Section 1a Article 37

Discussion in 'UPS Union Issues' started by hellfire, Feb 1, 2016.

  1. hellfire

    hellfire no one considers UPS people."real" Teamsters.-BUG

    'giving due consideration to the age and physical condition of the employee' Anyone ever use this in a grievance, ? Do time allowances change for the elderly and sickly?
     
  2. UpstateNYUPSer

    UpstateNYUPSer Very proud grandfather.

    Time allowances? No.

    Dispatches? Supposed to be.
     
  3. realbrown1

    realbrown1 Annoy a liberal today. Hit them with facts.

    Don't pay attention to time allowances.

    They are MADE UP numbers that are not based in reality.
     
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  4. wide load

    wide load Well-Known Member

    What a time allowance?
     
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  5. mike1646

    mike1646 Active Member

    Who knows......
     
  6. toonertoo

    toonertoo Most Awesome Dog Staff Member

    Yes, I have used it, and they dont know what to say or do. And nothing changes, so I'll just keep doing it. But I have seen older drivers leave because of the harrassment. ~ Aint happening here.
     
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  7. Yes as a piggy back on a 9.5 grievance. Such as the company has failed to take into consideration the age and physical ability of so and so in its failure to relieve so and so of excessive overtime.
     
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  8. Lead Belly

    Lead Belly BANNED

    There are No production standards recognized by your local union.
     
  9. toonertoo

    toonertoo Most Awesome Dog Staff Member

    That is why you file. You cannot compare a 60 yr old to a 30 yr old, and you cant compare anyway, yet they do. That is why you file, and file and file.
     
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  10. hellfire

    hellfire no one considers UPS people."real" Teamsters.-BUG

    The language is very clear, I wonder how much this contractual agreement comes into play.
     
  11. Bubblehead

    Bubblehead My Senior Picture

    They will push you as far as you let them.
     
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  12. hellfire

    hellfire no one considers UPS people."real" Teamsters.-BUG

    Yes, we have all heard this a million times, we all know the games UPS plays. The language is very clear, I just wonder contractually how this is enforced.
     
  13. hellfire

    hellfire no one considers UPS people."real" Teamsters.-BUG

    So have you seen outcomes ?
     
  14. Bubblehead

    Bubblehead My Senior Picture

    It is enforced by growing very thick skin and grieving every time they cross the line, both Art 37 issues of harassment and 9.5.
    It's all about creating perceived liability with an extensive paper trail.
    This can also be done by filing complaints with Dept of Labor.
    I'm living the outcome.
    After numerous grievances and a labor charge or two, I was paid $1200 and no longer "dispatch" daily according to their standards.
    I average about 45 hrs a week.
     
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  15. Lead Belly

    Lead Belly BANNED

    Strong stewards, business agents, and locals. Oh yea and members that will walk the walk.
     
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  16. hellfire

    hellfire no one considers UPS people."real" Teamsters.-BUG

    So in other words you don't have experience with said issue
     
  17. PiedmontSteward

    PiedmontSteward RTW-4-Less

    As a steward in the hub, I haven't had to use it in a grievance but I've used it to get management to back off on production harassment.

    I've seen it work to get a 35+ year driver back at panel on the basis of discipline for age discrimination.
     
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  18. BigUnionGuy

    BigUnionGuy Got the T-Shirt


    "Intestinal fortitude" is the applicable term. No one is going to do it, for you.

    Some members think it's the Local Unions job to take care of it.

    Show them you have the guts to stand up for yourself.... And they will.



    -Bug-
     
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  19. PiedmontSteward

    PiedmontSteward RTW-4-Less

    "Perceived [legal] liability" is one of the few things that can get UPS moving on stuff like this. If there's even perceived age discrimination, an EEOC charge can also help grease the skids.

    The "gold standard" for a grievance like this involves two witness statements to support the grievant's version of events. This is next to impossible with a lot of the harassment/intimidation that goes on; a comment made by a supervisor in passing in the building or an on-car supervisor doing a production ride along.

    That's why the recent Whole Foods "recording" case is so interesting; while it wasn't applicable to harassment per se, it granted workers the right to record an anti-union captive audience meeting in spite of the company's policy to the contrary. While I wouldn't recommend someone doing so, a recording like this is going to eventually surface.

    I'm just curious if anyone is going to have the nuts to try and run with it.
     
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  20. BigUnionGuy

    BigUnionGuy Got the T-Shirt


    Getting the legal bill (for services) is a big motivating factor.

    Things won't happen overnight.... But, they will happen.



    -Bug-
     
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