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<blockquote data-quote="wkmac" data-source="post: 97766" data-attributes="member: 2189"><p>Hey Tie,</p><p>Here's something to consider as I'm pretty certain you are familar with the automated small sort so therefore some automation experience. At the present wages the union can feel safe in not having to compete with replacing union employees on the inside with automation. The cost of automation verses the low wage revolving door is in the union's favor and the Glenlake bean counters will run to the money evey time and the union knows this. Raise the entry level wage thus raising the longer term costs down the line and all of a sudden the manual verse automated gap grows ever so closer. Don't get me wrong, the union isn't alone on this as the company because of the money loves it too and can use the union as convient cover. FedEx Ground's network is being built on an automated frame and this gives them a leg up on the labor standpoint to some degree.</p><p> </p><p>Automation doesn't always completely eliminate people as Worldport can prove but it can provide a more skilled job base that then does attach more employees who have more to loose. They look at the job with more of a personal investment outlook. A $20 a day person has little if anything to loose and thus another reason once on the payroll you have a constant battle with lates and absenteeism. Even a good employee starting out will fall into the same pattern when all around him/her are given carte blanche to do it. Give the person a chance to make twice or 3 times that much money and the lifestyle goes up and the risks of not showing up impacting that lifestyle get much greater. You won't eliminate unwanted absenteeism because it's still to easy to burn an option day, yeah I said it, but once the days are burned overall you see that abuse dry up.</p></blockquote><p></p>
[QUOTE="wkmac, post: 97766, member: 2189"] Hey Tie, Here's something to consider as I'm pretty certain you are familar with the automated small sort so therefore some automation experience. At the present wages the union can feel safe in not having to compete with replacing union employees on the inside with automation. The cost of automation verses the low wage revolving door is in the union's favor and the Glenlake bean counters will run to the money evey time and the union knows this. Raise the entry level wage thus raising the longer term costs down the line and all of a sudden the manual verse automated gap grows ever so closer. Don't get me wrong, the union isn't alone on this as the company because of the money loves it too and can use the union as convient cover. FedEx Ground's network is being built on an automated frame and this gives them a leg up on the labor standpoint to some degree. Automation doesn't always completely eliminate people as Worldport can prove but it can provide a more skilled job base that then does attach more employees who have more to loose. They look at the job with more of a personal investment outlook. A $20 a day person has little if anything to loose and thus another reason once on the payroll you have a constant battle with lates and absenteeism. Even a good employee starting out will fall into the same pattern when all around him/her are given carte blanche to do it. Give the person a chance to make twice or 3 times that much money and the lifestyle goes up and the risks of not showing up impacting that lifestyle get much greater. You won't eliminate unwanted absenteeism because it's still to easy to burn an option day, yeah I said it, but once the days are burned overall you see that abuse dry up. [/QUOTE]
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