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Post-Peak Transfer Woes
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<blockquote data-quote="PiedmontSteward" data-source="post: 1249804" data-attributes="member: 42270"><p>If the company was more flexible in regards to permitting non-educational transfer (such as legitimate hardship cases, which I've never heard of being approved in my area without a high-level phone call being made on someone's behalf), then people might not need to feel the need to defraud the company with a bogus educational transfer. UPS already <img src="/community/styles/default/xenforo/smilies/group1/censored2.gif" class="smilie" loading="lazy" alt=":censored2:" title="Censored2 :censored2:" data-shortname=":censored2:" />s on part-timers by making them wait more than a decade for a FT job, the least they could do is let the "flexibility" of a PT job go both ways.</p><p></p><p>That being said, in my experience, all educational transfers are reviewed by the local labor manager and must show proof of active enrollment and some sort of "degree" plan. They're reviewed on a case-by-case basis and there are procedures in place for appealing a decision (which will then be "reviewed" again by the same labor manager), but there's very little the local union can do procedurally to assist as educational transfers aren't covered by the contract. </p><p></p><p>Dove-tailing seniority for what is essentially a "voluntary" transfer (not following work in a layoff situation) is fair to the members in the building receiving a transferee, but the company would prefer seniority employees quit and apply for re-hire so they can start them over again as a new hire and save on payroll costs.</p><p></p><p>We'll probably never see hardship transfer language in any contract because it applies to so few employees and isn't being actively demanded by the rank-and-file.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1249804, member: 42270"] If the company was more flexible in regards to permitting non-educational transfer (such as legitimate hardship cases, which I've never heard of being approved in my area without a high-level phone call being made on someone's behalf), then people might not need to feel the need to defraud the company with a bogus educational transfer. UPS already :censored:s on part-timers by making them wait more than a decade for a FT job, the least they could do is let the "flexibility" of a PT job go both ways. That being said, in my experience, all educational transfers are reviewed by the local labor manager and must show proof of active enrollment and some sort of "degree" plan. They're reviewed on a case-by-case basis and there are procedures in place for appealing a decision (which will then be "reviewed" again by the same labor manager), but there's very little the local union can do procedurally to assist as educational transfers aren't covered by the contract. Dove-tailing seniority for what is essentially a "voluntary" transfer (not following work in a layoff situation) is fair to the members in the building receiving a transferee, but the company would prefer seniority employees quit and apply for re-hire so they can start them over again as a new hire and save on payroll costs. We'll probably never see hardship transfer language in any contract because it applies to so few employees and isn't being actively demanded by the rank-and-file. [/QUOTE]
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