Postal Employees

I never once insinuated that. I just see the writing on the wall and for once it’s better to get in front of it and prepare for it then be behind the Problem like we always have.

We are already in 4 / 5 day's a week delivery with employees out with COVID.


https://www.citizensvoic...2-ac2e-8e50ff48e902.html

Packages made up 39% of our revenue. Mail made up 33% of our revenue. Outpacing first class Mail for the first time ever.

Read the report....

FWIW...I don't believe a SINGLE thing that's written in the Washington Post.

Do you have another reference to make your point?

I'll read it.

While I agree that parcels are going to be the primary source of income vs First Class letters, I do not see the advantage to a 5 day week for delivery. We cannot get any sense of even flow now in the mail stream, so with a five day week it will just get compacted. I see so many statements talking about 12 hour days, mandated SDOs and overtime already with the 6 day delivery. How would taking a day away eliminate that? It won't it will just cause it to get worse. Or when the mail can't get delivered during the regularly scheduled 5 days someone will be mandated to come in on the 6th day to get it delivered along with the parcels (which will stay at 7 day delivery). Leave it at 6 days for mail and 7 for parcels and work more on eliminating waste, such as OT abuse, cut down on absences, eliminate stationary time by actually doing valid observations, and most importantly work on improving the retention rate of new employees. I believe that the new technology and vehicles will go a long way to cut costs as long as they are taken care of, and improvements to our transportation overall will go a long way to helping with service.

Probably doesn’t help that we have a very lax call in policy and rampant abuse of FMLA.

The union makes it very very hard to actually discipline people here. There’s far too many steps to remove people here. I would love to see it simplified.

And as I’ve said many times the “procedures” are entirely too complicated and complex. It shouldn’t be that hard to remove bad employees that we all know exist. Not sure why this is hard Dj comprehend. This is typical of a union gooberment job.

I knew a carrier who fell into trouble of his own doing.

He wasn't a bad employee. In fact, he was just your run-of-the-mill letter carrier. Not outstanding. Not a lazy azz. He just did his job for many years. No LOW. No discipline of any sort. No letters of commendation. Average.

Then one day he gets a letter of removal. That's right. Go directly to jail. Do not pass Go. Do not collect $200.

During street observation he was seen driving through an intersection with his door opened.

Letter of removal? Is that standard for a first time offense? IDK.

Maybe it was the flavor of the month when it comes to those sort of things. Somebody gets killed somewhere out there in America and now management nationwide/area wide/ district wide has to show just how serious they take that sort of thing.

Termination was the solution.

Your boy was tight with his money over the many years. Union dues? Nah...he doesn't need the Union. Not until he got that removal.

I'll bet you he never felt so alone.

As with some people when you get that termination letter it produced quite a few tears from this man. He was scared. He cried and cried. I knew EXACTLY how he felt because once upon a time I was in that same boat he found himself in. It's a very humbling experience.

Anyways...he quickly joined the Union. They saved his sorry azz from getting fired.

He just got on the wrong side of events of his own doing and was going to pay for it big time.

The Union just doesn't save "bad" employees.

Sometimes they save YOU from yourself.

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Edited by user Friday, March 26, 2021 5:39:01 AM(UTC)  | Reason: Not specified

Progressive discipline is not a difficult concept.
And management has scores of Labor Relations employees available to assist them.
Yet they still screw it up the majority of the time.