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Can a p/t double shift?
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<blockquote data-quote="Bagels" data-source="post: 1694286" data-attributes="member: 43436"><p>In most areas, you need 30 years seniority to earn a $50/hour OT wage.... and the guys usually eager to work doubles aren't in their 50s <img src="/community/styles/default/xenforo/smilies/wink.png" class="smilie" loading="lazy" alt=";)" title="Wink ;)" data-shortname=";)" />. </p><p></p><p>In practicality, double-shifting <u>saves UPS money</u>. Oodles of evening sorts need employees for only two hours per day (e.g. pick-ups don't arrive into the facility until after 7PM but trailers are dispatched beginning at 9PM) and additional lift on Mondays. Reality is... it's tough to find people to work that type of schedule, hence why UPS is increasingly adding dedicated PT recruiters (HR managers). One person may rotate among smaller buildings while a larger one (like mine) has one here FT. Then, because of the increased hiring, UPS adds PT sups to train these new employees. So UPS is paying hefty wages to the FT employee (plus his/her expenses, such as driving to/from local colleges for recruiting missions), additional wages to the PT sups, spending significant time & money orientating the new employee to safety BS, then pays additional payroll taxes (e.g. unemployment insurance, which is capped off at a certain amount, so it's an added expense) and in some cases define contributions -- even if that employee quits long before they vest. Then the employee quickly realizes they could make more money elsewhere and quit... starting the process all over again.</p><p></p><p>BUT, BUT, BUT... when UPS double shifts...</p><p></p><p>Some jackarse in management gets the internal financial statements from the auditors and sees this and fumes:</p><p>WAGE EXPENSE - PT REGULAR</p><p>WAGE EXPENSE - PT OVERTIME</p><p></p><p>He demands that overtime be curtailed, without realizing that because of the dynamics of the company, it really costs UPS more to seemingly pay less...</p></blockquote><p></p>
[QUOTE="Bagels, post: 1694286, member: 43436"] In most areas, you need 30 years seniority to earn a $50/hour OT wage.... and the guys usually eager to work doubles aren't in their 50s ;). In practicality, double-shifting [U]saves UPS money[/U]. Oodles of evening sorts need employees for only two hours per day (e.g. pick-ups don't arrive into the facility until after 7PM but trailers are dispatched beginning at 9PM) and additional lift on Mondays. Reality is... it's tough to find people to work that type of schedule, hence why UPS is increasingly adding dedicated PT recruiters (HR managers). One person may rotate among smaller buildings while a larger one (like mine) has one here FT. Then, because of the increased hiring, UPS adds PT sups to train these new employees. So UPS is paying hefty wages to the FT employee (plus his/her expenses, such as driving to/from local colleges for recruiting missions), additional wages to the PT sups, spending significant time & money orientating the new employee to safety BS, then pays additional payroll taxes (e.g. unemployment insurance, which is capped off at a certain amount, so it's an added expense) and in some cases define contributions -- even if that employee quits long before they vest. Then the employee quickly realizes they could make more money elsewhere and quit... starting the process all over again. BUT, BUT, BUT... when UPS double shifts... Some jackarse in management gets the internal financial statements from the auditors and sees this and fumes: WAGE EXPENSE - PT REGULAR WAGE EXPENSE - PT OVERTIME He demands that overtime be curtailed, without realizing that because of the dynamics of the company, it really costs UPS more to seemingly pay less... [/QUOTE]
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