UpstateNYUPSer(Ret)
Well-Known Member
When you're in 20 years, it mainly goes around.
I guess I have something to look forward to in 09.
When you're in 20 years, it mainly goes around.
" and would create more lost delivery positions. However we are already seeing that happen.There are so many perimeters to consider, it would ultimately "hurt" our drivers rather than helping them. The UNION would NOT have any control over any elements of production and the company could set rediculous standards that would lead to the elimination of drivers for production violations.
We have had a "bonus system" in effect here for at least 20 years that I know of. This is an agreement between the center management and the drivers, not part of the contract( I seem to remember that it was in the contract at one time, so now it goes to "past practice"). Either can stop the agreement without notice or reason. For the drivers to stop or start the bonus system, there is a vote taken by petition, turned into the union BA who then gives it to the center manger and the company labor relation manager and he decides if the company wants the system. Basically the company agrees to pay a bonus to anyone that beats the company's "set ridiculous standards". The fairness comes into play when one beats those times and receives the bonus pay, then another beats the times and does not receive the bonus pay.Yes, I think it would be a grievance on the grounds of "equal treatment", which I think IS probably part of the contract.
I agree whole totally that we do not want any recognition of time studies or allowances in the contract because "
" and would create more lost delivery positions. However we are already seeing that happen.
We have had a "bonus system" in effect here for at least 20 years that I know of. This is an agreement between the center management and the drivers, not part of the contract( I seem to remember that it was in the contract at one time, so now it goes to "past practice"). Either can stop the agreement without notice or reason. For the drivers to stop or start the bonus system, there is a vote taken by petition, turned into the union BA who then gives it to the center manger and the company labor relation manager and he decides if the company wants the system. Basically the company agrees to pay a bonus to anyone that beats the company's "set ridiculous standards". The fairness comes into play when one beats those times and receives the bonus pay, then another beats the times and does not receive the bonus pay.Yes, I think it would be a grievance on the grounds of "equal treatment", which I think IS probably part of the contract.
I agree whole totally that we do not want any recognition of time studies or allowances in the contract because "
" and would create more lost delivery positions. However we are already seeing that happen.
I do know what happened, within the contract or not we most certainly voted by petition to stop the bonus system and it was stopped, then six months later (because roughly 25% of our drivers were not asked to vote) there was a second petition and the bonus system was re-instated. PERIOD! I didn't start either petition nor did I fight either one, I just signed my preference.Your memory is not accurate and your premise is a failed one.
YOU and your coworkers have NO, ZERO, NADA rights to negotiate outside the contractual barriers. This is provided for in the NMA under article 6.
Try reading article 6 and see the limitations outlined for both the company and workers making agreements outside the established and ratified contract.
As stated earlier, if the company wants to pay a "bonus" it has that right, it also has the right to withold a bonus as it is not an AGREED contractual right of the employee.
The company labor manager has no JURISDICTION or AUTHORITY to negotiate contractual language at the center level.
The "bonus" effect is nothing more than a gift, and that gift can be taken away "at will" by the company and there would be NO case to claim it as it does not exist.
An arbitor would simply ask the union to "produce" the contractual agreement outlining bonus and the union would stand there looking as dumb as dirt.
He would then ask the company to provide the "bonus" outline and they also would not be able to provide one.
What they would say, is some engineer made a study on a route, using various measurement criteria and created a time value but by no means "promised" any employee a bonus on that time in which he/she finished faster than the time studied.
If an employee decides to run the route faster than "planned", thats on the employee, the arbitor will rule. The company said it would take 10 hours and thats what it should take. If an employee skips lunches and breaks to break standards, then the company has no obligations to pay him for it. State law prohibits an employee from skipping lunch and breaks as the law cannot be violated by an employee.
The bigger point here is this.
WE DONT WANT TO LEGITIMIZE PRODUCTION STANDARDS.
If we do, then drivers will be getting canned all over the country. This is why this is a non issue.
If your argument is that the time "beaten" is legitimate, then all routes become legitimate and the company could set a course on eliminating drivers for stealing time, lack of production or failure to do the job within the parameters of the job classification.
We NEVER legitimize production.
All you "yunkyard labor lawyers" better take a lesson.
If you bring a case against the company for payment for production bonus, then an equal case for termination could be brought against another driver for going in the hole.
This would be the by product of your actions.
Better to leave the production issue alone, if you get it, great, if you dont, let it go.
The bigger evil will always win.
I would just kill an extra 1/2 hour every day until it adds up to what they owe you. I always found that method worked better than arguing with them. There' more than one way to skin a rabbit
...YOU and your coworkers have NO, ZERO, NADA rights to negotiate outside the contractual barriers. This is provided for in the NMA under article 6.
Try reading article 6 and see the limitations outlined for both the company and workers making agreements outside the established and ratified contract...
You dug up a thread that's been dead for 2 years just to say "never mind"?never mind