[iggy_oi]

Originally Posted by TorqueDog

I'm numbering your post for ease of following the reply.

1. In your hypothetical situation? Both. Managers need to manage properly, employees need to actually do the job they're paid to do. If this were to accurately describe this situation? Still both, while also recognizing that the person who has the last possible opportunity to do the job properly should bear the blame for not doing so; these are grown adults. It's why an individual poorly performing employee would get fired before the manager -- unless you can demonstrate the problem exists higher up the chain of command, but this makes an assumption we don't have information to justify making.
2. I don't, but applying Occam's razor would dictate that I would need to make more assumptions to take your position.
3. See #2; nothing, but again -- Occam's razor: I have to assume more -- much of which goes against the way most companies are run -- with the exact same information to take your position over mine.
4. This seems unlikely given how little the company and the employees (or at the very least, the union representing them) appear to agree upon.
5. Customers have expectations of the companies they do business with. A company's employees are the face of said company, meaning our expectations as customers are delivered upon (or not) by those representatives. I would hold someone in a well-compensated full-time role to a higher standard than someone working an entry-level part-time gig at the deep fryer after school.
6. Hypothetical situations, "let's say", "maybe"... "if". As the great Gino D'Acampo once said, "If my grandmother had wheels, she would have been a bike."

1. You as a customer don’t get to dictate the job the employee is paid to do, their employer does. I don’t need much more than the information you have provided to determine that the company likely doesn’t have an issue with the employee not following the special delivery instructions. As you’ve stated CP does not try to stop it, which suggests to me that they are ok with it.

2. I use a Gillette razor myself but you go with whatever brand you like. You’re trying to argue that one assumption is more than a different assumption. If you tried to argue that it’s possible that all of the posties are reverse vampires that have to get home before dark and therefore don’t have time to waste on following special instructions, you’d still only be making a single assumption.

3. Ok, you may want to consider switching razor brands.

4. Well the union wouldn’t have a say on the company’s policy so I take it that you’re trying to argue that if the company decided to not discipline employees the union would oppose that because the two parties are having difficulty negotiating an extension to the CBA? Interesting theory. Not a logical one but interesting nonetheless.

5. So you’re going to throw out an assumption that all McDonald’s employees are high school students? The irony is rich. Employees don’t dictate the acceptability of the service you receive. If CP wants their employees to ignore special instructions and just put the parcel back on the truck for customer pickup then that’s what the employee is going to do. They’re likely not going to risk disciplinary action for going against what they are directed to do by their employer even if it would make the customer happier. Parcel companies generally track their employees like hawks and unnecessary down time is generally something employees get disciplined for.

6. Your entire assumption/theory is a hypothetical situation, you haven’t proven any of it. Zero. But I must say your whole post was an awesome read.

To hold your positions require one to make a lot more assumptions than I care to, but if you're comfortable with that then be my guest.

One assumption is the same amount of assumptions as one different assumption. That shouldn’t be as complicated of a conclusion as you’re making it out to be.