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<blockquote data-quote="BrownSuit" data-source="post: 372299" data-attributes="member: 14437"><p>I surprising never saw a response to Hawaii50 on these issues and also would like to add my two cents. </p><p></p><p></p><p> </p><p>If you go out on Workman’s comp, you should maintain your seniority when you return. You will not return to the same position and would have to wait until the next bidding period in order to gain a senior position to the one that you had prior to leaving. All UPS is required to do by law is to give you a similar job; they cannot keep the position open forever.</p><p> </p><p>Also, you would not gain seniority while on Workmen’s comp. </p><p> </p><p></p><p> </p><p>I’m confused here, how does one have more than 40 hours of vacation in a week’s time? There are very few companies that would allow this.</p><p> </p><p></p><p> </p><p>Same response to the Workmen’s comp question with a twist - FMLA is federally regulated and monitored. If you have situations where it is not occurring, skip the grievance process with the Union and report the company to the Department of Labor. There are <strong>HUGE</strong> fines involved for non-compliant companies. </p><p></p><p>You are not guaranteed to get the same route or exact area that you were working previously, just the same general job and responsibility. During the next bidding period, you should have the opportunity to bid into the same position or one similar in seniority. Think of both situations this way, Person B bids person A’s route while Person A is out on leave. Person A comes back, if person B had to give up the route, what happened to his seniority? He is then being punished for taking a route from somebody on leave. </p><p>Nobody would ever want to bid into a position for somebody on leave or Workman’s comp.</p><p> </p><p></p><p> </p><p>Are these feeder jobs working more than 60 hours? If not, are the individuals in question qualified to do the other jobs? Are they willing to do them? Has this been grieved through the entire process? Half the time things are thrown out that were never even grieved and it’s contract time, so let’s dig up old dirt on issues that were never brought to anybody’s attention.</p><p> </p><p></p><p> </p><p>Suncontracting does bother me a lot. Subcontracting I’m not sure. Are these positions that others are qualified to fill? Have they been filled by Upsers in the past? There is quite a bit being outsourced these days from Customer Service to Delivery in other countries. What particularly is being contracted out and to whom?</p><p> </p><p></p><p> </p><p>I’m glad some things don’t change no matter where you go in the country. Do you care to elaborate?</p><p> </p><p></p><p> </p><p>I <strong>LOVED</strong> this one and of course you saved the best for last. If your job requires that you are DOT qualified and you are charged with DUI/DWI, your ability to maintain your DOT status is in question. Ask those on your route who work for USPS/DHL/FedEx what happens to them if they get DWI/DUI. You are going to get the same answer. They get canned, no questions asked. </p><p></p><p>Yes FedEx is non-union and DHL is half and half, but USPS, if you think the Teamsters are the wrong union to be messing with, you haven't seen anything until you deal with a government employees union.</p><p></p><p>UPS can find alternate work, such as a handler, if they please, but in the industry, not just UPS, it is rarely done. </p><p> </p><p>The same is true if you lose your license for excessive tickets. Don’t expect Uncle Brown to come around on this one.</p><p> </p><p></p><p>Finally as for PTers making minimum wage presently. I keep hearing a different number; the one that’s most common is 6,000. I have several questions in this regard:</p><p></p><p></p><p> 1. Is the Illinois Minimum Wage higher than the national?</p><p>2. Was the wage they are making now considered to be minimum wage two years ago?</p><p>3. What are the total benefits, including Healthcare, education, 401, etc, please be complete, that these employees are receiving in exchange for their work?</p><p>4. Any idea as to why these are PT employees? Are they seeking FT working, are they students, etc.</p></blockquote><p></p>
[QUOTE="BrownSuit, post: 372299, member: 14437"] I surprising never saw a response to Hawaii50 on these issues and also would like to add my two cents. If you go out on Workman’s comp, you should maintain your seniority when you return. You will not return to the same position and would have to wait until the next bidding period in order to gain a senior position to the one that you had prior to leaving. All UPS is required to do by law is to give you a similar job; they cannot keep the position open forever. Also, you would not gain seniority while on Workmen’s comp. I’m confused here, how does one have more than 40 hours of vacation in a week’s time? There are very few companies that would allow this. Same response to the Workmen’s comp question with a twist - FMLA is federally regulated and monitored. If you have situations where it is not occurring, skip the grievance process with the Union and report the company to the Department of Labor. There are [B]HUGE[/B] fines involved for non-compliant companies. You are not guaranteed to get the same route or exact area that you were working previously, just the same general job and responsibility. During the next bidding period, you should have the opportunity to bid into the same position or one similar in seniority. Think of both situations this way, Person B bids person A’s route while Person A is out on leave. Person A comes back, if person B had to give up the route, what happened to his seniority? He is then being punished for taking a route from somebody on leave. Nobody would ever want to bid into a position for somebody on leave or Workman’s comp. Are these feeder jobs working more than 60 hours? If not, are the individuals in question qualified to do the other jobs? Are they willing to do them? Has this been grieved through the entire process? Half the time things are thrown out that were never even grieved and it’s contract time, so let’s dig up old dirt on issues that were never brought to anybody’s attention. Suncontracting does bother me a lot. Subcontracting I’m not sure. Are these positions that others are qualified to fill? Have they been filled by Upsers in the past? There is quite a bit being outsourced these days from Customer Service to Delivery in other countries. What particularly is being contracted out and to whom? I’m glad some things don’t change no matter where you go in the country. Do you care to elaborate? I [B]LOVED[/B] this one and of course you saved the best for last. If your job requires that you are DOT qualified and you are charged with DUI/DWI, your ability to maintain your DOT status is in question. Ask those on your route who work for USPS/DHL/FedEx what happens to them if they get DWI/DUI. You are going to get the same answer. They get canned, no questions asked. Yes FedEx is non-union and DHL is half and half, but USPS, if you think the Teamsters are the wrong union to be messing with, you haven't seen anything until you deal with a government employees union. UPS can find alternate work, such as a handler, if they please, but in the industry, not just UPS, it is rarely done. The same is true if you lose your license for excessive tickets. Don’t expect Uncle Brown to come around on this one. Finally as for PTers making minimum wage presently. I keep hearing a different number; the one that’s most common is 6,000. I have several questions in this regard: 1. Is the Illinois Minimum Wage higher than the national? 2. Was the wage they are making now considered to be minimum wage two years ago? 3. What are the total benefits, including Healthcare, education, 401, etc, please be complete, that these employees are receiving in exchange for their work? 4. Any idea as to why these are PT employees? Are they seeking FT working, are they students, etc. [/QUOTE]
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