BULLYING MANAGEMENT (2)
The following shows how this management behave as a group. It follows on from the investigation into Driver Manager Darren Water's complaint of bullying and harassment.
It also highlights just how there are no set procedures, if your face doesn't fit, you are dismissed.
This is from the dismissal of Driver Manager Paul Russel, I will start with this man's appeal plea, which shows so many issues with this management that defies belief.
Driver Manager Paul Russel was dismissed for allegedly falsifying a document to show that a driver had been assessed. But this was only just the beginning and all that TPE Management wanted to see or indeed look into. What occurs is the exact same blinkered and pre-meditated approach that I encountered, Paul Russel had to go and no matter what this man's defence a decision had been made to dismiss him.
Paul Russel's Appeal Letter
IN BLACK, THE ORIGINAL APPEAL LETTER.
IN RED, MY THOUGHTS ON THE CONTENTS.
BASIS FOR APPEAL 28th OCT. 2009
Page 1:
Paul, please note that I wish to appeal against the decision to terminate my employment with Transpennine Express for the following reasons.
Despite a strong and robust defence given by RMT Representative John MacDonald I feel that his plea for compassion has fallen on deaf ears and that the following areas were either completely ignored or were felt irrelevant.
· Length of time served (28 continuous years service).
· Depth of experience.
· Excellent disciplinary record as a Manager.
· Excellent attendance record.
· Excellent sickness record (no sickness days for over 6
Years. The only Manager in the office not to go sick.
· Quality of work done since becoming a Manager.
· Single handedly managed Man. Depot for a period of approx
4 months due to resignations and long term sickness.
· Previous achievements inc. Driver Training on Class 185/170s.
· Previous good character.
· Absolute honesty, openness and willingness to co-operate
throughout the investigation.
· Special thanks from Ops. Director M. Hogg with regards to work done whilst Glasgow Rangers were visiting Manchester. Arranged with control and drove 2 special trains to Leeds and Man. Airport due to serious police concerns regarding crowd safety on Manchester Piccadilly Station. 10,000 + people.
Very similar in my case, my previous railway career and records were not taken into account.
As for a Driver Manager driving 2 trains due to exceptional circumstances, I always thought that this was not allowed and certainly not agreed by the unions. But this also shows Paul's willingness to help out, knowing the driver management team at Manchester, I reckon Paul would have been the only manager to offer his services.
I feel that the severity of the punishment was very harsh and was disproportionate to the nature of the offence.
Exactly the same, when has a failure to report a partially defective warning horn become a gross misconduct charge?
As the incident being investigated was a complete one off and has been proven to be so I feel that I have been unfairly treated and victimised as I am aware that other members of staff including Managers have been treated differently in that they have not been dismissed for what could be argued greater or more serious offences.
My incident was not a one off, a partially defective warning horn had always been reported the same way, not only by myself, but by every other driver. EQUITY is something within TransPennine Express that does not exist, EQUITY to them is if your face fits, it is who you are and who your friends are.
As D.S.M. A. Khalifa is also implicated in this incident I would like to know whether or not he has been interviewed and/or investigated and if not why not.
This is where Paul Russel firstly explains that what he did was part of a bigger picture and he alone was not to blame for the series of events that led to him falsifying the drivers assessment.
It also highlights just how there are no set procedures, if your face doesn't fit, you are dismissed.
This is from the dismissal of Driver Manager Paul Russel, I will start with this man's appeal plea, which shows so many issues with this management that defies belief.
Driver Manager Paul Russel was dismissed for allegedly falsifying a document to show that a driver had been assessed. But this was only just the beginning and all that TPE Management wanted to see or indeed look into. What occurs is the exact same blinkered and pre-meditated approach that I encountered, Paul Russel had to go and no matter what this man's defence a decision had been made to dismiss him.
Paul Russel's Appeal Letter
IN BLACK, THE ORIGINAL APPEAL LETTER.
IN RED, MY THOUGHTS ON THE CONTENTS.
BASIS FOR APPEAL 28th OCT. 2009
Page 1:
Paul, please note that I wish to appeal against the decision to terminate my employment with Transpennine Express for the following reasons.
Despite a strong and robust defence given by RMT Representative John MacDonald I feel that his plea for compassion has fallen on deaf ears and that the following areas were either completely ignored or were felt irrelevant.
· Length of time served (28 continuous years service).
· Depth of experience.
· Excellent disciplinary record as a Manager.
· Excellent attendance record.
· Excellent sickness record (no sickness days for over 6
Years. The only Manager in the office not to go sick.
· Quality of work done since becoming a Manager.
· Single handedly managed Man. Depot for a period of approx
4 months due to resignations and long term sickness.
· Previous achievements inc. Driver Training on Class 185/170s.
· Previous good character.
· Absolute honesty, openness and willingness to co-operate
throughout the investigation.
· Special thanks from Ops. Director M. Hogg with regards to work done whilst Glasgow Rangers were visiting Manchester. Arranged with control and drove 2 special trains to Leeds and Man. Airport due to serious police concerns regarding crowd safety on Manchester Piccadilly Station. 10,000 + people.
Very similar in my case, my previous railway career and records were not taken into account.
As for a Driver Manager driving 2 trains due to exceptional circumstances, I always thought that this was not allowed and certainly not agreed by the unions. But this also shows Paul's willingness to help out, knowing the driver management team at Manchester, I reckon Paul would have been the only manager to offer his services.
I feel that the severity of the punishment was very harsh and was disproportionate to the nature of the offence.
Exactly the same, when has a failure to report a partially defective warning horn become a gross misconduct charge?
As the incident being investigated was a complete one off and has been proven to be so I feel that I have been unfairly treated and victimised as I am aware that other members of staff including Managers have been treated differently in that they have not been dismissed for what could be argued greater or more serious offences.
My incident was not a one off, a partially defective warning horn had always been reported the same way, not only by myself, but by every other driver. EQUITY is something within TransPennine Express that does not exist, EQUITY to them is if your face fits, it is who you are and who your friends are.
As D.S.M. A. Khalifa is also implicated in this incident I would like to know whether or not he has been interviewed and/or investigated and if not why not.
This is where Paul Russel firstly explains that what he did was part of a bigger picture and he alone was not to blame for the series of events that led to him falsifying the drivers assessment.
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In order to fully understand and appreciate why this assessment was not conducted in the usual way we need to go back over 3 years when D. Fox was Ops. Director, and Driver Managers were G. Jenkinson, B. Cook and A. Gorton.
Fear, bullying, harassment, threats and intimidation were the norm, resignations and sickness were rife. Quite often I would be the only Manager present in the Manchester office.
This is where "Human Factors", should have been looked at. But lets be brutally honest, this shambles of a management, (and I can say this when you read the section, "Bullying Management") have absolutely no idea or concept as to what I mean. This is a Driver Manager stating that within his own management team he is frightened in his role as a Driver Manager and has witnessed bullying, harassment with threats and intimidation which were seemingly an everyday occurrence!
So immediately alarm bells should have been ringing, yet Operation`s Director Paul Watson, (just like he did with my appeal when faced with similar allegations) IGNORED all of this. You have got to ask yourself why? The answer is quite simple, Operations Director Paul Watson is leading by example, this is the type of management structure he wants and is comfortable with. He is also out of his depth.
You also have to ask this question. This behaviour within TPE Driver Management as shown previously is something that has been going on for years, how can they possibly manage a group of Drivers with this going on? The answer is, they couldn`t, so naturally assessments are bound to fall behind and therefore pressure (in this case, bullying and harassment) is applied. Is there any wonder Paul Russel behaved like he did? But as we will see, this was not just a failing on his behalf.
At the time it was made clear that it was totally unacceptable for any driver to run out of competency and that if I/we couldn’t do the job then someone would be found who could.
A further point of the intimidatory bullying and pressure applied to Driver Managers, this could only originate from Managers COOK, ATKINSON and WATSON.
At a Team Meeting chaired by G. Jenkinson I/We were reminded of how much our salaries were and were also reminded of how much of a cost to the company we were. Mr. Jenkinson made it clear that if he failed at making a successful introduction of the new Class 185 fleet then he would not be the only person to lose his job!!
Another unbelievable piece of intimidation from a Senior Manager to his Driver Managers.
When it became clear that A. Khalifa was about to be appointed to the position of Depot Manager at Manchester I grabbed a short meeting with Ops. Director D. Fox who called into the Manchester office prior to his journey to London to express my concerns about such an appointment. My concerns were overlooked and/or ignored and subsequently A. Khalifa was indeed promoted to Depot Manager.
Paul Russel had every right to be concerned about the pending appointment of Abbas Khalifa to the position of Depot Manager. Part of his reasoning will become apparent later in this report.
Team Meetings were commonly referred to as Team Beatings!!
What can I say about this sentence? A modern day, supposedly innovative train operating company that screams its stance on a safety culture it believes is second to none, yet its management who are responsible for promoting this company and fulfilling its obligations on safety are behaving like the hierarchy in a concentration camp. Each individual Manager is frightened of those above, while bullying those below.
I/we were personally reminded by my newly appointed Depot Manager (Abbas Khalifa) and in the presence of the then Driver Manager now Route Driver Manager B. Cook, D.S.M. A Thomas, D.S.M. M. Wilson and Team Organiser C. McVicar that if he (Abbas Khalifa) failed as Depot Manager then he would “take me/us down with him”.
Again, you couldn`t make this up and this comes from paperwork obtained within this company, not something I made up to try and discredit this organisation.
Notice the name B. Cook, present at this meeting above and allows Depot Manager Abbas Khalifa to speak in this manner to all the Driver Managers, who pulls the strings?
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In 2006 during the Class 185 Driver training programme I was reported for not wearing a tie by the then Depot Manager of York C. Swift (who incidently has since resigned due to continual harassment from B. Cook). At no time did anyone ask for an explanation but B. Cook made it clear that he would be considering what action he was going to take against me. In the event no further action was taken after an explanation but the whole incident is still etched on my mind.
There are a couple of things to take from this passage, firstly, the resignation of Depot Manager Chris Swift.
Chris was thrown in at the deep end and eventually the sharks got to him, but not before his efforts to try and establish a working relationship between the Drivers and the unions. There were many times that I never saw eye to eye with Chris, but with his limited powers, he did try to make things better, if Chris had been left alone and allowed some discretion (which he did show to me on occasions) then I have no doubt whatsoever that he would have had the York Depot running like clockwork.
However as Paul Russel points out, Chris resigned due to the pressures of the Chief Bully Barry Cook, a faceless, vile individual.
Secondly, I doubt very much that Depot Manager Chris Swift would have reported anyone for not wearing a tie, UNLESS someone has ordered him to! But don't you find this rather childish?
During a particularly cold winter period B. Cook put the safety of all D.S.M.s at Manchester at considerable risk. He was insisting that he could see no reason why D.S.M.s should not be fitting Coupler Bags to trains as they arrived at Manchester even though suitable training and equipment had not been provided and a suitable risk assessment had not been carried out.
This shows virtually everything I have been screaming about, the complete lack of care regarding health and safety issues, yet this comes from the top. I have always said that TPE have no clue or idea about risk assessments and their training has always been a complete farce, like I have said many times, a management should lead by example and has we can see above, they do just that, IGNORANCE IS BLISS!
I personally witnessed Driver Manager Andrew Steele climb down off an icy platform and tip the contents of a boiling kettle over a warning horn trumpet! Let me give you just a few problems arising from this:
1. Is is safe to carry boiling water along an icy platform from a slipping
point of view especially a platform full of passengers?
2. Where did the directive come from to allow such instructions?
3. Is it safe to slide off an icy platform onto the rail head below?
4. What did he actually hope to achieve with one kettle of boiling water?
5. Why didn`t he inform the signaller what he was doing?
It shows that nothing is thought out, everything done is made to fit, until things go wrong just like this assessment fabrication.
Whilst D. Waters was Depot Manager at Manchester and during a particularly busy time during the Class 170 training programme I had a telephone conversation with D. Waters who said “I am sick of the shit that keeps coming out of your mouth as to why you can’t do something. If you’re not at Selby tomorrow morning then you should consider your position within the company”.
Proof that no matter who is in charge, the behaviour is still the same.
I felt as though my job was on the line every single day and dreaded the thought of coming to work.
How can anyone work with such a burden hanging over them? Paul Watson should have seriously looked at this comment. It highlights the pressure this man was under.
The same person has now falsely accused me of bullying and harassment.
Details on the above sentence can be seen in the section, "Bullying Management".
Charlotte Pears (H. R. Manager) will recall a meeting with me when I raised serious concerns about what was going on and that if things didn’t change then I would need to consider my position within the company. Charlotte’s response was that this was probably a good time to restructure the grade.
It will only be a matter of time before this woman falls foul of this regime! There is no hiding place in a hornets nest!
This same fate will eventually happen to at least 5 out of the 9 managers I hold responsible, I would even think that some of you are already looking over your shoulders. My message to you and you know who you are, is gather as much evidence as you can for your own self preservation.
You are just pawns in their pathetic power struggles, although you probably already know this unless you really are that stupid and dumb.
I know that I have carried this fear with me through to this day so when I found an overdue assessment on my desk that was full of errors, under peer pressure from A. Khalifa I panicked and attempted to process it immediately. This was totally out of character for me.
It wasn't just Paul Russel who was solely to blame for this overdue assessment.
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Given that my working relationship with Route Driver Manager B. Cook has always been a rocky one and that he has previously been embroiled in an Employment Tribunal whilst working for South West Trains (which the company lost) where words like “evasive”, “unbelievable”, “untrue”, “implausible and absurd” were used by the Tribunal when referring to him leaves me with the opinion that he is a highly discredited individual who was a totally unsuitable Manager to hear my case. Although a number of options were open to him, due to his vindictive nature there was only ever going to be one outcome, that of dismissal. Given the Tribunals findings and the damage done to South West Trains I am at a loss as to understand why he was ever employed by T.P.E. in the first place.
For details on the South West Trains Tribunal, see the section named, "Barry Cook". I also fail to understand why TransPennine Express employed this vile individual in such a senior role, the only possible reason must be that First Group want this type of leadership. First Group and Transpennine Express clearly want to install fear into their employees, a comparison with Nazi Germany and concentration camps comes to mind.
Anybody who knows me well will tell you that I am a railway man to the core and throughout my 28 years on the railway all I have ever wanted to do was to come to work and carry out my duties to the best of my abilities without getting involved in internal politics, scandals or gossip.
TransPennine Express don`t want employees with experience, because they find these individuals harder to control and cannot brainwash them.
To throw me to the sharks does not make economic sense for either of us and removing me from the company will not remove the root cause of the problems at Manchester i.e. continual mistakes and poor quality of work by A. Khalifa and a poor working relationship that exists between D. Waters, myself and other members of staff.
This once again sums up the diabolical mess this management structure is in.
Over the last 5 years as a Manager I have found myself having to cover for A. Khalifa on many occasions whether for sickness, to check the quality of his work or to complete work that he has decided to abandon (reports, investigations etc.). I cannot help but think who will be the next member of staff to fall victim of this person’s inability to do his job properly.
How can Transpennine Express employ a man in the senior role as Depot Manager who cannot perform the tasks required in this role?
On a personal level, the decision to dismiss me is having a massive impact on me in that I am not sleeping well, have lost my appetite and am worried sick that I may lose my home and that I am now unable to pay child maintenance.
I know only too well what this "impact" is like. I would dearly like all nine of them to suffer the same fate, that is why I will never give up. My day will definitely come one way or another.
If you vindictively deprive someone of their livelihood and openly brag about this to others like certain members of this management did when speaking to Drivers, deprive me of my wife and son who I don`t know when I will see again and their home, how would anyone reading this feel?
Given that my working relationship with Route Driver Manager B. Cook has always been a rocky one and that he has previously been embroiled in an Employment Tribunal whilst working for South West Trains (which the company lost) where words like “evasive”, “unbelievable”, “untrue”, “implausible and absurd” were used by the Tribunal when referring to him leaves me with the opinion that he is a highly discredited individual who was a totally unsuitable Manager to hear my case. Although a number of options were open to him, due to his vindictive nature there was only ever going to be one outcome, that of dismissal. Given the Tribunals findings and the damage done to South West Trains I am at a loss as to understand why he was ever employed by T.P.E. in the first place.
For details on the South West Trains Tribunal, see the section named, "Barry Cook". I also fail to understand why TransPennine Express employed this vile individual in such a senior role, the only possible reason must be that First Group want this type of leadership. First Group and Transpennine Express clearly want to install fear into their employees, a comparison with Nazi Germany and concentration camps comes to mind.
Anybody who knows me well will tell you that I am a railway man to the core and throughout my 28 years on the railway all I have ever wanted to do was to come to work and carry out my duties to the best of my abilities without getting involved in internal politics, scandals or gossip.
TransPennine Express don`t want employees with experience, because they find these individuals harder to control and cannot brainwash them.
To throw me to the sharks does not make economic sense for either of us and removing me from the company will not remove the root cause of the problems at Manchester i.e. continual mistakes and poor quality of work by A. Khalifa and a poor working relationship that exists between D. Waters, myself and other members of staff.
This once again sums up the diabolical mess this management structure is in.
Over the last 5 years as a Manager I have found myself having to cover for A. Khalifa on many occasions whether for sickness, to check the quality of his work or to complete work that he has decided to abandon (reports, investigations etc.). I cannot help but think who will be the next member of staff to fall victim of this person’s inability to do his job properly.
How can Transpennine Express employ a man in the senior role as Depot Manager who cannot perform the tasks required in this role?
On a personal level, the decision to dismiss me is having a massive impact on me in that I am not sleeping well, have lost my appetite and am worried sick that I may lose my home and that I am now unable to pay child maintenance.
I know only too well what this "impact" is like. I would dearly like all nine of them to suffer the same fate, that is why I will never give up. My day will definitely come one way or another.
If you vindictively deprive someone of their livelihood and openly brag about this to others like certain members of this management did when speaking to Drivers, deprive me of my wife and son who I don`t know when I will see again and their home, how would anyone reading this feel?
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Not only have I lost financially but I have also lost credibility, trust and respect, not to mention the stress, anxiety and devastating impact that this has placed on my family.
Like I said above, nobody can even begin to imagine what this does to a person unless they have had this experience.
So for this to happen for something that was never a dismissal offence, to uncover all the lies and see the way this group of individuals set about with willful intent to deliberately destroy a person`s life do they honestly think that I am going to curl up and die?
Throughout this whole sorry incident I have been a model of professionalism, discretion and confidentiality only to find that a member of the investigating team has spoken out of turn to another member of staff which has led to people outside the company (A. Thomas and C. Hewitt) becoming aware of my situation. I find this very upsetting and feel that professional confidentiality has been breached.
These individuals as happened in my case like to walk round thinking they are god and enjoy explaining the demise of people they personally stitched up, they derive great pleasure from this.
I have taken responsibility for what has happened and by now I hope that you can see that this was out of character for me. I am not a person who goes sick at the drop of a hat or someone who makes frequent mistakes. I am not someone who can’t be bothered and I am certainly not the kind of person who makes damaging allegations about other members of staff without proper foundation.
I am a person who is a team player who comes to work even when put under extreme pressure. The quality of my work has always been of a good standard, I have bullet proof reliability and I get the job done. Despite what has happened I am a person of good character, morals and ethics and deserve another chance in order to prove myself to you and others.
I would like to end by saying that I am truly sorry for what has happened, it was completely out of character and that normal thought processes have been skewed. Since my dismissal from work I have received many messages of support and sympathy from both Managers and Drivers alike (one of which was an offer of financial assistance) for which I am deeply, deeply grateful.
Being of good character and having an excellent railway record (career) means absolutely nothing to Operations Director Paul Watson, my appeal with this man lasted over 9 (nine) hours, the reason it lasted so long was because we could answer everything, yet the only thing Paul Watson could say at the end of my appeal was, "I have decided to uphold the original decision"!
The next passage is what Paul Russel see`s as unfairness, it shows a range of disciplinary issues that in most cases would have warranted dismissal, but EQUITY is something TransPennine Express management know nothing about.
Not only have I lost financially but I have also lost credibility, trust and respect, not to mention the stress, anxiety and devastating impact that this has placed on my family.
Like I said above, nobody can even begin to imagine what this does to a person unless they have had this experience.
So for this to happen for something that was never a dismissal offence, to uncover all the lies and see the way this group of individuals set about with willful intent to deliberately destroy a person`s life do they honestly think that I am going to curl up and die?
Throughout this whole sorry incident I have been a model of professionalism, discretion and confidentiality only to find that a member of the investigating team has spoken out of turn to another member of staff which has led to people outside the company (A. Thomas and C. Hewitt) becoming aware of my situation. I find this very upsetting and feel that professional confidentiality has been breached.
These individuals as happened in my case like to walk round thinking they are god and enjoy explaining the demise of people they personally stitched up, they derive great pleasure from this.
I have taken responsibility for what has happened and by now I hope that you can see that this was out of character for me. I am not a person who goes sick at the drop of a hat or someone who makes frequent mistakes. I am not someone who can’t be bothered and I am certainly not the kind of person who makes damaging allegations about other members of staff without proper foundation.
I am a person who is a team player who comes to work even when put under extreme pressure. The quality of my work has always been of a good standard, I have bullet proof reliability and I get the job done. Despite what has happened I am a person of good character, morals and ethics and deserve another chance in order to prove myself to you and others.
I would like to end by saying that I am truly sorry for what has happened, it was completely out of character and that normal thought processes have been skewed. Since my dismissal from work I have received many messages of support and sympathy from both Managers and Drivers alike (one of which was an offer of financial assistance) for which I am deeply, deeply grateful.
Being of good character and having an excellent railway record (career) means absolutely nothing to Operations Director Paul Watson, my appeal with this man lasted over 9 (nine) hours, the reason it lasted so long was because we could answer everything, yet the only thing Paul Watson could say at the end of my appeal was, "I have decided to uphold the original decision"!
The next passage is what Paul Russel see`s as unfairness, it shows a range of disciplinary issues that in most cases would have warranted dismissal, but EQUITY is something TransPennine Express management know nothing about.
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Incident No. 1
2006 during Driver Training, Driver Standards Manager M. Wilson takes a Class 185 unit over a route that neither he nor his trainees signed. Manchester Victoria to Liverpool Lime Street and back.
Hearing Officer is Route Driver Manager B. Cook
Discipline.
Downgraded to Driver at Blackpool
A case of if your face fits, anyone else doing this extremely dangerous and foolhardy journey would have been dismissed.
Incident No.2
2008 Route Driver Manager (B. Cook) is brought before Operations Director M. Hogg on grounds of poor performance and is accused of harassment and racism (grounds for dismissal due to gross misconduct) and is forced to make a verbal apology to D.S.M. N.Chicklia. N. Chicklia refuses to take proceedings any further after receiving a verbal apology.
Discipline.
None
Seeing is believing!! Nobody no matter who they are should be allowed to racially abuse another individual, unless of course you are management in TransPennine Express. It really does beggar belief that this management can openly get away with sexual discrimination, racial discrimination, employee discrimination, perjury and blatant IGNORANCE, is this something that First Group promote, if you are a director of First Group are you happy with this?
Barry Cook should have been dismissed for these actions. Why bother having a bullying and harassment policy?
Ironically, Naz Chikhalia is no longer a Driver Manager, the bully (Cook) eventually got him. To me, it was because this man understood life, he treated the Drivers with respect, he was approachable, he had many years of railway experience, (too many for TPE`s liking).
Incident No.3
2008/9 Driver Manager D. Waters books sick for a period of approx. 6 months during which time he makes false and unsubstantiated allegations with regard to bullying and harassment. Numerous interviews with other members of staff were held and an investigation was initiated.
Allegations could not be proven.
Discipline.
Allowed to re-enter the same workplace environment.
As shown in the section,"Bullying Management", it was a dog eat dog environment, Mark Atkinson, Barry Cook and Paul Watson were to blame for this debacle.
Incident No.4
2009 Driver **********, a Driver with a history of incidents now been found to be making threatening and abusive telephone calls to a member of the paybills team.
Discipline.
Final Written warning
It would be unfair to name this Driver because there are two sides to every story, if the above was true, then it is nowhere near as bad as sexual or racial abuse, yet this Driver`s face obviously didn`t fit, so he gets a punishment far exceeding what should have happened. What happened to EQUITY?????
Incident No.5
2009 Driver ********** caught with unauthorised member of catering staff in the driving cab for approx. 25mins.
Discipline.
Still employed as a Driver for Transpennine Express.
Obviously this person is in with the Management. Anyone they didn`t like would have been dismissed.
Incident No. 6
Driver D. Jackson disobeyed instructions with regard to examining a line in a tunnel, maximum permitted speed was far exceeded leading to a charge of Gross Negligence.
Discipline.
Downgraded to Conductor after charge of Gross Negligence was upheld.
Probably a harsh decision, to me this is clearly a training issue, or should I say lack of training, the way I have proved how this management behave there is no wonder Drivers under their command make mistakes, there is a complete lack of guidance.
One further thing to note here, where were the unions when all this was going on?
I know that eventually there will be a major incident directly caused by this Management's behaviour, I only hope when I scream it from the rafter's that nobody is killed.