Originally Posted by
Timber_8
Well if You must know I have drivers that live in their trucks 5 days a week that are paid by mileage and not hourly but can be driving anytime day or night. I pretty much know when they are bunked in. It is an industry that things change in a moment. If I need to divert a truck to a different destination and I don't reach the driver every hour he is 70 miles further out of route. Not only that you just don't turn a rig just anywhere, it might take 20 miles just to turn it around.
As far as my salary employees are concerned if I should call them in on the weekend they do get paid time & 1/2 for an automatic 8 hours even if they only come in and work 1 hour. It is always optional because there is nothing I can't do from clerical to warehouse functions to driving my rigs. I am very demanding when it comes to responsibility, & accountability but I have very few problems with my people and it has nothing to do with fear. People are good employees because they want to be not because someone is yelling and threatening them. But if I decide I am done with you that is it. I would much rather be out on the road not doing what I do.
I hadn't considered OTR drivers and yes there is a point where that would be the right call. I was more talking about a Cuber or a 9-5 facility worker like I am.
You are 100% correct that worker having pride in themselves to do the job to the best of their ability is always going to trump how managment treats them. A good manager compliments a good employee and they become a team. A good emplyee will still be a good employee till driven away by a bad manager. Then they will be a good employee somewhere else.
Thats a hell of a call out policy. I was happy with my three hour minimum. Your employees are very lucky to have such good management and corporate policy.
Company I work for has been so hamstrung by the union (and the monopoly upper management that is use to dealing with a regulated service) that when the nonregulated non union divisions merged the management of the merged company was the part formerly in control of majority union and requlated devision ended up being the controlling management of the whole company. They are destroying the nonunion (and the part that is profitable) part of the company's moral treating them as Union and there is a good chance they will drive them to become union as a result. I Lost 10 days of vacation this year after 17+ years of employment and 17 years of excellent reviews so that the Union wouldn't start deciding that they needed the same benefits despite the fact that my nonunion facility is run by half the people and does twice the work of a comparable union facility. We make them look bad and we are suffering as a result because of the fear of the Union from the upper management.
The people I support get half as much done and drive 3 times the miles when the management principles from the other division (union) was placed on them. The funny part is the upper management is all running around patting themselves on the back for implementing those changes and making extra levels of bureaucracy for the employees to deal with that killed their efficiency.
We went from "treat it as your own" management style to "don't fart without getting permission from a director or face possible termination" and once you figure out how to do your job in such a way as to get a good review we will change the rules so we can give you a bad review so as not to give you a merit raise.
The failure of the management is clearly verifiable with the company again being rated worst in the industry by JD power. Before the merger we were rated best several years running.
I use to be proud to say where I worked. Now I just don't say at all.