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

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.