Master Article 6, Section 6: Technology and lying
Key Phrase: No driver shall be discharged based solely upon information received from GPS, telematics, or any successor system that similarly tracks or surveils a driver’s movements unless he/she engages in dishonesty (defined for the purposes of this paragraph as any intentional act or omission by an employee where he/she intends to defraud the Company). A driver’s failure to accurately recall what is reflected by the technology shall not by itself be considered dishonesty. The Company must confirm by direct observation or other corroborating evidence any other violations warranting discharge. The degree of discipline dealing with off-area offenses shall not be changed because of the use of the above-mentioned systems
Problem: UPS has agreed not to use only technology as the only way to terminate/fire an individual for dishonesty. The problem with this particular article is the company will use technology if they observe you in a dishonest act. Or they will use technology to ask you a question and catch you in a lie, then the technology with a dishonest act (lying) will get you fired.
Supervisor approaches you with some question about something you may have done the day before. First of all, no question is innocent, if being asked in the first place. So as an example, a supervisor ask you if a Next Day Air was late. You answer not knowing you had sheeted it up earlier at a different location. Right there you falsified records and now lied to management. The use of technology allowed them to put you in a situation of being dishonest.
Management sees something on camera within a facility. They ask you as to what you were going. The correct answer is the truth, no matter what result you are expecting. If you explain anything different that what is on camera, once again, you open yourself up to the technology assisting management if terminating your employment because now they can use it with your dishonesty in firing you.
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