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Pt sups, and the union....
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<blockquote data-quote="bad company" data-source="post: 478751" data-attributes="member: 9308"><p>-The QPR is a scam. As with many things in UPS, if setup and used properly, the QPR could be an effective tool to help assess job performance. But similar to other programs within UPS, the numbers can be manipulated to meet or exceed the goal. Managers do have a little pull to adjust your raise, but considering how tight UPS is going to be with money, I wouldn't expect much. Your business manager might want to help you out, but the division manager on up may say otherwise strictly to save money. </p><p> </p><p>-I would guess that those directly over an operation would be compensated a little more than support staff, similar to how FT management is paid. There are many smaller centers around the country that have pt sups with one job title and pay code, but get paid the same. For example, I've been preload, twilight, dispatch, PTPCS (OMS), carwash, and midday. Some jobs are easier than others. But should all of these be paid the same? </p><p> </p><p>-Clearly no one is going to vote on a contract that gives you lower compensation and benefits than you have now. I think it would be realistic to see more position-specific pay (skilled/unskilled), better benefits package (maybe not by much, but atleast a little), guaranteed min. hours, and over-time with out all of the pressure and harrasement from management to either falsify records, or even worse, work for free. </p><p> </p><p>-I have no idea as to what the IBTs' intentions would be, but I could see pt sups belonging in a "professional union". Check them out on the AFL-CIO website. </p><p> </p><p>-Respectfully disagree about the new hire part-timers having no say. Because nobody forces them to work at UPS. They know (or should know) what they're getting into.</p><p> </p><p>As a former pt sup, I guess I have a little bit of a different perspective on this. In a perfect world, management-employee relations would be smooth, open, and effective. There would be no need for protection or greivance procedures. But we all know it's not a perfect world. I think most corporations have this "If you're not cheatin', you ain't tryin'" mentality. They will do anything for the all mighty dollar; Including taking advantage of and abusing the very same people who work for them.</p><p> </p><p>If I was still a pt sup, I would try to unionize.</p></blockquote><p></p>
[QUOTE="bad company, post: 478751, member: 9308"] -The QPR is a scam. As with many things in UPS, if setup and used properly, the QPR could be an effective tool to help assess job performance. But similar to other programs within UPS, the numbers can be manipulated to meet or exceed the goal. Managers do have a little pull to adjust your raise, but considering how tight UPS is going to be with money, I wouldn't expect much. Your business manager might want to help you out, but the division manager on up may say otherwise strictly to save money. -I would guess that those directly over an operation would be compensated a little more than support staff, similar to how FT management is paid. There are many smaller centers around the country that have pt sups with one job title and pay code, but get paid the same. For example, I've been preload, twilight, dispatch, PTPCS (OMS), carwash, and midday. Some jobs are easier than others. But should all of these be paid the same? -Clearly no one is going to vote on a contract that gives you lower compensation and benefits than you have now. I think it would be realistic to see more position-specific pay (skilled/unskilled), better benefits package (maybe not by much, but atleast a little), guaranteed min. hours, and over-time with out all of the pressure and harrasement from management to either falsify records, or even worse, work for free. -I have no idea as to what the IBTs' intentions would be, but I could see pt sups belonging in a "professional union". Check them out on the AFL-CIO website. -Respectfully disagree about the new hire part-timers having no say. Because nobody forces them to work at UPS. They know (or should know) what they're getting into. As a former pt sup, I guess I have a little bit of a different perspective on this. In a perfect world, management-employee relations would be smooth, open, and effective. There would be no need for protection or greivance procedures. But we all know it's not a perfect world. I think most corporations have this "If you're not cheatin', you ain't tryin'" mentality. They will do anything for the all mighty dollar; Including taking advantage of and abusing the very same people who work for them. If I was still a pt sup, I would try to unionize. [/QUOTE]
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