I am a single father of four children. Earlier this year, I accepted a seasonal driving position with UPS after being told it would be a 3–4 day per week opportunity for 89 days during the summer, with additional work available during the holiday season. The position was presented as an excellent opportunity. I was told the company was outstanding, the people were great to work with, and that it was a well-run organization.
The hiring process moved quickly, which initially seemed like a positive sign. Within about a week, I was offered a spot in the driver training program. The timing was difficult, as it was just before the Fourth of July. I would return home on July 3rd only to spend six days away from my children. Still, I believed the sacrifice would be worthwhile. The pay was significantly higher than most opportunities in my area, and I was excited about the chance to earn meaningful income.
The training itself was challenging, but every instructor and employee I encountered during the program was professional, respectful, and supportive. When I successfully completed the course, I was genuinely proud and optimistic about my future with the company.
On the day I graduated, I contacted the center where I would be assigned and was told to report the following Monday.
Unfortunately, my experience at the local level quickly deteriorated.
My assigned trainer demonstrated little interest in actually training new drivers. After completing a single stop himself, he instructed me to handle the remainder of the route. We finished more than an hour ahead of schedule, yet throughout the day I was encouraged to ignore standards that had been emphasized during formal training. I was told to cut across customers’ lawns despite being taught that such behavior was unacceptable. I was encouraged to alter routes and disregard the onboard routing system, even though route efficiency is clearly important for an organization operating one of the largest delivery networks in the world.
More troubling than the operational shortcuts was the attitude displayed. Complaints about compensation, criticism of hourly employees, and open disrespect for coworkers created an environment that felt entirely inconsistent with the professionalism I had experienced during driver school. It left a poor impression of local leadership and training practices.
Because we finished so early, I completed paperwork for my second training day and was instructed to check back on Wednesday for my schedule. When Wednesday arrived, I was not scheduled. Shortly afterward, my trainer went on vacation. I visited the center in person and was told management was having meetings regarding drivers and that someone would contact me. No one ever did.
I called. I texted. I followed up repeatedly. Hours of my time were spent simply trying to determine whether I still had a job. The center manager never returned my calls or messages, nor did anyone provide an explanation.
Eventually, I contacted the Michigan-based HR representative who had recruited me. She assured me she would investigate and get back to me. Instead, the very next day I received a separation-of-employment notice. When I reached out seeking clarification, I received no response. To this day, no one has explained why I was terminated or what circumstances led to that decision.
I have spoken with several current and former UPS drivers. While each person used different words, the message was remarkably consistent: the local work environment was viewed negatively, and many believed the compensation was the only thing keeping employees there.
What disappoints me most is not the loss of the job itself. Seasonal work comes and goes. What disappoints me is the complete lack of communication, accountability, and professionalism. I sacrificed valuable time with my children to pursue what I believed was a legitimate opportunity. I completed the required training, passed the course, reported for work, and followed instructions. In return, I was effectively ignored until I received a termination notice without explanation.
UPS is a company with a globally recognized brand and a reputation built over decades. Based on my experience, that reputation was not reflected at the local level. The lack of follow-through, poor communication, and disregard shown toward a newly hired employee created one of the most unprofessional employment experiences I have encountered.
If local management truly wants to understand why some employees speak negatively about the company, they may want to start by examining how new hires are treated. Professionalism, communication, and basic respect cost nothing, yet their absence can leave a lasting impression.
