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<blockquote data-quote="badhab1" data-source="post: 53844"><p>I'm afraid there is a misunderstanding here. I think that there can only be one of two scenarios present. If 30 and out was a fulltime union clerk (he says he paid union dues the entire time) then the problem lies between him and the union exclusively. The company has no dog in that fight. I suspect the second scenario is the case. Few parts of the country had union clerks prior to the contract before the last one. My guess is that 30 and out was a non union clerk and there is no reciprocal agreement between company and union for those people going from non-union (including p/t sups.) to union. The reason the agreement works only in one direction is simple. The company wanted it and in fact had to have it to get quality union employees to be interested in management. The company bears the brunt of financial needs for this to happen. It has never to my knowledge been of interest to the union to do likewise when a non-union person goes to a union job. If memory serves full time non-union vesting was 10 years fifteen years ago, and that would mean that at 65 he would be eligible for some company pension, however small it might be. Keep in mind this has nothing to do with the fact that p/t years prior to 1975 (I think) were not rolled in to any plan. Hope that helps and sorry Muncher but UPS pays all of the p/t pension monies.</p></blockquote><p></p>
[QUOTE="badhab1, post: 53844"] I'm afraid there is a misunderstanding here. I think that there can only be one of two scenarios present. If 30 and out was a fulltime union clerk (he says he paid union dues the entire time) then the problem lies between him and the union exclusively. The company has no dog in that fight. I suspect the second scenario is the case. Few parts of the country had union clerks prior to the contract before the last one. My guess is that 30 and out was a non union clerk and there is no reciprocal agreement between company and union for those people going from non-union (including p/t sups.) to union. The reason the agreement works only in one direction is simple. The company wanted it and in fact had to have it to get quality union employees to be interested in management. The company bears the brunt of financial needs for this to happen. It has never to my knowledge been of interest to the union to do likewise when a non-union person goes to a union job. If memory serves full time non-union vesting was 10 years fifteen years ago, and that would mean that at 65 he would be eligible for some company pension, however small it might be. Keep in mind this has nothing to do with the fact that p/t years prior to 1975 (I think) were not rolled in to any plan. Hope that helps and sorry Muncher but UPS pays all of the p/t pension monies. [/QUOTE]
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