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Pt sups, and the union....
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<blockquote data-quote="drewed" data-source="post: 478725" data-attributes="member: 13615"><p>A merit system doesn't always benefit the hard working employee. Not sure about Alaska, but full-time sups and business managers rotate all the time in my area. By the time one gets to "know you" and evaluate your performance, they are out the door and in comes a new face. Your merit raise you thought you earned, may not be rewarded. </p><p> <span style="color: Red">Very true, most of the sups here dont rotate maybe 2-3 years (if not more) But even if we did every 12 months most of the managers here have the atitude that what I see you put in can outweigh your QPR results.</span></p><p>-A union will help identify specific jobs and responsibilities. Right now, the job description of a part-time supervisor changes within each operation. Some sups do more, some do less. Not exactly fair is it? Tasks, reponsibilities, and roles within the operation need to be more defined. </p><p> <span style="color: Red">Again true.....But a preload sup, an office sup, a ramp sup, a hr interviewer, a sort sup all have different responsibities and you really cant have a broad job functions for it, also for me it also leads back to the performance thing I base my performance on what I can learn and accomplish I cant do that with specific job functions</span></p><p>You say "Nothing we have now will be protected." Please explain...</p><p><span style="color: Red">Well It was just sort to lead, whatever union we would get wouldnt have to go off of our current wage, pension contribution, benefits for an agreement they could say well your going to make 15% less youre going to pay us 4x your hourly wage on top of that AND your going to contribute 10 bucks a month to insurance</span></p><p> </p><p>-I do agree with it not being IBT. Too much of a conflict there, if part-time sups are to realistically maintain their position (title) of authority.<span style="color: Red"> Exactly, but the teamsters are going to be the ones going after it. I dont know what other union we could fall under ( i know any really just finding one that fit us well)</span></p><p> </p><p>-As for the IBT screwing part-timers, if the part-timers fail to exercise their right to vote, they get no pity from me. If part-timers were more active in the union and the overall process, they would have a much stronger voice and more pull than the full-timers. <span style="color: Red">Well the new hires dont have much say in the matter and thats where i was getting at, the 8.50 sucks and no bennies for a year makes it all the much worse</span></p><p> </p><p>-I could argue that Management has screwed fellow management AND/O</p></blockquote><p><span style="color: Red">There both valid arguements, I dont want to discuss it because your point is as valid as mine</span></p><p>[/QUOTE]</p>
[QUOTE="drewed, post: 478725, member: 13615"] A merit system doesn't always benefit the hard working employee. Not sure about Alaska, but full-time sups and business managers rotate all the time in my area. By the time one gets to "know you" and evaluate your performance, they are out the door and in comes a new face. Your merit raise you thought you earned, may not be rewarded. [COLOR=Red]Very true, most of the sups here dont rotate maybe 2-3 years (if not more) But even if we did every 12 months most of the managers here have the atitude that what I see you put in can outweigh your QPR results.[/COLOR] -A union will help identify specific jobs and responsibilities. Right now, the job description of a part-time supervisor changes within each operation. Some sups do more, some do less. Not exactly fair is it? Tasks, reponsibilities, and roles within the operation need to be more defined. [COLOR=Red]Again true.....But a preload sup, an office sup, a ramp sup, a hr interviewer, a sort sup all have different responsibities and you really cant have a broad job functions for it, also for me it also leads back to the performance thing I base my performance on what I can learn and accomplish I cant do that with specific job functions[/COLOR] You say "Nothing we have now will be protected." Please explain... [COLOR=Red]Well It was just sort to lead, whatever union we would get wouldnt have to go off of our current wage, pension contribution, benefits for an agreement they could say well your going to make 15% less youre going to pay us 4x your hourly wage on top of that AND your going to contribute 10 bucks a month to insurance[/COLOR] -I do agree with it not being IBT. Too much of a conflict there, if part-time sups are to realistically maintain their position (title) of authority.[COLOR=Red] Exactly, but the teamsters are going to be the ones going after it. I dont know what other union we could fall under ( i know any really just finding one that fit us well)[/COLOR] -As for the IBT screwing part-timers, if the part-timers fail to exercise their right to vote, they get no pity from me. If part-timers were more active in the union and the overall process, they would have a much stronger voice and more pull than the full-timers. [COLOR=Red]Well the new hires dont have much say in the matter and thats where i was getting at, the 8.50 sucks and no bennies for a year makes it all the much worse[/COLOR] -I could argue that Management has screwed fellow management AND/O[/quote] [COLOR=Red]There both valid arguements, I dont want to discuss it because your point is as valid as mine[/COLOR] [/QUOTE]
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