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<blockquote data-quote="2029guy" data-source="post: 292384" data-attributes="member: 13424"><p>I would like to propose something in this thread and if it goes over well perhaps we can get it in front of Don.</p><p></p><p></p><p>I believe and I could be wrong on the exact work rules but if the drivers work over 40 hours during the week they get overtime pay in the amount of one and one half times their hourly pay. If they work over 40 hours and work on the weekend or a UPS Holliday they get overtime pay in the amount of twice their hourly rate.</p><p></p><p></p><p>This is my proposal, if a management person works over 40 hours during the week they will get one and one half that amount of time off at some future date. If they work over 40 hours during the week and also work on the weekend or a UPS Holliday they will get two times that amount of time off at some future date. </p><p></p><p>This next part is perhaps even more important than the first. The WAR system MUST be updated! I don’t know if everyone is aware of this but lots of time and money is spend producing all kinds of reports based on your WAR hours. It must be updated to automatically keep track of how much extra time off you are entitled to. Then when things slow down and your PL or PM Ok’s it you can start using this extra time off. There will be a new bucket that you will use to enter it in WAR. That way they will be able to produce reports showing which PL and PM’s are the most effective at time management of their employees. Now there will be an incentive to produce systems that are more robust with regard to error handling. There will be an incentive to produce documentation that will reduce the amount of time necessary solve problems. Without the update to the WAR system, individual System Managers may agree to the new work rules and just say to keep track of it yourself and enter it in WAR as personal time or something like that. There will be no way to produce reports at the Enterprise Level and the next time they change your System manager the next guy could conveniently forget the previous agreement and you are back to square one.</p><p></p><p>I honestly feel that this arrangement is only fair when you consider that may single unit Management people at lower grade levels make less that package car drivers especially when you consider the changes that were made to the MIP. This at least puts everyone on a level playing field. No one is being forced to use the extra hours you can use them at your and your manager’s discretion. It does not harm the business your management decides when you can use the time everyone has crunch times and slow times you use it when it is slow. </p><p></p><p></p><p>I am not entirely sure what would be the appropriate forum for getting this proposal to DON. If anyone has any ideas please contribute.</p></blockquote><p></p>
[QUOTE="2029guy, post: 292384, member: 13424"] I would like to propose something in this thread and if it goes over well perhaps we can get it in front of Don. I believe and I could be wrong on the exact work rules but if the drivers work over 40 hours during the week they get overtime pay in the amount of one and one half times their hourly pay. If they work over 40 hours and work on the weekend or a UPS Holliday they get overtime pay in the amount of twice their hourly rate. This is my proposal, if a management person works over 40 hours during the week they will get one and one half that amount of time off at some future date. If they work over 40 hours during the week and also work on the weekend or a UPS Holliday they will get two times that amount of time off at some future date. This next part is perhaps even more important than the first. The WAR system MUST be updated! I don’t know if everyone is aware of this but lots of time and money is spend producing all kinds of reports based on your WAR hours. It must be updated to automatically keep track of how much extra time off you are entitled to. Then when things slow down and your PL or PM Ok’s it you can start using this extra time off. There will be a new bucket that you will use to enter it in WAR. That way they will be able to produce reports showing which PL and PM’s are the most effective at time management of their employees. Now there will be an incentive to produce systems that are more robust with regard to error handling. There will be an incentive to produce documentation that will reduce the amount of time necessary solve problems. Without the update to the WAR system, individual System Managers may agree to the new work rules and just say to keep track of it yourself and enter it in WAR as personal time or something like that. There will be no way to produce reports at the Enterprise Level and the next time they change your System manager the next guy could conveniently forget the previous agreement and you are back to square one. I honestly feel that this arrangement is only fair when you consider that may single unit Management people at lower grade levels make less that package car drivers especially when you consider the changes that were made to the MIP. This at least puts everyone on a level playing field. No one is being forced to use the extra hours you can use them at your and your manager’s discretion. It does not harm the business your management decides when you can use the time everyone has crunch times and slow times you use it when it is slow. I am not entirely sure what would be the appropriate forum for getting this proposal to DON. If anyone has any ideas please contribute. [/QUOTE]
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