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UPS Union Issues
Sticking it to the part timers!
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<blockquote data-quote="Its_a_me" data-source="post: 5620358" data-attributes="member: 93115"><p>Tell me about the:<strong> lack of sensors recording every movement, stick shifts, paper forms and clipboards, nooners you could pull, and the turkeys grandpa. Because they are about as relevant to today's company as your examples.</strong></p><p><strong></strong></p><p><strong>GWI, that is an earned benefit for contributing to the success of the company every year--not meant as a placeholder to cover inflation.</strong> During periods of inflation, the company must not only reward success but also pay for inflation. COLA was meant to cover the extremes during the contract. Otherwise, employees are losing purchasing power and will seek other jobs. The company's bargaining power is greatly diminished as the unemployment rate remains so low companies are hanging onto workers rather than lay them off for fear of the hiring issues that recently haunted them (minus the tech industry and everyone that has ever used a DIAD knows that UPS isn't a tech company).</p><p></p><p>Per the last contract from '22-'23 COLA is not applicable--as the new contract is supposed to cover any wage increase necessary. <strong>So with 5.3% actual inflation (and likely more as June's numbers come out July 12th) since the last wage adjustment: the GWI has to be bigger</strong> than the 2% period during which the last GWI's were negotiated. Again, no COLA adjustment for the past year is coming except in the GWI. Then you add in the company's success during the last contract and corresponding wage reward adjustments---and with the company's profits skyrocketing so will be the union's wage request. So of course wages are going up to be a higher GWI. </p><p></p><p><strong>Where you could see the most is with PT'ers</strong> as their wages have not kept up with the wage increase for the lowest paid workers (in other words all those companies competing for people off-the-streets that have raised their wages because they can't find workers while UPS union contract locked in starting wages). <strong>UPS addressed that with market rate increases</strong> <strong><span style="font-size: 26px">(basically shaming the Union for awful negotiating) </span></strong>for some--but certainly not all. Then pulled it back probably expecting a spike in jobless claims by a slowing economy-- that frankly hasn't happened--where new hires would be easier to find the next time they needed them (at peak).<strong><em><span style="font-size: 22px"> Those starting salaries creeping into existing PT'ers wages with much more seniority caused friction that the union must address. So the historically ignored class of worker and market conditions is forcing the union to act as it can't neglect their plight in wages any longer.</span></em></strong> <span style="font-size: 18px">Ignore a problem so long and the little thing becomes a big thing.</span></p><p></p><p>And that <strong>$1.00 you are proposing to both Health/Welfare and the pensions</strong> <strong>doesn't cover the higher inflation rates of today let alone those expected in the future. </strong>You know the doctor's office that also had to pay their staff for inflation that now charges a higher cost that gets passed along to your health insurance and so on. That pension that looked like it could afford a new full size car looks more like a sub compact retirement payout.</p><p></p><p>The law of the jungle <strong>WAS </strong>UPS was a path to a long career that provided a middle class lifestyle. However, that myth <strong>WAS shattered long ago</strong>. The money and benefits might still be protected by the union--but actually enjoying it: well that's been gone for a while. Good luck getting to little Timmy and Suzie to anything extracurricular. And that wife of yours, well she won't be eating dinner alone forever. You may view it as a joke or whatever, but the job has ruined many marriages in my building--plus one driver's career who chose to quit when given the ultimatum by his wife.</p><p></p><p><strong>It has been well known by everyone since the late 90's that UPS part-time positions would no longer attract college students like they had before.</strong> Every academic predicted a greying population filling jobs for benefits (and the consequences including increasing health care costs and injuries) while college aged students pursued other endeavors. The looming Boomer retirement cycle means a wave of employees that will further diminish the supply of labor. Sprinkle in Obamacare and being able to stay on your parents insurance until 26 and goodbye all but the poor working classes' kids. UPS has been very late to the game as far as changing wages and benefits to attract workers. They've had PT sups filling in gaps and claiming hiring freeze for years. The union targeting grievance procedures is a way to pressure the company to pay more as those gaps will tighten. /</p><p></p><p><strong>Studying the last X contracts means you are studying concessionary agreements made by the Hoffa regime.</strong> A regime that was so buddy-buddy with the management at UPS, I wouldn't be surprised if they are meeting on the golf course in their lakefront and golf course backed houses as you are reading this. <strong>Holding those contracts up as priorities of anything would come to the conclusion that the union is doomed and they should dissolve now to save the cost to members.</strong></p><p></p><p>Companies are after pensions--not exactly noteworthy news. Look around at who still features the benefit. Look back 5 years--it was more before. Yet, if the company goes after it the counter-punch is the union goes after something just as big to balance it (at least that is what a non-Hoffa regime would do). The company crying poverty is nothing new---the amount of profits over the course of the last contract make even the most pro company stooge's argument just sound ridiculous. </p><p></p><p><span style="font-size: 26px"><strong>The analogy is playing at a poker table with a losing hand when you know they guy across from you will go all-in. That's what is different about this negotiation. <u>Sometimes market conditions settles contracts rather than individual demands.</u></strong></span></p></blockquote><p></p>
[QUOTE="Its_a_me, post: 5620358, member: 93115"] Tell me about the:[B] lack of sensors recording every movement, stick shifts, paper forms and clipboards, nooners you could pull, and the turkeys grandpa. Because they are about as relevant to today's company as your examples. GWI, that is an earned benefit for contributing to the success of the company every year--not meant as a placeholder to cover inflation.[/B] During periods of inflation, the company must not only reward success but also pay for inflation. COLA was meant to cover the extremes during the contract. Otherwise, employees are losing purchasing power and will seek other jobs. The company's bargaining power is greatly diminished as the unemployment rate remains so low companies are hanging onto workers rather than lay them off for fear of the hiring issues that recently haunted them (minus the tech industry and everyone that has ever used a DIAD knows that UPS isn't a tech company). Per the last contract from '22-'23 COLA is not applicable--as the new contract is supposed to cover any wage increase necessary. [B]So with 5.3% actual inflation (and likely more as June's numbers come out July 12th) since the last wage adjustment: the GWI has to be bigger[/B] than the 2% period during which the last GWI's were negotiated. Again, no COLA adjustment for the past year is coming except in the GWI. Then you add in the company's success during the last contract and corresponding wage reward adjustments---and with the company's profits skyrocketing so will be the union's wage request. So of course wages are going up to be a higher GWI. [B]Where you could see the most is with PT'ers[/B] as their wages have not kept up with the wage increase for the lowest paid workers (in other words all those companies competing for people off-the-streets that have raised their wages because they can't find workers while UPS union contract locked in starting wages). [B]UPS addressed that with market rate increases[/B] [B][SIZE=7](basically shaming the Union for awful negotiating) [/SIZE][/B]for some--but certainly not all. Then pulled it back probably expecting a spike in jobless claims by a slowing economy-- that frankly hasn't happened--where new hires would be easier to find the next time they needed them (at peak).[B][I][SIZE=6] Those starting salaries creeping into existing PT'ers wages with much more seniority caused friction that the union must address. So the historically ignored class of worker and market conditions is forcing the union to act as it can't neglect their plight in wages any longer.[/SIZE][/I][/B][I][SIZE=5] [/SIZE][/I][SIZE=5]Ignore a problem so long and the little thing becomes a big thing.[/SIZE] And that [B]$1.00 you are proposing to both Health/Welfare and the pensions[/B] [B]doesn't cover the higher inflation rates of today let alone those expected in the future. [/B]You know the doctor's office that also had to pay their staff for inflation that now charges a higher cost that gets passed along to your health insurance and so on. That pension that looked like it could afford a new full size car looks more like a sub compact retirement payout.[B][/B] The law of the jungle [B]WAS [/B]UPS was a path to a long career that provided a middle class lifestyle. However, that myth [B]WAS shattered long ago[/B]. The money and benefits might still be protected by the union--but actually enjoying it: well that's been gone for a while. Good luck getting to little Timmy and Suzie to anything extracurricular. And that wife of yours, well she won't be eating dinner alone forever. You may view it as a joke or whatever, but the job has ruined many marriages in my building--plus one driver's career who chose to quit when given the ultimatum by his wife. [B]It has been well known by everyone since the late 90's that UPS part-time positions would no longer attract college students like they had before.[/B] Every academic predicted a greying population filling jobs for benefits (and the consequences including increasing health care costs and injuries) while college aged students pursued other endeavors. The looming Boomer retirement cycle means a wave of employees that will further diminish the supply of labor. Sprinkle in Obamacare and being able to stay on your parents insurance until 26 and goodbye all but the poor working classes' kids. UPS has been very late to the game as far as changing wages and benefits to attract workers. They've had PT sups filling in gaps and claiming hiring freeze for years. The union targeting grievance procedures is a way to pressure the company to pay more as those gaps will tighten. / [B]Studying the last X contracts means you are studying concessionary agreements made by the Hoffa regime.[/B] A regime that was so buddy-buddy with the management at UPS, I wouldn't be surprised if they are meeting on the golf course in their lakefront and golf course backed houses as you are reading this. [B]Holding those contracts up as priorities of anything would come to the conclusion that the union is doomed and they should dissolve now to save the cost to members.[/B] Companies are after pensions--not exactly noteworthy news. Look around at who still features the benefit. Look back 5 years--it was more before. Yet, if the company goes after it the counter-punch is the union goes after something just as big to balance it (at least that is what a non-Hoffa regime would do). The company crying poverty is nothing new---the amount of profits over the course of the last contract make even the most pro company stooge's argument just sound ridiculous. [B][/B] [SIZE=7][B]The analogy is playing at a poker table with a losing hand when you know they guy across from you will go all-in. That's what is different about this negotiation. [U]Sometimes market conditions settles contracts rather than individual demands.[/U][/B][/SIZE] [/QUOTE]
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