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UPS Union Issues
No More PT Overtime...
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<blockquote data-quote="PobreCarlos" data-source="post: 501693" data-attributes="member: 16651"><p>gandydancer;</p><p> </p><p>Re: your comment of....</p><p> </p><p>"Requiring the emplyer to use the higher wage employee when it would prefer to employ the cheaper is the most basic function of seniority."</p><p> </p><p>You lost me with that one. Not sure that's a function of seniority at all. I'll grant that seniority comes into play when positions of inequality come into play (all other circumstances being equal, then seniority would prevail), however, in the situation described above, I'd raise Cain with the sup. who worked a more senior employee on overtime before a less senior employ who had hours available. Granted, the less-senior employee ended-up with SOME overtime...however, that wasn't assigned (or, presumably, known to be needed) until a full HOUR after the more senior employee reached his 5 hour limit and told to clock-out. Think what you will, but there's no way in Hell a sup should be sanctioned to authorize O/T for one p/t employee (no matter what his/her seniority) when another is available (and qualified) to perform the work on straight-time.</p><p> </p><p>I'm sure there'll be comments about being available an hour later, etc...and I note that such comments would get into property/trespass issues, etc., which I doubt the union would want to address very closely, being that it would be a knife that cut both ways.</p><p> </p><p>Just opinion, of course, but the best I could see one filing on would be the OT the less senior employee would have made....but, if there's much filing of that sort going around, expect some pretty harsh "on the property" stipulations to pop-up in return.</p></blockquote><p></p>
[QUOTE="PobreCarlos, post: 501693, member: 16651"] gandydancer; Re: your comment of.... "Requiring the emplyer to use the higher wage employee when it would prefer to employ the cheaper is the most basic function of seniority." You lost me with that one. Not sure that's a function of seniority at all. I'll grant that seniority comes into play when positions of inequality come into play (all other circumstances being equal, then seniority would prevail), however, in the situation described above, I'd raise Cain with the sup. who worked a more senior employee on overtime before a less senior employ who had hours available. Granted, the less-senior employee ended-up with SOME overtime...however, that wasn't assigned (or, presumably, known to be needed) until a full HOUR after the more senior employee reached his 5 hour limit and told to clock-out. Think what you will, but there's no way in Hell a sup should be sanctioned to authorize O/T for one p/t employee (no matter what his/her seniority) when another is available (and qualified) to perform the work on straight-time. I'm sure there'll be comments about being available an hour later, etc...and I note that such comments would get into property/trespass issues, etc., which I doubt the union would want to address very closely, being that it would be a knife that cut both ways. Just opinion, of course, but the best I could see one filing on would be the OT the less senior employee would have made....but, if there's much filing of that sort going around, expect some pretty harsh "on the property" stipulations to pop-up in return. [/QUOTE]
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