Proposition: GPS tracking for Employee Surveillance - Elimination

The UPS Freight - Collective Bargaining Agreement is fairly clear that the company may use GPS tracking:

But, I question its true purpose, value and usefulness in an environment protecting against; discrimination, intimidation and hostility - within the workplace.

United Parcel Service and the International Brotherhood of Teamsters are already responsible for setting the industry standards for allowing GPS tracking to enter the workplace.

Each and every time that GPS tracking is discussed, questioning its acceptance, the strike of 1997 is recognized:

Ten years later, GPS tracking and the acceptable language between the two has evolved:

Federal and State laws and regulations, do little to protect Privacy concerns by employees.

That’s not to say that there aren’t legal requirements by employers that do engage in such activities!

I am of the opinion that GPS tracking and the many questionable natures surrounding such practices, by private sector employers, will now be brought to the forefront for challenge, with the positive results, resulting from the determination brought by the National Labor Relations Board – deciding upon; Social Media and employers engaging in questionable behaviors, where an Expectation of Privacy by employees exist.

With that said, I have a proposal to the two parties responsible for initiating and engaging in acceptable measures, while continuing to concentrate on the true nature for why and for what purpose GPS tracking was introduced: “tracking of shipments--on the condition that GPS data would not be used in employee evaluations.”

Employees are surrounded by many technical advances, within a society that thrives on electronic solutions for common daily activities.

Many employees introduce these personally owned devises into the workplace, without seeking reimbursement from their employers or questioning why they are not provided.Perceived delays by employers, often times overlook the introduction of these devices by employees, since permissible documented delays for such use - is not within the framework of technology already in place - by employers.

As a result Dishonesty (defined as; intention to defraud or better understood as; Theft of Time by those of us affected by this sort of condition of employment) becomes difficult to vindicate, since documentation of the uses of these devices is almost nonexistent.

This brings me back to my proposal:

Instead of engaging in continued negotiations for the acceptance of GPS tracking in Surveillance, and the already fragile effectiveness’s and usefulness’s of such activities against employees…

Grasp the advantages’ that these devices would offer, if your employees weren’t being subjected to a behavior constantly affecting and possibly jeopardizing continued employment.

Claims, and more specifically – Freight Claims, since my proposal is coming from myself; a UPS Freight employee, with a vested interest in the company for which I am gainfully employed…

Who better to help eliminate fraudulent and often times inappropriate freight claim filings against our handling of freight shipments, within the UPS Freight transportation system?

Us – the bargaining unit help, Your – UPS Freight employees!

How?

In exchange for the elimination of the constant hassles and accountability of reasonably explained GPS delays…

Provide to us a service, allowing Imaging Transfer from our personally owned electronic devises, capturing frontline accounts of customer concerns with transported freight shipments!

Nicholas E. Mayo