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

How to confuse UPS Management

	Rodney Marsh (@RodneyMarsh10)
30/06/2014 02:02 To: Arjen Robben- "When in doubt tell the truth. It will confound your enemies and astound your friends."

Telling the truth seems to be a concept that UPS Managers have trouble understanding. If a minion had done what;

Platt
Watts
Akhtar
McGuinness
Coates
Stone
Marsh
Compliance and Ethics
O'Donnell
Fowler
Burrows
McIntosh
Marchant
Miller
Colaizzo
Davis
Mays

had done, they'd be down the road.

Andrew Mitchell MP

Scotland Yard sources say it appears that Wallis had acted on his own in a misguided attempt to support his colleague’s story.

A total of seven other police officers are facing disciplinary action over the Plebgate affair.

2 consecutive statements from a report that I read.

Own v. 7

Hint of a contradiction there. I heard 10 on the radio yesterday.

Where does an orchestrated response ring a bell?

Davis

Miller

McIntosh

Mays

Bradshaw

O'Toole

O'Donnell

That's 7 to match Andrew Mitchell's case, but there's more, a lot more, as there probably are above.

Bucket List

All will become clear, very soon peeps.
Maybe you cane work it out.
Answers on a postcard, or a comment

Chairman/CEO;

            D. Scott Davis

District Managers;

            Cindy Miller

Country Manager:

            Tony Colaizzo

Division Managers;

            Richard Watts

            Ian Wilson

            Howard Stone

            Rob Burrows

            Nigel Marsh

            John Johnson

            Craig McIntosh

Centre Managers;

            Geoff Platt

            Mo Akhtar

            Carl McGuinness

            Duncan Coates

            Scott Fowler

            Steve O’Donnell

    Phil Dearlove

    Alec Simmons

    Paul Clarke

Compliance & Ethics

            Randy Grimes

            Christopher Robbins

H.R;

            Tomas Kosir

            Roger Mays

            Emma O’Toole

            Sharon Hampson

            Lisa Bradshaw

            Barbara Garrett

Automotive

            Shaun Phillips

            Roger Birchenough

            Chris Gent

Safety;

            Paul Bowskill

            Barbara Gregory

            Matt Gale

Security;

            Chris Marchant

            Duncan Adair

            Mike Denyer

            Mark Salt

            Tony Nedergaard

            Sharon Summers

            Lorraine Burke

            Simon Eyers

Supervisors;

            Dan Walton

            Dean Weir

            Mark Whitehouse

            Tin Jenkins

            Craig Scott

            Andy Campion
            Paul Wilson

Team Leaders;

            Sharon Wilkinson

            Shayne Williams

            Gavin Muldoon

            Chris Kent

            Rob Mullett

Other UPS employees;

            Albert Graham – Union Convenor

            Michael Randell – IE ?

            Yamin Hwe – IE ?

           

            Drivers @ Dewsbury

            Centre Managers on Centreboard list

Dear UPS

As you are blocking my e-mails to UPS employees I will have to correspond to you in the following way.
Post here on my blog, although Albert Graham denies that it is a blog and then tweet you the link.

With reference to document - NSPT 2003 Training profile, issued to all new employees, from which I quote;

Dishonesty will result in immediate dismissal

When we do discover a dishonest person in our organization, we deal with that individual quickly and firmly

I formally request the immediate suspension of the following dishonest UPS employees;

• Geoff Platt
• Mo Akhtar
• Richard Watts
• Carl McGuinness
• Duncan Coates
• Howard Stone
• Scott Fowler
• Nigel Marsh
• Steve O'Donnell

My reason for this request is that they supplied false information to a grievance hearing. As this is a dishonest activity I would expect a full investigation to take place as soon as possible. You have the information from my 3 grievances to verify my request. I am available to answer any questions that you may have regarding these dishonest individuals.

I look forwards to your response

Mike Whitehead

At last......some sense from CIPD

Today's post from the CIPD could have been written by me. In fact, I think most of it has been. There won't be many UPS Managers that answers NO to any of the twelve questions. Here's the link if you want to check my source.

How to spot the psychopaths, Machiavels and narcissists at work…

…And why your boss may be one of them

TV has got a lot to answer for. Larger than life characters like mafia boss Tony Soprano (The Sopranos) and Wall Street’s Gordon Gekko convince us that it’s easy to spot the cold, unempathetic psychopaths, machiavals (compulsive game players) and the me, me, me narcissists among us.

But in the modern workplace, says Oliver James, author of Office Politics, people who display this triad of characteristics (if they have one they are likely to possess the others) are often adept at concealing the darker side of their nature. And when they do they are prone to doing well in the business world.

“1 per cent of the population are psychopathic, 4 per cent of American senior managers are. Likewise a study of English senior managers showed they are more much likely to be narcissists than the occupants of Broadmoor hospital,” says James.

So how do you spot them? In his book James suggest you score people on the following characteristics using a rating scale of 1 (strongly disagree) to 5 (strongly agree). The higher the score, the more likely they are to possess the “dark triad” of personality traits.

1. They tend to exploit and trick others for self-advancement.

2. They have used lies and deception to get their way.

3. They have used ingratiation to get their way.

4. They tend to manipulate others for selfish reasons.

5. They tend not to feel regretful and apologetic after having done wrong.

6. They tend not to worry about whether their behaviour is ethical.

7. They tend to be lacking in empathy and crassly unaware of the distress they can cause others.

8. They tend to take a pretty dim view of humanity, attributing nasty motives and selfishness.

9. They tend to be hungry for admiration.

10. They tend to want to be the centre of attention.

11. They tend to aim for higher status and signs of their importance.

12. They tend to take it for granted that other people will make extra efforts to help them.

Let us know how many of them you spot in your workplace.

Look out for our article on how to survive – and even thrive – when office politics are rife in March’s edition of People Management.

"Let us know how many of them you spot"...........OK, then, just to name a few.

Geoff Platt

Mo Akhtar

Carl McGuinness

Richard Watts

Howard Stone

Duncan Coates

Nigel Marsh

Scott Fowler

Steve O'Donnell

Rob Burrows

Craig McIntosh

Roger Mays

Lisa Bradshaw

Emma O'Toole

Tony Collaizo

Cindy Miller

D. Scott Davis

To name just a few, like what I said

UPS v BIS

Thank You

Your complaint has been received.

You will receive an acknowledgement by e-mail directly from our Vetting Section  in due course (if you have entered your email address correctly) which will include a reference number and a copy of your complaint.

If you do not receive an acknowledgement , please telephone 020 7596 6100.

Please do not try to re-submit your complaint.

Lets see where this goes................

Meanwhile, for JimD

Davis the pleb - UPS Pay rises

In terms of total compensation in 2010, UPS Chief executive officer Scott Davis received $10. 7 million, which represented a 73 percent increase from the previous year. Stock awards for Davis jumped 100 percent to a company-high $7.8 million.

Other executives seeing significant growth in total compensation were Chief operating officer David Abney and Chief financial officer Kurt Kuehne. Abney’s total compensation raised 72 percent to $4.3 million, while Kuehne received a 47 percent jump to $2.8 million.

Meanwhile, UPS as a company, had profits skyrocket 62 percent in 2010 to an astonishing $3.5 billion.

Hmmmmmmmmmmmmmmm, Mr UPS employee, what was your pay rise in 2010? Did you even get one?

I was going to say us plebs at the bottom end got relatively bugger all, but no, look at what a pleb is

Nowadays, a pleb is one associated with those in the lower class. They often lack integrity and sophistication, while many people who consider themselves modern-day patricians often lookdown and mock them.

Davis, you lack integrity, you are a pleb.

UPS managers lack integrity, they are plebs.

Mo Akhtar-A bit of previous

 Of course there's an allegedly in there, but isn't there something about smoke and fire?

I never found out what the follow up was...........................carpet, under and swept spring to mind. It wouldn't be the only time that it had happened.

Note that there are 4 HR employees who failed to follow up on this

More from the UPS Policy Book

The great majority of our people are of high moral character. However, when we do discover a dishonest person in our organization, we deal with that individual quickly and firmly. For our company to be known for its integrity, each one of us must meet high standards.

Scott, define "the great majority."

It is n't you, or T Kosir, or Roger Mays, Lisa Bradshaw, Emma O'Toole, Geoff Platt, Mo Akhtar, Richard Watts, Carl McGuinness, Duncan Coates, Chris Marchant, Nigel Marsh, Howard Stone, Steve O'Donnell, Rob Burrows, Craig McIntosh, 50 Centreboard Managers or any of the others I really can't be bothered looking up just now.

The great majority of our Management are not of high moral character. The honest employees are the hard working ones on the coal face. Usually the first to be victimised.
It is not the drivers cheating with centreboards.
It is not the drivers cheating with time deliveries.
It is not the drivers cheating with Non deliveries.

The Management give the instructions.
The Management are dishonest with their employees.

Clyde & Co, are UPS still happy with all this?

Liars, prevaricators, beguilers, cheaters, deceivers, tricksters, slickers, false witnesses, perjurers, fabricators, fibbers, storytellers, dishonorable, dishonourable, insincere

corrupt, crooked, not straight, dishonest, immoral, evasive, false - not in accordance with the fact or reality or actuality, untrustworthy, untrusty

and all these descriptions?

Of course they are.

Health Review

Documented information from my 3 grievances, merely copied and pasted. With a bit of red crayon

From Grievance 1

Steve/Rob/Lisa

I wish to raise a grievance concerning the lack of integrity throughout UPS. This is to try and show the effects of the last 10 years on me and explain why I have problems with my memory recall. It is not meant to be a witch hunt against individuals within the Company.

Background

For many years I discussed with a succession of Managers and Division Managers a lack of integrity shown by Dean Weir in his work at Dewsbury. This originally came to light when Dean first came to work at Dewsbury in 2000. As these issues continued to occur, it would appear that little, or no action, was being taken to resolve this lack of integrity. It would appear that Managers generally turned a blind eye to these actions, as I believe that results, however gained, are the real measure within UPS.

As I have said this is background information. It is to try and show the cause of my memory and recall issues. The lack of any noticeable action in the past has caused thoughts that go around and around in my head, questioning what is right and wrong and whether I should have rocked the boat by raising these issues. This, according to my doctor, is the cause of the stress, anxiety and depression that I am suffering. As I understand it from my doctor, the thoughts subconsciously going around and around in my head create a distraction that then has a knock on effect with my concentration and therefore an effect on my memory recall. It is this point that I firmly believe is misunderstood within Company, and is taken as a reluctance to learn the space and visibility card and safe work methods card.

It was interesting to have the Company’s letter read to me at the Occupational Health referral. It was stated that I was unable to learn, if I remember correctly, 8 points. This is far from accurate, and it will be interesting to see what Dr Butler puts in his report. As a supervisor I am currently expected to be able to recite parrot fashion the following;

5 space and visibility habits

5 key phrases – that’s more than 8 already

5 how’s

5 what it does for you 

10 point commentary checklist

I do not have a SWM card to hand but there are 8 keys to lifting and lowering and numerous other points to learn from the card.

That is 38 points already and there are many more.

I addition to this I was expected to learn, word for word;

10 sentences/paragraphs for the 340 methods course.

Additionally a number of cards, every night, for tests the following day

All 17 cards to be memorized word for word, in addition to the original material, for ‘the big test’ at the end of the course.

I passed the test on the Monday, (an e-mail was sent saying that I had recall problems, I know that I was nowhere near word for word) but failed at the 1^st fence on the big test at the end of the course. Similarly I passed the test on Aviation Security, but we answered questions as we went along, with our notes and coursework on the desk, no memory was required.

I find it quite funny, and hypocritical, that until fairly recently, my Division Manager has been unable to be certified on the SWM/S & V test in which you must obtain 100%. Similarly that he is unable to put into practice his S & V methods when parking his car, to the point of an argument with Matt Gale on why he is exempt from following Company policy/procedure. (As at 7^th January 2011, per Matt Gale, Rob Burrows is still not certified on SWM)*

Since a meeting on 5th Feb 2010 with Steve O’Donnell and Rob Burrows, when Rob demanded that I submit a letter of resignation from my position as Supervisor (since denied), there has been no follow-up meeting, conversation, e-mail or text to establish whether or not there was any change in my position, until the appointment with Occupational Health. This came about from what appeared to be a ‘chance’ meeting with Barbara Garrett, as it was a rare occasion for me to have been in the Centre on the day that Barbara was in Dewsbury. Steve may recall that I gave my doctor the information from the meeting (on 5^th February 2010) with himself and Rob, and also the report from my Company Medical. The advice that I was given from my G.P., Dr. Hussain, was that “I should not rush into anything at work”, which I reported back to Steve.

Current medical information, further to 5^th February 2010 - Dr. Hussain followed the recommendations of Dr. Lipman (Company Medical) that there may be a slight possibility that the Simvastatin that I was taking for Cholesterol may be having an effect on my memory, also that the Mirtazapin, for depression, could also have a similar effect on my memory. Dr. Hussain stopped my prescription of Simvastatin. As discussed with Dr. Goodwin (19^th May) the lack of Simvastatin appeared to have no effect whatsoever on my memory. At this appointment with Dr. Goodwin I said that I did not feel that I could come off the Mirtazapin at that time. Dr. Hussain suggested later that it would not be a good idea to currently reduce the dosage of Mirtazapin****. I also followed up with Dr. Goodwin the lack of a referral to the memory clinic which had been recommended by Dr Hussain. Dr. Goodwin confirmed that the referral had been requested, but would ask the secretary to follow this up. Dr. Goodwin also recommended referral to another clinic. This turned out to be for the same clinic, Dr. Brodie’s Older Persons Outpatient Clinic. No action was suggested at Dr Brodie’s clinic, just a follow-up appointment to monitor any changes. This follow-up appointment has just been changed in a letter dated 2^nd December 2010. The appointment is now on 1^st March 2011.

As previously discussed, my memory problem is not an ‘aging’ memory problem such as Alzheimer’s, but a recall problem. In addition to Dr. Hussain’s diagnosis last year, this has also been confirmed by Dr. Lipman, Dr. Brodie and also the Psychiatrist that I saw at the end of last year. I don’t have his name to hand.

There may be a similar example, which I will discuss with my G.P. at my next appointment. Below is my transcript of a recent transmission of Q.I. A program, which although a comedy panel game, is based on facts.

Q.I.

Friday 17^th December 2010, 20.30

Rob Brydon     For a long time doctors and surgeons didn’t realise that it was actually very important to wash your hands before you operate, because they weren’t aware of the transference of germs and it was Ignaz Semmelweis, a Hungarian, and he came up with this theory because he was at the Vienna Infirmary. He started this whole idea of the importance of cleanliness and hygiene.

Steven Fry        You’re absolutely right, there’s a museum in Budapest, to which I’ve been, called the Semmelweis Museum, which is where he lived. He died in poverty and insanity. In fact he died in an insane asylum because no-one recognised the absolute truth of what he said.

Alan Davies      So obsessively clean hands actually drive you mad

Steven Fry        No, what drives you mad is telling the truth and having no-one believe you. You see Doctors couldn’t face the fact that he was basically saying that thousands and thousands of deaths that took place in Hospitals were ultimately the fault of Doctors.

If being ignored can drive you mad, then I am fairly sure that it is quite possible that it can also affect your memory. Here are a few examples of previous e-mails, unfortunately, being moved around from centre to centre and PC to PC I don’t have a vast amount;

The main problem now is that for me to address the issue correctly, I should raise a grievance against 2 Centre Managers and a Division Manager. Where do you think that I should go with this? If you remember correctly one of the first emails that I sent you related to Integrity. You can now guess the reason why. Something that we also discussed on your first visit was confidence. It has been this continual under-mining that has eroded my confidence. My impression is that the Company think that I made things up, despite the fact that I was willing to speak to Sharon Hampson & Simon Eyers about this at the time. The outcome of tonight's appointment is that I am having anxiety attacks, one manifestation of this, and the stress effect, is memory recall problems. One incidence of this is the reason that I was only rated as a trainer on the S & V course. Because I was unable to do a PCM without notes, I was more or less ridiculed and was not rated as a train the trainer. How do you think that I would cope with a room full of strangers in Germany? You may want to speak to Richard Watts, Geoff Platt & Mo Akhtar for some further background information on this, in addition to Sharon Hampson & Simon Eyers.

Howard, as a reminder. If you cast your mind back to the March Business Review meeting, you might remember that Duncan asked me to see you after the meeting regarding the annual pay review. (Confirmation of which you have still not sent, despite reminders (un-answered)). Following the announcement of my pay increase you may remember that I expressed my disappointment at the increase compared to other members of staff. I have still not had any follow up to this meeting. We discussed the amount of work that I had done last year, bearing in mind that Duncan, Carl & Dean were absent from the centre for long periods of time. We discussed the Balanced  Scorecard results and the QPR results. We also discussed some integrity issues in relation to Dean Weir. I informed you that these had been raised over the years with different managers and were still occurring. I gave you a specific example of an instance which occurred while Carl was Centre Manager, according to Carl you never followed this up with him. Your only response to the pay issue was that I earned more than Dean. Your answer to the integrity issues was, get over it.
This is not an issue about money, per se, it’s about principles, and being sent to Coventry for speaking out about Dean.

As I stated at the beginning of my grievance I feel that I need to try and show the effects that the last 10 years has had on me. It has caused me to doubt my ability, my actions and has had a negative affect on my health. At my most recent appointment with the nurse at Undercliffe Surgery (26^th January 2011) my blood pressure was, if I remember correctly, I meant to write it down at the time, 170/100, this is despite already being on medication for my high blood pressure. (Ramipril 10mg Capsules & Amlodipine 10mg tablets). This is in addition to the anti-depressant that I am taking, Mirtazapine. I have been on various medications for insomnia and depression;

1^st February 2005 - Zopiclone

23^rd January 2006 – Dosulepin

27^th September 2007 – Fluoxetine

8^th May 2008 – Dosulepin

21^st July 2008 – Mirtazapine currently 45mg tablets (Pharmacokinetics - Mirtazapine is typically prescribed in doses ranging from 15 mg to 45 mg.)

From grievance 2

Dear Emma

I am not sure what right of reply I have to the allegations made against me during the grievance hearing. You may treat this as merely my response or a new grievance.  As I don’t know Chris Marchant’s Manager I cannot raise my response to the next level of management.

At the end of the discussions you asked if I felt better as a result of this. At the time, I did. To say that I had been rattled by the pages of notes that you gave me at 11.00, is somewhat of an understatement, and I assume that this was the desired effect. You had been in the centre for some time, you could have given the notes to me earlier.

If you actually read all those pages you will see that there is a theme. Denial, denial, denial. Does this not ring any alarm bells with you? If all these Managers are making all these denials, then what am I to conclude?

I must be a compulsive liar

The grievance that I raised must be a complete pack of lies. How do you think that makes me feel? Don’t you think that this is exactly what has gone on for the last 10 years? There should be enough evidence at the end of my grievance to prove that I was correct. That all the statements I made were true. So, what effect do you think that this has had? It has compounded my original feelings, I feel I have regressed 5 or 6 years, even on a change of medication and then and a doubling of the dosage (Citalopram 40 mgs) I still have sleepless nights. I said to my Doctor that I was beaten and that I hadn’t any fight left.

If my grievance was a pack of lies, why did Chris Marchant say that they were all valid points? If they were all valid they can’t have been lies. There was sufficient UPS data evidence to show that I was telling the truth, why would my statements about my Managers be anything but the truth? Do they think that I would be stupid enough to raise a grievance based on lies?

I will answer some of the comments given to me. I assume this was compiled by Lisa Bradshaw, It doesn’t say. My apologies if my assumption is incorrect.

Point 5 – As above. I agree there was never a formal grievance. I trusted my managers to sort out the situation. What exactly is Scott Fowler’s point? To me the implication is that I stole the file.

Now I’m a compulsive liar and I stole a file

It is strange that Scott can remember this ‘incident’, yet he can’t remember anything about any integrity issues at Dewsbury. It is also strange that if I stole something, nothing has ever been said to me. Which makes it even stranger that Scott is able to remember this. This is the first time that this has been said to me. If I stole it and it’s clear in Scott’s mind, where is the documented evidence? Surely theft is a serious integrity issue. Is Scott saying that he turned a blind eye to this? If he did this, why did he do it?

It is odd then, given the fact that I stole this file, that in my 2007 Quality Performance Review approved by Scott Fowler, signed by me on 30^th January 2008 that Scott gives 5 out of 5 for the question ‘Is honest in interactions with others’

I have my 2005 critical skills assessment chart. There are no details on it relating to my manager, (probably Karl McGuinness) but he scores me 5 on integrity. These contradict everything that is being said about me.

Point 19 – I only have A & O level education so can be said to be fairly stupid, but Dr. Butler, a man of many letters and therefore I assume University educated, read out a statement to me. You quote “he has been asked to memorise six safety elements”. So which are the 6 Safety elements that I need to memorise “word for word”

Is it the 5 safety habits?

Is it the 5 key phrases?

Is it the 5 how’s?

Is it the 5 what it does for you's?

Is it the 8 keys to lifting and lowering?

Is it the 5 keys to trips and falls?

Is it the 10 point commentary?

Is it something completely different that I don’t even know about?

I could go on with the 340 methods course and other things that we have to remember “Word for word”

So which are these 6 points that Dr. Butler asked me about? He believed there were 6 from your referral, I believed he was asking about 6 from his question. Is he as stupid as I am? I don’t have appendix 22 but I do have my copy of the letter from Dr. Butler.

Aviv Health UK Limited

P O Box 540

Eastleigh

SO50 0ET

CN/UPS

SR 1-1043719937

UID 1-1043719834

ICD Code – VA – WR

Doctor/Typist/Company – CRB/KW/UPS

From Page 1

……Although in your referral letter you state that he is required to memorize 6 safety elements………

Signed

Dr Christopher R Butler

MBBS BSc PhD DipSportsMed DOccMed MSc

Occupational Physician

Now I’m a compulsive liar, I stole a file and both Dr Butler and I are stupid

On the Space and Visibility course in 2006, I was only passed as a trainer, not as a master trainer. Why? I had to use notes.

I go to Church most Sundays, but I can’t remember the sermons, nor can I remember the 10 commandments, even though I know them.

If I have poor memory recall, how do I remember all these FACTS?

I don’t, I have notes, and I have, as you have seen, e-mails and letters. I learnt fairly quickly that I couldn’t trust my Managers and Division Managers. I learnt that they weren’t interested in Integrity issues. We had such a turnaround of Managers it is easy to see why. They were only short term and could therefore avoid anything that may turn out to be a longer term issue. Chris Marchant asked why I didn’t follow this up elsewhere. Where could I have gone if my Division Managers weren’t interested?

How can I pass AVSEC and Dangerous Goods training? The training is taken so seriously that we can write down the answers as we go along, are more or less told which parts of the training is a question, then the trainer goes out for a few minutes near the end so that we can confer if necessary. It's not exactly difficult to fail.*

*Might be a reason why the DfT are all over us.

Point 22 – Where are Rob Burrows/Steve O’Donnell’s notes from the meeting? Where is the Pittsburgh entry about the meeting? I have notes in my diary about that meeting, I have a letter that I asked my Doctor to verify for medical accuracy, mentioning Rob’s comments. If this didn’t happen how could I have reviewed it with Steve O’Donnell? If it wasn’t discussed, why was there a mention of a “lesser position” in point 22? Why was there no follow-up to this meeting?

“KM states both were absent” not true. To the best of my knowledge in 20 years I have been off work 3 times.

1 – I was sent home by Howard James when I had flu

2 – Vasectomy

3 – Stress

There was an occasion when my wife went into hospital in Acapulco, I was working in Manchester at the time and it was taken as holiday.

None of these occurred while Karl was Manager.

Duncan Coates & Carl McGuinness recalls I had no confidence.

Now why would that be? What could possibly have happen at Dewsbury to erode my confidence? Is it the fact that I was being continually ignored when raising integrity issues? Thus causing me to start questioning myself and starting the circling thoughts in my head. My doctors think so.

I must have been confident enough when I was promoted to Supervisor.

I was confident enough to captain Crossbank Methodist cricket Club for many years.

I was confident enough to be chairman of CBMCC for several years.

I was confident enough to captain Batley Cricket Club’s 2^nd XI.

I was confident enough to perform in Batley Gilbert and Sullivan society.

I was confident enough to perform in Dewsbury Collegians Amateur operatic Society.

I was confident enough to be secretary of DCAOS.

I was confident enough to perform in Pontefract Amateur Operatic Society.

I was confident enough to perform on stage in Rome.

I was confident enough to be a leader at Christian Endeavour holiday homes.

Craig McIntosh at the Supervisor meeting said that if you stop someone making decisions you undermine their confidence

In all my years at UPS my work ethics have not been questioned, even when I think that I’m not performing. I reviewed this with Steve O’Donnell on the morning of my grievance. Steve said that he was happy with my work, other than some negativity. (Hardly surprising when you read my grievance) I asked because I had no motivation with 340 methods paperwork. The paperwork was done but I had no interest in filing it. There was some in the office, some in my car, some at home. I still have little motivation towards some aspects of the job. When it comes to delivering and collecting I can match virtually every driver at Dewsbury, most of the runs that I do I can scratch, or at least compete with the regular driver.

On 1^st March 2011, Dr Brodie said that stress was the most likely cause of my memory problems. Alzheimer’s or similar conditions have been ruled out by Dr Brodie, (Dr. Brodie’s Older Persons Outpatient Clinic) Dr. Lipman (Co. Medical) and Dr. Hussain (My GP)

On 17^th March 2011 there was a piece on the local news about Stress causing depression.

Common signs and symptoms of depression

Feelings of helplessness and hopelessness. A bleak outlook—nothing will ever get better and there’s nothing you can do to improve your situation.

Loss of interest in daily activities.  No interest in former hobbies, pastimes, social activities, or sex. You’ve lost your ability to feel joy and pleasure.

Appetite or weight changes. Significant weight loss or weight gain—a change of more than 5% of body weight in a month.

Sleep changes. Either insomnia, especially waking in the early hours of the morning, or oversleeping (also known as hypersomnia).

Irritability or restlessness. Feeling agitated, restless, or on edge. Your tolerance level is low; everything and everyone gets on your nerves.

Loss of energy. Feeling fatigued, sluggish, and physically drained. Your whole body may feel heavy, and even small tasks are exhausting or take longer to complete.

Self-loathing. Strong feelings of worthlessness or guilt. You harshly criticize yourself for perceived faults and mistakes.

Concentration problems. Trouble focusing, making decisions, or remembering things.

Unexplained aches and pains. An increase in physical complaints such as headaches, back pain, aching muscles, and stomach pain.

That’s a yes to all those points, even tired and restless at the same time.

Has all this stress had an effect on my blood pressure?

Yes. Additional tablets had to be prescribed recently in addition to the 2 blood pressure tablets that I was already taking.

Ramipril 10 mgs

Amlodipine 10mgs

Bendroflumethiazide 2.5 mgs

I will check with my GP when my blood pressure originally became an issue.

Notes made by Steve @ Drivers meeting Sept 2010

Bullying, Harrassment & Pressure

As discussed at the start of the grievance hearing, it was Chris’s first question I believe. The reason I had raised a grievance was to show the effects of the last 10 years. I wanted UPS to understand the stress and pressures that were on me. I wanted UPS to understand the effect that these pressures were having on me, the memory and recall issues that were stopping me from being able to repeat word for word the S & V card and the SWM card. What has my grievance created? It is an even worse situation for me.

Richard Watts said that I should draw a line under it and move on. (He doesn’t know the content of this document) It isn’t as easy as that. As I said to Richard, I would love to be able to take this out of my head, put it in a box and put it in the attic. It doesn’t work like that. I am on anti-depressants, I have been on an anxiety management course, I have seen memory specialists, but my situation hasn’t changed. The issues are imbedded in my head and I don’t want them there. I don’t want sleepless nights thinking about this. If I could throw all this away, I would have done so. I don’t want these issues to beat me again and break up my marriage again. The grievance notes and appendices have merely compounded everything that I was trying to sort out. By raising a grievance I was hoping to clear the air and start afresh. It hasn’t worked.

12^th July 2011

A month down the line and I need to come up with a conclusion. Despite the importance of this, I am struggling to summon up some enthusiasm, motivation, will & drive to complete this, as with many things in my life.. To quote Dr. Lipman, “you can’t be bothered”. It is a symptom of depression.

What have I done over the last 10 years? I have acted in good faith, following the Company line, yet I have been made to feel like the guilty party. I have, as instructed reported integrity issues. I was ignored, I went up a level to Division Managers and again was ignored. I have regularly reported to the BEQ, again no action appears to have been taken. Maybe I didn’t report enough instances or report frequently enough, but I trusted my Managers & Division managers to sort these issues out. As they should have done. It is my Managers & Division Managers who have failed to live up to the Company expectations.

Employees may not feel comfortable in doing the right thing if they feel management will not support them. How true. Would it have been right to bury my head in the sand? No.

In following the Company policies I have had to work in a hostile environment. As a member of the management team, I should know that retaliation or retribution of any kind, against any employee, who in good faith asks any questions, raises any concerns, or who provides information in connection with an investigation, is prohibited and is grounds for discipline. Why has this been allowed for so many years? Our policy states, our commitment to integrity includes a responsibility to foster an environment that allows our people to report violations without the fear of retaliation or retribution.

What are the consequences of the last 10 years?

Depression to the point of suicide.

A grim outlook on life

Years of anti-depressants

Years of blood pressure tablets

Main factor in my marriage break-up

Lack of confidence

What is the Company’s current response? Denial and therefore further ignorance. Slanderous & libellous comments generating further depression. Victimisation for speaking out and bullying.

I thought I had a pretty cast iron grievance originally until the Company came back with a pack of lies.

Maybe there is enough in this response to prove that I was being 100 % honest in my original grievance.

From Grievance 3

From my own point of view, supported by grievance 2, there was a significant amount of information with regard to bullying. To date there has been no response to grievance 2. From my own personal experiences, it is my opinion that the bullying starts at the top of tree within UPS in the UK. Whilst it may be an acceptable practice in the USA, it is not acceptable within the UK. The definition of the word threat obviously has a different meaning in the USA to the definition in the UK (an expression of intention to do something), so bullying may also have a different meaning in the USA.

I’m sure that sitting in a room with a District/Operations/Division & Centre Manager will not be described as intimidation by the Company or maybe my stupidity caused me to make the wrong interpretation of the meeting. I have a number of questions in relation to the meeting.

• Why was I given the wrong impression of the meeting by Lisa Bradshaw?
• Why was I given less than 24 hours notice?
• Why was I not given the opportunity to arrange representation?
• Why have I not, as yet, received a copy of the notes of the meeting as I requested?
• Why wasn’t one of the four seen to be making any notes in the meeting? Would that explain the failure to respond to my request?
• Why was there a need for a 4 versus 1 scenario? (23^rd December 2011 Craig McIntosh claims that 4 onto one wasn’t intimidation)

With regard to the above mentioned threat, (Not noted, so it didn’t happen?) You CANNOT, by definition, threaten to do something that you have already done. I gave you the solicitor’s information. I forwarded the contact with VOSA. So where exactly was the threat that I was going to do something?

Bullying was raised at a driver meeting over a year ago. 30^th September 2010. Has there been any change to the bullying culture at the Dewsbury Centre in that period of time? It would appear not as bullying still goes on.

These notes were made between 3 & 6 O’clock on Wednesday morning. At that point 20 employees expressed an opinion that bullying occurred at the Dewsbury Centre.

I had chance to try and complete my survey this morning.

32 said yes, bullying happens.

3 said no, it doesn’t occur.

10 preferred not to make a comment. At least 4 of these 10 said that they were worried about possible retribution against them for speaking out. What does that say about the Company?

By my calculations, 91% of drivers expressing an opinion said that bullying takes place. 90% of the drivers were surveyed, so it wasn’t a selective number of drivers that I thought might say yes. Only 3 drivers available weren’t questioned, one of which starts after I’ve gone on road, and the survey doesn’t include Nigel who I know would agree with the survey. All of these Yes’s are signed and dated.

On my return to the Centre tonight I have been told that two Centre managers are leaving the Company with me tomorrow. Again, here-say evidence but it is alleged that they will be suing for constructive dismissal on the grounds of bullying. Maybe we should join forces, If only I had the names of Steve Dickson and Andy Smith.

How much more evidence do I need to add to grievance 2 to prove that bullying goes on in UPS and is acceptable? Once more the word here-say pops up, but Tony Colaizzo’s name seems to be associated with these bullying claims. Again, this adds credence to my earlier statement that bullying starts at the top.

As Cindy Miller and Tony Colaizzo are both involved in ignoring these issues of integrity and bullying, where should I go next? Who does Cindy report to?

There is further evidence of bullying on the web-site Trucker-net.com. If this website is full of lies, why hasn’t it been closed down?

“There are too many incidents of bad practice and bullying by management to include in this email, but it culminated in the company going into administration in January 2011. This was as a result of us issuing legal proceedings against UPS for material breach of the contract. They manoeuvred us into a position whereby we could not function and indeed Steven Lake of UPS contacted our funding lines which resulted in us having great difficulty in releasing funds. It was at this point we called time.

During my time there I heard many tales of bad management and bullying of their own staff, again far too many to list, but as you say management have their pets and all cover each other arses by lying through their teath. There is also issues with drivers working too many hours whilst being on tacoghraps, although they would deny this, no surprises there.

People within this organisation to look out for are Craig Mcintosh, Rob Burrows, Steven Lake all Walter Mitty characters.

“WALTER MITTY, An ordinary, often ineffectual person who indulges in fantastic daydreams of personal triumphs.”

Do not trust these people at all they are all liars”

If bullying isn’t acceptable, then why has Rob Burrows been promoted?

If drivers at Dewsbury aren’t bullied why was John Dunning told by Shayne Williams “if you don’t like it, find another job” witnessed by Simon White.

Sharon Wilkinson is being forced to move to Leeds. This move is so much against her will that she is now working her notice. Another waste of 20+ year’s service.

Vindictive

I have shown above the vindictive nature of UPS towards Nigel Harnell. I will add to this my own experience. There is no doubt in my mind that in raising integrity issues within UPS I have created enemies. Steve O’Donnell admitted there was a vendetta against me. Steve said that it was HR. But UPS aren’t allowed to be vindictive and exact retribution. It says so in the worthless policy book.

In that case, as at 22.09, 22^nd December 2011,

• Why has there been no response at all to my offer to take the new, proven, tachograph procedures to the most help needed centres?
• Why has there been no response at all to my offer to cover the driver shortfall at Dewsbury?
• Why has no exit interview been arranged?
• Why has no-one spoken to me about leaving?
• Why would a 20 year veteran be treated like this?

I have mentioned being stupid a number of times above.

• Both Dr. Butler & I can’t interpret numbers correctly, see previous grievance
• I obviously don’t know the meaning of the word threat
• I can’t find any reference in Emma O’Toole’s letter dated 9^th February 2011, reference UKHR/LB which instructs me in how to respond to the results of my first grievance. This was supposed to negate grievance 2.
• I obviously don’t understand the meaning of the words to bully
• I obviously don’t understand the meaning of the word integrity