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11027Re: [FJGRailroad] Re: Chicago Line

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  • Gerald Snyder
    Apr 28, 2005
      Unfortunately, yes, it all has to do with money. I
      know I used to enjoy going to work at least some days,
      but top management seems to have adopted the
      squeeze-all-you-can-out-of-them attitude and
      everything has become a one way street. They
      constantly remind you that you're being paid to do
      your job, not put in x number of hours, so if the day
      becomes 10 or 12 hours long because things have to get
      done, so be it. And being on salary means overtime
      does nothing for your take-home. Nobody remembers the
      60 hours last week when you need an hour for the
      doctor this week - just be sure you make it up this
      week. And if you have to come in weekends or days
      off, that's just part of the job - no comp time for
      that. But the part that really bothers me is that the
      bean counters are starting to impact our ability to do
      the technically right thing, which is what has kept us
      out of trouble for the last 50 years. Just look at
      what's happened to NASA. There's some things that
      just can't be done faster, better, and cheaper. End of
      rant. Time to go see my son get inducted into the
      Nation Honor Society.
      --- paul larner <pklarner@...> wrote:

      > That's the good thing. If you show the actual hours
      > worked then you can't
      > be charged with stealing time. I heard a couple
      > fellows were charged with
      > stealing time; I don't recall whether it was Selkirk
      > or elsewhere, nor were
      > the circumstances clear. Another critical point is
      > that managers are
      > allowing it. Once this happens it becomes part of
      > the culture and is
      > expected. I maintain it's a good thing to have a
      > few bones for employees.
      > Budget for them. It's a ploy for managers if done
      > properly. The employee
      > think's he's getting away with something, a little
      > something for nothing.
      > As a turnaround the employee is more willing to get
      > his job done quickly
      > because he's geting a bit of gravy. A win win
      > situation playing on human
      > nature. The danger is that once it becomes part of
      > the culture, what
      > happens when a new manager comes in from outside.
      > If anyone ever wondered why promotions at a
      > particular location don't come
      > from the ranks, it is to avoid these issues. Good
      > workers get promoted then
      > are sent to other locations to do their supervision.
      > Could breaking the
      > "culture" be the reason so many former CR managers
      > are no longer employed at
      > CSX. (Remember UP took over SP) We went through the
      > same process here. Took
      > steps and a couple changes at the top. I hadn't
      > experienced this process
      > before I arrived here. I liked it. You did your
      > job and every one got a
      > bone at the end of the tour. It was apparent in
      > attitudes; that has
      > changed. There were more serious problems though.
      > Auditing cash sales was
      > allowed to slip through the cracks; rules were not
      > enforced. Most of us
      > knowing what's expected of us will comply. Forever
      > it seems I have
      > emphasized that any rule not enforced doesn't exist.
      > There was evidence of
      > that here. Several cases where one of us landed in
      > trouble should properly
      > have been laid on management's attitude toward
      > monitoring and compliance.
      > Many companies don't do a root cause analysis of
      > their employee failures
      > because the results usually point to a manager at
      > some level. Being on the
      > bottom level of the pyramid I can only presume other
      > things were lax as
      > well.
      > Taking "bonuses" from employees working hard with a
      > belief these are
      > entitlements, is difficult, though not impossible.
      > Unless you get a gifted
      > manager with the balls to push back a bit to his
      > manager, the process is
      > counter productive. Look at what's happening now.
      > Even gifted managers are
      > up against a wall, too. They'd like to keep their
      > jobs as well, so often
      > feel obligated, threatened, to push issues further
      > than they might
      > otherwise.
      > Level Three. The board of directors expects
      > profitability, a favorable
      > public image, and a days work for a days pay. The
      > chairman passes the
      > message to the president who drops it on his
      > department heads. Insulated
      > and largely isolated from the real world where the
      > capital is produced,
      > decisions are made without a true picture of how
      > things are. Why do you
      > suppose a company would shut down half of it's
      > capacity and still try to run
      > a schedule as if nothing had changed? What about
      > fleeting trains during a
      > work process? Was someone not listening or afraid
      > to speak up? Sieg heil.
      > Cultural change is as painful corporately as it is
      > internationally. Success
      > at every level is not to become a victim. This
      > feeling applies to our
      > managers and to us. Our pants all go on the same
      > way. My wife speaks to
      > more folks around the industry than I have in a
      > number of years, she hears
      > "the railroad" is no longer a "fun" place to work.
      > People don't like their
      > working situation anymore, at all levels. I suspect
      > it isn't our industry
      > alone. Does it all have to do with money?
      > Basta.
      > PKL
      > >From: choochoo1802@...
      > >Reply-To: FJGRailroad@yahoogroups.com
      > >To: FJGRailroad@yahoogroups.com
      > >Subject: Re: [FJGRailroad] Re: Chicago Line
      > >Date: Wed, 27 Apr 2005 07:58:17 -0400
      > >
      > >With us its not stealing time.If we start at 0900
      > and work until 1500.We
      > >put down on our time sheet as off duty at 1500.
      > Then we have a section
      > >to fill out as worked for 6 hours,paid but not
      > worked for 2 hours,total
      > >is 8 hours. We work until management says so
      > anyway,regardless its 6
      > >hours,9 hours or 12 hours ( of which is no
      > choice).Early quits for us is
      > >seldom.We're working 10-12 hours per day.Mark
      > >

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