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NMA...we were robbed
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<blockquote data-quote="dannyboy" data-source="post: 384897" data-attributes="member: 484"><p>tie</p><p> </p><p>speaking of being held accountable...</p><p> </p><p>as you well know, in many centers management plans the staffing short. by that i mean the know their manning calls for 62.7 people for the sort. and they have 59-60 show. that creates a situation where you will almost guarantee you will have management working. pretty much the length of the sort.</p><p> </p><p>you and i both know that sups working are a national "game" that gets played. you only get caught 25-30% of the time, out of that, only 15-20% get filed on. so worst case senario, you only pay out on about 2-5% of the times a sup actally does barganing unit work. so the game continues as management plays the odds in their favor.</p><p> </p><p>i know there are centers where if management does hourly work, without a "really good reason" management does take harsh action against that sup. but that is not the norm.</p><p> </p><p>so what would you suggest the appropriate settlement should be? actual time worked at the current pay is not slowing the problem. you say that $100 plus time at overtime is way too much.....so what would you suggest for the next contract?</p><p> </p><p>d</p></blockquote><p></p>
[QUOTE="dannyboy, post: 384897, member: 484"] tie speaking of being held accountable... as you well know, in many centers management plans the staffing short. by that i mean the know their manning calls for 62.7 people for the sort. and they have 59-60 show. that creates a situation where you will almost guarantee you will have management working. pretty much the length of the sort. you and i both know that sups working are a national "game" that gets played. you only get caught 25-30% of the time, out of that, only 15-20% get filed on. so worst case senario, you only pay out on about 2-5% of the times a sup actally does barganing unit work. so the game continues as management plays the odds in their favor. i know there are centers where if management does hourly work, without a "really good reason" management does take harsh action against that sup. but that is not the norm. so what would you suggest the appropriate settlement should be? actual time worked at the current pay is not slowing the problem. you say that $100 plus time at overtime is way too much.....so what would you suggest for the next contract? d [/QUOTE]
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