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<blockquote data-quote="Ricochet1a" data-source="post: 733224" data-attributes="member: 22880"><p>Part timers can be intimidated into working whatever local management feel they can get away with. This coming peak, see if a part-timer (presuming Express is still delivering P2) can turn down working outside their regularily scheduled hours. Full timers have always known that they had to work all hours scheduled, as long as they didn't violate DOT hours of service limitations. In the past few years, management has used whatever tactics it pleases to get part-timers to work as many hours as needed to get volume taken care of. They call it "operational need" - it is harassment. I've experienced it first hand. </p><p> </p><p>Part timers are pushed to take hours since they don't get into overtime territory as easily as full time employees. When part-timers volunteer for additional hours, great. However, trying to say no is near impossible if management has volume to be moved and they don't want to call in full-timers or have them go into overtime territory. When the 'system' has a hiccup (delayed flights, weather delays, misrouted packages), part-timers are pressed into staying past their regularily scheduled hours. This may seem to not be an issue to most, but the majority of part-timers (myself included) have other obligations outside of Express. We aren't getting the protections of full-time employees, neither should we have the oblilgations of full time employees. I don't appreciate having my schedule being changed at a whim of management. In the past they couldn't do this - now it is regular practice. The full-timers know that they are directly tied to operational need, the part-timers shouldn't be treated like this - since we have obligations outside of FedEx which made part-time employment the only option. Express moved the goal posts, so now all wage employees are on the hook if the system has a hiccup. As for GFT... look at the list of things that aren't covered by GFT. You have the right to seek 'redress of grievances'... except on the grievances which may affect Express' bottom line, then no chance Charlie. </p><p> </p><p>Each state has its own laws regarding what can be classified as full-time employment and what is classified as part-time employment. </p><p></p><p>You are still attempting to rationalize the situation by seeking an optimum solution for yourself. There is no optimal solution outside of a binding contract of employment. Right now, every employee of Express is subject to the whims of upper management, all the way from pay progression, the joke of a pension plan now in place, how much they must pay in benefit premiums to what is considered to be 'fair treatment'. The pilots and upper management have a contract that covers their employment, why not the wage employees? Are the wage employees so disposable that they aren't even worthy of having an employment contract? (you already know the answer to that). </p><p> </p><p>There is only one solution for the wage employees, certify a union and gain a contract of employment. All the quibbling over what may be contained in a contract is just distraction and petty individual interest. As individuals, the wage employees are literally screwed, as a union with a contract, the wage employees have a say in what their terms of employment will be.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 733224, member: 22880"] Part timers can be intimidated into working whatever local management feel they can get away with. This coming peak, see if a part-timer (presuming Express is still delivering P2) can turn down working outside their regularily scheduled hours. Full timers have always known that they had to work all hours scheduled, as long as they didn't violate DOT hours of service limitations. In the past few years, management has used whatever tactics it pleases to get part-timers to work as many hours as needed to get volume taken care of. They call it "operational need" - it is harassment. I've experienced it first hand. Part timers are pushed to take hours since they don't get into overtime territory as easily as full time employees. When part-timers volunteer for additional hours, great. However, trying to say no is near impossible if management has volume to be moved and they don't want to call in full-timers or have them go into overtime territory. When the 'system' has a hiccup (delayed flights, weather delays, misrouted packages), part-timers are pressed into staying past their regularily scheduled hours. This may seem to not be an issue to most, but the majority of part-timers (myself included) have other obligations outside of Express. We aren't getting the protections of full-time employees, neither should we have the oblilgations of full time employees. I don't appreciate having my schedule being changed at a whim of management. In the past they couldn't do this - now it is regular practice. The full-timers know that they are directly tied to operational need, the part-timers shouldn't be treated like this - since we have obligations outside of FedEx which made part-time employment the only option. Express moved the goal posts, so now all wage employees are on the hook if the system has a hiccup. As for GFT... look at the list of things that aren't covered by GFT. You have the right to seek 'redress of grievances'... except on the grievances which may affect Express' bottom line, then no chance Charlie. Each state has its own laws regarding what can be classified as full-time employment and what is classified as part-time employment. You are still attempting to rationalize the situation by seeking an optimum solution for yourself. There is no optimal solution outside of a binding contract of employment. Right now, every employee of Express is subject to the whims of upper management, all the way from pay progression, the joke of a pension plan now in place, how much they must pay in benefit premiums to what is considered to be 'fair treatment'. The pilots and upper management have a contract that covers their employment, why not the wage employees? Are the wage employees so disposable that they aren't even worthy of having an employment contract? (you already know the answer to that). There is only one solution for the wage employees, certify a union and gain a contract of employment. All the quibbling over what may be contained in a contract is just distraction and petty individual interest. As individuals, the wage employees are literally screwed, as a union with a contract, the wage employees have a say in what their terms of employment will be. [/QUOTE]
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