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Here you go the Deal
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<blockquote data-quote="1timepu" data-source="post: 255920" data-attributes="member: 28"><p>This is off the teamsters website, sorry it is so long</p><p></p><p></p><p></p><p>OCTOBER 18, 2007</p><p>Leaders of local unions that represent</p><p>UPS workers fromacross the United</p><p>States unanimously voted to endorse</p><p>the tentative UPS national agreement on</p><p>Thursday,October 11, paving the way for</p><p>ballots to be prepared and sent to</p><p>members.</p><p>For employees currently covered by the Central States Pension Fund,</p><p>CSI employees and employees in Puerto Rico:</p><p>• A new pension plan will be created, administered by an equal number</p><p>of trustees appointed by the union and UPS.</p><p>• All full-time service under Central States, or the current pension</p><p>plan covering employees in Puerto Rico,will be credited to determine</p><p>service pension benefit eligibility under the new plan.</p><p>• The new plan will restore the service pensions benefits previously</p><p>cut by Central States:</p><p>• Employees with 35 years of service can retire at any age</p><p>with $3,500 per month;</p><p>• Employees with 30 years at any age will receive $3,000</p><p>per month plus an additional $100 per month for years</p><p>over 30 to a maximum of $3,500 per month;</p><p>• Employees with 25 years prior to age 57 will receive</p><p>$2,000 per month;</p><p>• Employees with 25 years and 57 or older will receive</p><p>$2,500 per month plus an additional $100 per month</p><p>for years over 25 to a maximum of $3,500 per month.</p><p>• If the amount of the service pension benefit is greater than the</p><p>benefit based on the amount calculated bymultiplying the accrual</p><p>rate by the number of years of service, you will receive the service</p><p>benefit. If the accrual calculation is greater, you will receive</p><p>the benefit based on the accrual.</p><p>• UPS will guarantee payment of the full amount of benefits you</p><p>have earned at Central States and will earn from future work under</p><p>the new plan. In the unlikely event any benefits are reduced by</p><p>Central States, UPS will pay the difference to ensure you get your</p><p>full retirement entitlement.</p><p>• Retiree health insurance will be provided by Central States, but</p><p>premiums have been reduced to $200 per month for single coverage</p><p>and $400 per month for retiree and spouse coverage. These</p><p>rates are guaranteed for the life of the contract. Retirees will be</p><p>eligible for health insurance at age 55, a reduction fromthe current</p><p>age 57.</p><p>• There is no reduction in the amount of benefits you receive from</p><p>the new plan for any benefits you receive fromSocial Security.</p><p>You keep the benefits you earn and also the Social Security benefit</p><p>to which you are entitled.</p><p>Wages</p><p>Full Time:</p><p>General wage increases each year, one-half payable every six months</p><p>(August 1 and February 1):</p><p>• Starting in August ’08: 70 cents</p><p>• Starting in August ’09: 75 cents</p><p>• Starting in August ’10: 75 cents</p><p>• Starting in August ’11: 85 cents</p><p>• Starting in August ’12: 95 cents</p><p>• Full-time employees currently in progression, and those entering</p><p>progression beforeAugust 1, 2008 will be paid in accordance with</p><p>the current progression schedule.Only those entering a package</p><p>car driving, feeder or other full-time job (other than an air driver</p><p>job) after August 1, 2008 will be in a 36-month progression.</p><p>• Package driver start rate goes up to $16.10 (from $14.70).</p><p>2 | UPS Contract Update | October 18, 2007</p><p>Major Benefit Contribution Gains</p><p>October 18, 2007 | UPS Contract Update | 3</p><p>Part-time:</p><p>• Part-time employees will receive the same general wage increases</p><p>as full time employees.</p><p>• New hires will receive a $1 per hour increase after 90 calendar days</p><p>of employment (up from 50 cents).</p><p>• Part-time employees currently in progression, and those entering</p><p>progression beforeAugust 1, 2008 will be paid in accordance with</p><p>the current progression schedule.</p><p>• Part timers with less than six months seniority can bid for preferred</p><p>jobs (before hiring off the street).</p><p>• For employees hired afterAugust 1, 2008, paid holidays, personal</p><p>days and options after one year.</p><p>• Part-time employees won’t lose red-circled rate if they transfer</p><p>from one full-time inside job to another full-time inside job.</p><p>PremiumServices (Article 43):</p><p>• Mileage rates will increase each August 1 and February 1 to reflect</p><p>the hourly general wage increases.</p><p>• Employees entering a mileage job before August 1, 2008 will be</p><p>paid in accordance with the current contract.</p><p>• Employees entering a mileage job after August 1, 2008, who have</p><p>not completed a full-time progression, will be paid based upon the</p><p>current progression rate, starting at 70 percent; seniority + 1 year =</p><p>80 percent; seniority + 2 years = 90 percent; seniority + 3 years=</p><p>top rate.</p><p>Strengthening Non-Economic Language</p><p>The following changes would be implemented immediately upon ratification</p><p>of the agreement:</p><p>SupervisorsWorking (Article 3.7):</p><p>• Penalties will be increased to double-time for the actual time the</p><p>supervisor worked, or the employee’s daily guarantee, whichever is</p><p>greater.</p><p>Competition andNew Jobs (Article 26):</p><p>• No feeder driver with more that three years of seniority shall be</p><p>laid off because loads have been put on the rails.</p><p>• We will maintain our current number of 22.3 jobs for the life of the</p><p>contract.</p><p>• To expand work opportunities, the employer will consider removing</p><p>loads from the rails. Jobs created by doing this will be counted</p><p>toward 22.3 jobs.</p><p>• The National Negotiating Committee is specifically authorized to</p><p>file grievances alleging subcontracting violations, in addition to the</p><p>authority of the local union at the point of origin of the subcontracting.</p><p>“9.5” (Article 37):</p><p>• A new procedure allows employees who do not want excessive</p><p>overtime to sign a list limiting their hours of work for a five-month</p><p>period. Employees who do not want to work overtime will be protected</p><p>from abusive dispatching by increasing penalties for violation</p><p>of “9.5” language to triple-time.</p><p>• If the company improperly denies a “request 8,” the employee will</p><p>be provided penalty pay equal to two hours at his/her straight time</p><p>rate.</p><p>Subcontracting (Article 32):</p><p>• The new contract prohibits the company from arguing that it can</p><p>subcontract bargaining unit work solely because it would be less</p><p>expensive to do so.</p><p>GPS:</p><p>• UPS cannot discharge any employee on a first offense based upon</p><p>data from GPS unless the company proves intent to defraud.</p><p>TAW(Article 14):</p><p>• For those employees who have been injured on the job and are able</p><p>to perform temporary alternative work (TAW), the company will</p><p>make reasonable efforts to ensure that the employee’s normal work</p><p>hours are not changed significantly and that the temporary assignment</p><p>will begin no more than two hours earlier or two hours later</p><p>than their normal start time, provided work is available.</p><p>SafetyAccess (Article 18, preamble):</p><p>• A new procedure is in place to grant union representatives access to</p><p>company property and facilities for the purpose of investigating</p><p>safety and health issues which will speed up the process.</p><p>ProtectionAgainst Losses for Improper Checks:</p><p>• The company will install a program on the DIAD to prompt the</p><p>driver if a particular method of payment is to be accepted for</p><p>C.O.D.</p><p>Protection fromSupervisorAlteration of DIADInformation:</p><p>• A supervisor cannot alter information from the DIAD without the</p><p>employee’s knowledge. No supervisor can use an employee’s DIAD</p><p>in the employee’s name, unless the employee is present, even if the</p><p>supervisor wants to use the DIAD for training or demonstration</p><p>purposes.</p><p>Penalties for Failure to Pay GrievanceAwards/Settlements:</p><p>• In the event the company fails to promptly pay a grievance award</p><p>or settlement, it will make penalty payments on the same basis as it</p><p>currently pays penalties for other shortages.</p><p> Prevents UPS from replacing good full-time jobs with</p><p>part-time jobs.</p><p> Maintains thatUPS can only use part-time helpers during peak.</p><p> Only ONE top pay rate for all new package drivers. Start rate</p><p>climbs from$14.70 to $16.10.</p><p> Protects existing 22.3 jobs.</p><p> Protects 22.2 jobs.</p><p> Protects current OT for part-time employees.</p><p> Maintains the current COLA.</p><p> Increases penalties for supervisors doing bargaining unit</p><p>work and does not give supervisors any new rights to do it.</p><p> Part-time employees currently in Teamster health and welfare</p><p>plans will STAY in those plans.</p><p>First Class</p><p>Presort</p><p>U.S. Postage</p><p>PAID</p><p>Washington, DC</p><p>Permit No. 4481</p><p>International Brotherhood of Teamsters</p><p>25 Louisiana Avenue, NW</p><p>Washington, DC 20001</p><p>Local Union Leaders Unanimously</p><p>Endorse Tentative Agreement</p></blockquote><p></p>
[QUOTE="1timepu, post: 255920, member: 28"] This is off the teamsters website, sorry it is so long OCTOBER 18, 2007 Leaders of local unions that represent UPS workers fromacross the United States unanimously voted to endorse the tentative UPS national agreement on Thursday,October 11, paving the way for ballots to be prepared and sent to members. For employees currently covered by the Central States Pension Fund, CSI employees and employees in Puerto Rico: • A new pension plan will be created, administered by an equal number of trustees appointed by the union and UPS. • All full-time service under Central States, or the current pension plan covering employees in Puerto Rico,will be credited to determine service pension benefit eligibility under the new plan. • The new plan will restore the service pensions benefits previously cut by Central States: • Employees with 35 years of service can retire at any age with $3,500 per month; • Employees with 30 years at any age will receive $3,000 per month plus an additional $100 per month for years over 30 to a maximum of $3,500 per month; • Employees with 25 years prior to age 57 will receive $2,000 per month; • Employees with 25 years and 57 or older will receive $2,500 per month plus an additional $100 per month for years over 25 to a maximum of $3,500 per month. • If the amount of the service pension benefit is greater than the benefit based on the amount calculated bymultiplying the accrual rate by the number of years of service, you will receive the service benefit. If the accrual calculation is greater, you will receive the benefit based on the accrual. • UPS will guarantee payment of the full amount of benefits you have earned at Central States and will earn from future work under the new plan. In the unlikely event any benefits are reduced by Central States, UPS will pay the difference to ensure you get your full retirement entitlement. • Retiree health insurance will be provided by Central States, but premiums have been reduced to $200 per month for single coverage and $400 per month for retiree and spouse coverage. These rates are guaranteed for the life of the contract. Retirees will be eligible for health insurance at age 55, a reduction fromthe current age 57. • There is no reduction in the amount of benefits you receive from the new plan for any benefits you receive fromSocial Security. You keep the benefits you earn and also the Social Security benefit to which you are entitled. Wages Full Time: General wage increases each year, one-half payable every six months (August 1 and February 1): • Starting in August ’08: 70 cents • Starting in August ’09: 75 cents • Starting in August ’10: 75 cents • Starting in August ’11: 85 cents • Starting in August ’12: 95 cents • Full-time employees currently in progression, and those entering progression beforeAugust 1, 2008 will be paid in accordance with the current progression schedule.Only those entering a package car driving, feeder or other full-time job (other than an air driver job) after August 1, 2008 will be in a 36-month progression. • Package driver start rate goes up to $16.10 (from $14.70). 2 | UPS Contract Update | October 18, 2007 Major Benefit Contribution Gains October 18, 2007 | UPS Contract Update | 3 Part-time: • Part-time employees will receive the same general wage increases as full time employees. • New hires will receive a $1 per hour increase after 90 calendar days of employment (up from 50 cents). • Part-time employees currently in progression, and those entering progression beforeAugust 1, 2008 will be paid in accordance with the current progression schedule. • Part timers with less than six months seniority can bid for preferred jobs (before hiring off the street). • For employees hired afterAugust 1, 2008, paid holidays, personal days and options after one year. • Part-time employees won’t lose red-circled rate if they transfer from one full-time inside job to another full-time inside job. PremiumServices (Article 43): • Mileage rates will increase each August 1 and February 1 to reflect the hourly general wage increases. • Employees entering a mileage job before August 1, 2008 will be paid in accordance with the current contract. • Employees entering a mileage job after August 1, 2008, who have not completed a full-time progression, will be paid based upon the current progression rate, starting at 70 percent; seniority + 1 year = 80 percent; seniority + 2 years = 90 percent; seniority + 3 years= top rate. Strengthening Non-Economic Language The following changes would be implemented immediately upon ratification of the agreement: SupervisorsWorking (Article 3.7): • Penalties will be increased to double-time for the actual time the supervisor worked, or the employee’s daily guarantee, whichever is greater. Competition andNew Jobs (Article 26): • No feeder driver with more that three years of seniority shall be laid off because loads have been put on the rails. • We will maintain our current number of 22.3 jobs for the life of the contract. • To expand work opportunities, the employer will consider removing loads from the rails. Jobs created by doing this will be counted toward 22.3 jobs. • The National Negotiating Committee is specifically authorized to file grievances alleging subcontracting violations, in addition to the authority of the local union at the point of origin of the subcontracting. “9.5” (Article 37): • A new procedure allows employees who do not want excessive overtime to sign a list limiting their hours of work for a five-month period. Employees who do not want to work overtime will be protected from abusive dispatching by increasing penalties for violation of “9.5” language to triple-time. • If the company improperly denies a “request 8,” the employee will be provided penalty pay equal to two hours at his/her straight time rate. Subcontracting (Article 32): • The new contract prohibits the company from arguing that it can subcontract bargaining unit work solely because it would be less expensive to do so. GPS: • UPS cannot discharge any employee on a first offense based upon data from GPS unless the company proves intent to defraud. TAW(Article 14): • For those employees who have been injured on the job and are able to perform temporary alternative work (TAW), the company will make reasonable efforts to ensure that the employee’s normal work hours are not changed significantly and that the temporary assignment will begin no more than two hours earlier or two hours later than their normal start time, provided work is available. SafetyAccess (Article 18, preamble): • A new procedure is in place to grant union representatives access to company property and facilities for the purpose of investigating safety and health issues which will speed up the process. ProtectionAgainst Losses for Improper Checks: • The company will install a program on the DIAD to prompt the driver if a particular method of payment is to be accepted for C.O.D. Protection fromSupervisorAlteration of DIADInformation: • A supervisor cannot alter information from the DIAD without the employee’s knowledge. No supervisor can use an employee’s DIAD in the employee’s name, unless the employee is present, even if the supervisor wants to use the DIAD for training or demonstration purposes. Penalties for Failure to Pay GrievanceAwards/Settlements: • In the event the company fails to promptly pay a grievance award or settlement, it will make penalty payments on the same basis as it currently pays penalties for other shortages. Prevents UPS from replacing good full-time jobs with part-time jobs. Maintains thatUPS can only use part-time helpers during peak. Only ONE top pay rate for all new package drivers. Start rate climbs from$14.70 to $16.10. Protects existing 22.3 jobs. Protects 22.2 jobs. Protects current OT for part-time employees. Maintains the current COLA. Increases penalties for supervisors doing bargaining unit work and does not give supervisors any new rights to do it. Part-time employees currently in Teamster health and welfare plans will STAY in those plans. First Class Presort U.S. Postage PAID Washington, DC Permit No. 4481 International Brotherhood of Teamsters 25 Louisiana Avenue, NW Washington, DC 20001 Local Union Leaders Unanimously Endorse Tentative Agreement [/QUOTE]
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