Jim Casey quotes

A few of Jim Casey's quotes 'studied' by NABER

N.A.B.E.R. INC.

NATIONAL ALLIANCE OF "BROWN" EMPLOYEES AND RETIREES INC

James E. Casey's 10 Rules For Continued Success Of UPS

C.L. Kane wrote "The Tightest Ship"  an expose' about UPS from a driver's point of view  Kane listed 10 Commandments from the company's founder.

• 1."The future of the package industry is in the air"

Casey began an air service in 1928.  The Depression made the company abandon the service. After WWII, Casey wanted a Next Day Service. The "new" leaders of the company decided 48 state ground service was more important.

• 2."A fair day's work for a fair day's pay"

Old timers remember when almost every driver "ran under". The time allowance has been tightened so much that only the drivers who take short-cuts, skip lunch, work "off the clock" and/or run meet the standard.

• 3."Don't make company demands that border on harassment"

This website has many, many examples of the harassment that is systemic at UPS.

• 4."They are advised to constantly seek better, safer work methods." 

If that was true, would UPS have the safety record it does? Faster, faster, and faster seems to be the policy.

• 5."Provide the best possible service for the least money."

"Left in building" packages are on the rise. Damage claims (especially over 70 lbs.) are very difficult to be resolved successfully. Other companies discount their prices deeper. 

• 6."Always promote from our own ranks" 

This should be especially true of the Industrial Engineering Department that sets the time allowance.

• 7."No stock outside the company"

Today, it's no voting power outside the company. No outsider (B stock owner) can pressure the Board of Directors to do anything. And how much did the Board members' portfolios rise on the day UPS began to publicly sell stock?

• 8."Treat your people well and the company will florish."

This website, DenverBrown.com, TDU.org and others document the facts.

• 9."Stay close to your employees."

That probably didn't mean spy technology installed in every truck.

• 10."Personal pride and dignity are essential to each employee, without this management fails and the company will not prosper."

N.A.B.E.R. couldn't agree more

I'm Stressed Out!!!

Denver Brown again

I'm Stressed Out!!!

Burnout is created by an environment with too many pressures and not enough support.
People who burn out develop negative self-concepts and job attitudes, while becoming detached, apathetic, angry or hostile. Jobs that promote burnout include ones in which workers do repetitive or routine tasks, never get much positive feedback or have a lot of responsibility but very little control.
Employees who are suffering from burnout feel they are answerable for everything that happens. They feel they receive very little understanding from management, and they personally feel powerless to change things. These feelings tend to make them assume a martyr-like position, become resigned and apathetic, and focus on the worst aspects of the job.
Does this sound all too familiar? 
Many people learn to deal with job-related stress. Those who burn out don't. Often, the types of people who burn out are those who show the most promise at the beginning of their careers. They are perfectionists, idealists and workaholics. They start out enthusiastic about their work, dedicated and committed to doing their jobs. They typically have high energy levels, positive attitudes and are high achievers.
Over time, stress and the inability to cope with it lead to pessimism and job dissatisfaction. Workers in the early stages of burnout feel fatigued, frustrated, disillusioned and bored. As burnout progresses, work habits begin to deteriorate. Productivity drops. They become increasingly angry, hostile and depressed.
Burnout doesn't happen overnight, and it can be reversed with the right steps. UPS, if they really cared about their workers, could help by:

•          Involving employees in decision-making and allowing them to use their skills and abilities. Employees need to feel needed and important. 
•         Giving positive feedback and recognizing achievement. Praise and encouragement are vital to job satisfaction. 
•         Developing a supportive management style. The most stressful management styles are: intimidating; overly ambitious; cold and arrogant; or demanding and unfair.

          Does this sound like UPS?

& from Denver Brown

                                                Now and Then

     I've been at UPS a long time and you know what...things have changed. They've changed a lot. Sometimes things just happen and when they happen, UPS reacts differently today then they did back when I started. Here are a couple of examples:

  I completed my 30 days probation, when do I reach full pay?
   1980   3 months
   2009   30 months
 I hooked a mirror on a tree branch and cracked it.
   1980   Was told to write it up tonight.
   2009   I meet the safety manager at the exact spot in half an hour, he takes pictures, I'm given a warning letter for an accident.
 I had a COD for $5000 cash only.
   1980   I will carry $5000 cash in my pocket all day and turn it in tonight.
   2009   I will carry ten $500 cashiers check in my pocket all day.
 A customer called in on me and claimed I was rude.
   1980   My manager called them back and told them to use another carrier next time. (There were no other carriers.)
   2009   I was written up, my job was threatened, the company believed the customer more than they believed me.
 My truck didn't get washed last night.
   1980   Take it through the car wash, we never put a dirty truck out on the street.
   2009   We don't wash the trucks every night, shut up and drive.
  I forgot to run a call tag.
   1980   Do it tomorrow.
   2009   I get written up.
 I asked if I could bring my family in to tour the building.
   1980   My boss said it was OK, be careful, have fun.
   2009   Don't even think about it, too risky, someone may get hurt or besides, my family could be a security threat.
 I swing home for lunch for my son's birthday party.
   1980   My boss doesn't care as long as I get my route done.
   2009   I get fired.

 I bring back 20 stops because I was overdispatched.   1980   The manager says to keep quiet about it and do them tomorrow.
   2009   Upper management is aware of it before the rooster crows and I'm  fired.
 I ask my manager for advice on a company related problem.
   1980   We go in the office and have a heart to heart.
   2009   He can't give me any advice until he checks with his boss who has to check with his boss also.

Echo, Echo, Echo, Echo, Echo

A little something for Nigel there

More Intimidation

United Parcel Service Should Take A Lesson From The New Leaders

Posted on May 3, 2011 by Brownair.net

Atlanta, GA – United Parcel Service has provided a good living for many people for over a century. Unfortunately over the 100 years, and millions of employees, human compassion and dignity has taken a back seat to fear, intimidation, and earnings per share.
If UPS thinks the “military” style that it has often been labeled as identifying with as good, I say take a look at some of the new Corporate Leaders that have emerged over the last decade that are known for treating their employees with respect and are often ranked as “1 of the best places to work”, companies such as Google, Quicken Loans, and UPS often featured company Zappos.com.
Just look at the difference in employee attitudes at a successful company that UPS promotes regularly in its marketing, employee literature and websites
I believe UPS could adopt many of the attributes associated with new millennial market leaders with regard to employee treatment and still be as, if not more successful than it is today.
The current employees of UPS have the best chance at reforming the unethical few that unfortunately make many of our lives unnecessarily difficult.
If this were just about me, I would have quit long ago, but there are 100s of 1000s current employees and millions of future employees who are good, honest hard working people who are determined to see a few unethical people in charge weeded from the ranks.

Where have I heard this before?
& no, I'm not the Mikey that's on Brownair

What does Lou Holtz say about that? -

When you concern yourself with the welfare of others, you engender loyalty and respect.

5 Stocks That Could Outperform In 2012

From seeking Alpha  Web site

First of all, I would like to celebrate everyone's New Year. Let it bring us luck, happiness, and health. As the New Year comes, Apple (AAPL), Visa (V), and United Parcel Services (UPS) reported their record sales in recent years. I think these companies will keep doing great in 2012. I added two other stocks that, I believe, will do just fine in 2012. I have analyzed all of them from a fundamental perspective, and added my O-Metrix Grading System, where possible. Here is an analysis of five stocks ready to outperform..............................

United Parcel Service
UPS is the last Santa stock in my list. The world's largest package delivery company shows a trailing P/E ratio of 17.8, and a lower forward P/E ratio of 15.2. Analysts expect the company to have an 11.2% annual EPS growth in the next five years. It sports a 2.84% dividend, and the profit margin is 7.9%, higher than the industry average of 5.6%.
With a Beta value of 0.83, United Parcel is the third-least volatile stock in its industry. Revenue and cash flow seems all right. There is great competition in this industry, but United Parcel is one of the best players. Both P/E ratio and earnings per share [ttm] have come to very good levels. Return-on equity is 50.6%, more than doubling the industry average of 21.8%. Although the company recently broke through the $73.66 resistance level, it couldn't stay much above that number. Dividend history is appetizing, and United Parcel offers safe returns with an acceptable dividend. Buy this name as soon as it goes below $70 a share, United Parcel has an O-Metrix score of 4.25.

I could think of a reason why it might go below $70

Print screen can be a wonderful thing

Not that you need to print

& look what's on the first page

More from Brownair on sickness

The point in the UK would be the 'top paid boyz' would be paid, no questions asked, not even a return to work interview. Staff at Dewsbury are immediately keyed as 'unpaid sick' i.e. Statutary sick pay, and then have to go cap in hand and grovel to the Manager with justification for why they should be paid. This change in policy was sneaked in with NO communication from the Manager (though I'm sure he'll deny this)

HQ vs Hub “Sick Day” Challenge

Posted on April 10, 2011 by Brownair.net

How often have you heard, “If you don’t like it, QUIT”?
If everyone who sought change for the better from their employers simply found other employment, there would have never been positive change (ie overtime laws, employer sponsored health insurance, restroom privileges [going back to Henry Ford days]). The real heroes are the 1′s who stayed and lead the charge. If people who work at a company don’t care enough to influence change, why would anyone on the outside think twice about their plight (ie OSHA, congressman, media, etc…) to help.
When corporations report how many billions they make every 3 months and put on a pretty face for the public and outside shareholders, it becomes a bitter pill to swallow as employees who know how we operate on the inside (whether it’s the “SAFETY IS #1″ [right after profit] facade, bitter cold working temperatures, or myself and coworkers being poisoned by carbon monoxide and diesel fumes simply because a few bad apples in control don’t think it’s a safety hazard (even though a boat load of medical EXPERTS disagree).

Before I really get going, let me leave you this thought. If the people on the bottom aren’t a value and part of the engine that drove to the billions of profit, I challenge 400 of the top paid Atlanta boyz to not show up for a week, and 400 hourly to not show up for a week at ANY hub across the US (no cheating with calling in cover people), see which 1 has a bigger effect on production, and customer reputation (this works for just about any LARGE corporation).

Health & Safety

There are a number of posts on Brownair regarding air quality

What Does Jack Kevorkian (AKA Dr. Death), Rick Snyder (Michigan Governer), and Mark Jansen (Michigan Senator) All Have In Common?

Posted on  April 24, 2011 by Brownair.net

Lansing, MI – They believe that more carbon monoxide is better to get the job done.

If you think corporations will always “do what’s right” out of common decency, you are sadly mistaken.  Apparently there is too much pressure from executives, shareholders and the like to improve profit every 3 months, that at some point they are willing to stop at no expense, no matter the cost to the health of their employees.

Paint fumes post

OSHA

Whilst this may be Michigan, US of A, here's a few more local examples of air quality in Dewsbury, U of K, or G of B, whichever you may prefer.
These's photo's are spread over a year, so not just a one off

UPS v. Brownair

From UPS's News page UPS: UPS News 10/25/2011   Press Release UPS Earnings Per Share Rise 14 Percent on 8 Percent Revenue Growth in 3Q   07/26/2011   Press Release UPS 2Q Earnings Per Share Jump 25 Percent on Revenue Growth of 8 Percent   02/01/2011   Press Release UPS 4th Quarter Earnings Surge 44 Percent, 2011 EPS Expected to Set All-Time High   10/21/2010   Press Release UPS 3Q Earnings Climb 69 Percent on Revenue Growth of 9 Percent   07/22/2010   Press Release UPS 2Q Earnings Soar 71 Percent on 13 Percent Revenue Growth   04/27/2010   Press Release UPS 1Q Earnings Jump 37 Percent on Revenue Increase of 7 Percent

Brownair says

UPS Exec Brags About Low Wage Increases for Teamsters

UPS Chief Financial Officer Kurt Kuehn bragged to investors that UPS Teamsters will continue to get “below-inflation increases in wages” under the concessionary contract negotiated by Hoffa and Hall in 2008.
The UPS’s Exec’s comments were featured in a Business Week article called, “Having a Job Ain’t All It’s Cracked Up to Be.”
The article reported that take-home pay, adjusted for inflation, has fallen three times in the last five reported months.  The number of Americans living in poverty is at a 17-year high.
UPS is quoted in the article as being happy with our “modest” wage increases that are “below inflation.”  UPS profits aren’t modest though.  The company has made $3 billion in the first 9 months of the year and now it’s peak!


Rise, Jump, Surge, Climb and Soar v. Modest & Below Inflation.

I wonder how much Scott Davis's package increased over the year, willing to bet that wasn't Modest.

LinkedIn

Oooooh !!!!! He's a vice-president

Anthony Colaizzo's Overview

Current

• Director of Operations UK , Ireland & Nordics at UPS

Past

• • VP Operations Pacific Region at UPS
  • Ops Mgr at ups

Education

• • University of Oxford - Said Business School
  • Emory University - Goizueta Business School
  • University of Phoenix
  • Duquesne University

Anthony Colaizzo's Experience

Director of Operations UK , Ireland & Nordics

UPS - Public Company; 10,001+ employees; UPS; Transportation/Trucking/Railroad industry

April 2010 – Present (1 year 10 months)

VP Operations Pacific Region

UPS - Public Company; 10,001+ employees; UPS; Transportation/Trucking/Railroad industry

January 2006 – March 2010 (4 years 3 months)

Ops Mgr

UPS - Public Company; 10,001+ employees; UPS; Transportation/Trucking/Railroad industry

1977 – 2008 (31 years)

Anthony Colaizzo's Education

University of Oxford - Said Business School

Masters, Strategy and Innovation

2011 – 2011

Emory University - Goizueta Business School

MBA, Strategy/Leadership

2004 – 2006

Activities and Societies: Beta Gamma Sigma International Honor Society

University of Phoenix

BS, Business Administration

2004 – 2006

Duquesne University