, given the varying global economic conditions?
Cindy Miller: What we are seeing in the global freight forwarding market, and it is not necessarily anything new, is that the market is very exciting and dynamic and can really change quite quickly. I think one thing that stays constant that we are seeing and that we are hearing from our customers is that there is always a concern about costs. And that is whether you are in Europe or Asia or elsewhere. Cost is still very, very much the forefront, but we also see that our customers are also looking at the time segment, and we are getting an awful lot of requests on solutions that can be put together that find the right mix of speed and costs, which everyone is being asked to come up with along those lines. This requires engaging across the modes of transportation as opposed to having the position or mindset that “I am just an ocean freight or air freight type of customer.”
LM: What other types of things are you seeing on that front?
Miller: The concept of near shoring is something the industry is seeing as opposed to the off shoring piece. One of the major trade lanes we are very excited about from a near shoring perspective is the U.S.-Mexico trade lane and how creative and engaged we can get in finding different solutions, where we are combining some opportunities for small package and freight that come across that trade lane a little better. We have set up what we call a center of excellence along the border in the Texas area. It is a very big focal point for us, and we are finding that the combination of assisting small package and freight in moving stuff back and forth and combining it with time and solutions that provide the best value for the cost is where we are putting a lot of our attention. And I was very pleased with me coming into this role having spent the last eight years in Europe and not really having been engaged in the U.S. freight forwarding market as much. Getting to understand things a little bit more on the U.S. side in a more granular way has given me a bit of excitement a few weeks into this job, as I see a great opportunity there.
LM: From a shipper perspective, what types of things are they looking to your group for in terms of help or problems or issues they have that they need solved?
Miller: Quite a few of them tie into technology. As customers’ supply chains become more complex, whether it is for WMS or following warehouse movements that then turn into transportation movements, or into the box and out of the box, and keeping an eye on goods in terms of what is going on when talking about speed complexity, the technology piece is a big one in regards of where shippers are pushing us to come up with new solutions and move forward. Our new Flex Global View offering is helping to enhance our customers’ ability to really keep an eye on their freight, where delays are and how to get around them. We are really pushing towards advancing technology, and we have a few things we are working on to make up for the pieces in the marketplace that are missing.
LM: How are you handling things on the regulatory front for ACE and SOLAS?
Miller:
 ACE is a little easier to have a conversation about. Our customers are looking to UPS to help guide and educate them and see what they can do better and be prepared. We are doing Webinars featuring a mix of our internal experts and share the most relevant and up to date information for our customers and also provide advance materials for them so they can ask specific questions, too. They have been well received and we have had some large audiences for these. On SOLAS, there is just a lack of clarity that we see internally at UPS in dealing with different agencies, whether it is the weighing process or certifications or violations. Customers want the most up to date information available and that is still the spot where we are not sure where it is going. We are very engaged from a public affairs perspective and within the compliance piece. When we get something more definitive, we are going to provide customers with something as definitive as we can, similar to what we are doing with ACE. We understand everyone wants to improve ocean sector safety and are in complete compliance with that and focus a lot on safety across business units. But we don’t have strong feelings as to where that lands yet, and I don’t think anyone does. We are feeling it and so are service providers, while the goal line keeps getting moved. It makes shippers uneasy in terms of not really still knowing what will need to change in terms of things like equipment and processes and by when.
LM: How do you view the current state of capacity for ocean and air in the global freight forwarding market in terms of demand, need, and availability?
Miller: Without getting into capacity-related specifics, our customers are continuing to come to us to help find the appropriate solutions, regardless of how much they are moving. That, in turn, is driving us towards increased technology. The service providers best answering those needs are the ones that will fare best regardless of capacity levels. 
LM: What are the plans for future growth for UPS Global Freight Forwarding?
Miller: The whole Europe-China rail piece is an opportunity is an untapped one and for customers facing different challenges for reducing transportation costs, or other things, when moving goods. This piece is underdeveloped at this time, and there is a tremendous amount of opportunity that UPS needs to engage and help out customers on that front. There is more to come on that and we need to guide our customers to that offering as we think it will help to alleviate a good bit of that time-cost continuum to have the right solution based on customer needs.  And, again, technology is always going to be there, so customers can have one complete system that focuses on the complete supply chain, with a seamless flow. That continues to be top of mind for UPS. We also have a strategic enterprise fund, where we invest in start-up companies from a technology perspective to see the latest and greatest that is being tested or baked in the market. 

Monday, 18 April 2016

Old hat, but......

Cindy Miller to take charge at UPS Europe

Friday, March 22nd, 2013
UPS has appointed Cindy Miller as president of its largest non-US operation, UPS Europe.
The 24-year UPS veteran who has been president of UPS UK, Ireland and Nordics, takes responsibility for all UPS operations in more than 120 countries in Europe, the Middle East and Africa.
The region accounted for almost half of the $12.1bn of international revenue generated by UPS in 2012.
Miller, 50, officially takes charge on 30th April, taking over from Jim Barber, who was appointed president of UPS International last month.
UPS said its new UPS Europe president has “extensive” experience and knowledge of the EMEA region, having served in senior executive positions in Europe since 2008.
“UPS delivered more than 30 million items during the 2012 London Olympic Games and Cindy is the leader responsible for UPS’s outstanding performance,” said Dan Brutto, the outgoing president UPS International.
“In addition, she also ensured UPS delivered innovative sustainability solutions through our technology and logistics solutions. Cindy is a well-rounded executive with a laser focus on operational excellence and superior customer service.”
Miller, a native of Tamaqua, Pennsylvania, USA, has held several key executive positions at UPS, such as president of UPS South Europe and Africa, as well as similar roles in the U.S. She began working for UPS as a package car driver and, like many UPSers, worked her way up through positions of increasing responsibility.
“UPS will continue to focus energy and resources on Europe as it plays a large role in our long-term strategy,” said Miller. “We see continued growth because we help our customers be more competitive on a global scale.”



Hmm, can't see any reference to her being in compliance & ethics. Maybe she daren't admit that now.

The words, Miller, liar, thief, bully and Cindy all spring to mind.

Yes Cindy I do know the meaning of threat as I proved before.

Your threat was an idle one.

Mine wasn't because you can t threatened to do something you've already done.

But with 4 against 1 it's hard to be able to get a word into conversation.

That's bullying and intimidation.

Is that the sound of.................

Chickens?



Come on UPS

What are you scared of?

Do I need to repost my paedophile thread?


Tuesday, 5 January 2016

Idle threat

I had a visit from the police.

They asked me to delete the post about Paul Mooney.

I've done it.




Dear UPS

Why have you not followed up your threats?
The visit by the police was on 4th January 2015.
I have just deleted the post within the last 10 minutes, 5th January 2016

What are you scared of?