Quote:
Originally Posted by TorqueDog
You wanted to know how someone can be serving an essential role and do a crappy job, I explained how.
If I keep making the complaint and the same thing keeps happening, then I can only assume that:
- the CSRs don't pass along the feedback;
- management doesn't do anything about the feedback; or,
- whatever punishment exists that the management is empowered to leverage -- relative to the protections the CBA affords the unionized staff whom would face such consequences and what limitations the CBA imposes upon the aforementioned punishments -- are insufficient to stop employees from doing a crappy job.
I'm certainly not the first person to report this annoying behaviour by delivery carriers, either. But here's the thing -- think about "Last Clear Chance" doctrine; in a professional context, am I going to hold management to higher account than the carrier who won't do their job properly and had the 'last clear chance' to ensure it was?
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When you order McDonald’s and don’t get a 5 star meal do you complain that the employees are doing a bad job at preparing your food? Or when they don’t give you napkins at the drive thru without requesting them because their manager directs them to not give napkins unless they are requested?
There’s a difference between doing a bad job(not meeting employer expectations) and a company having a poor service model.
As for your comments regarding the protections in the CBA, there are no collective agreements that I’m aware of that prevent an employer from disciplining their employees for just cause.
The Canada Post CBA is available online so if you want to peruse through it and find clauses that prevent them from doing so I’ll be happy to discuss that with you but I don’t think your hypotheticals are worth debating.