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<blockquote data-quote="888047" data-source="post: 208792"><p>If you're really a "Trucker 1946" - and I'll assume that's a ballpark birthdate - you know good and well how UPS dealt with Teamsters in Pennsylvania.</p><p></p><p>That's how they should have dealt with ALL Teamster-represented employees in 1997.</p><p></p><p>It's not too late to do it again - and make Jim Casey smile from the grave.</p><p></p><p>The cost/benefit analysis has been done semi-monthly for decades.</p><p></p><p>Only the go-along/get-along dopes (and they're fewer in number every year) are opposed.</p><p></p><p>Break the Teamsters, refocus UPS - break the IPA in the process and get rid of your IAM nuts too.</p><p></p><p>Win/win.</p><p></p><p>There's a LOT of money to be made during the transition period too.</p><p></p><p>There is no union represented employee at UPS that is worthy of employment. Time to flush.</p></blockquote><p></p>
[QUOTE="888047, post: 208792"] If you're really a "Trucker 1946" - and I'll assume that's a ballpark birthdate - you know good and well how UPS dealt with Teamsters in Pennsylvania. That's how they should have dealt with ALL Teamster-represented employees in 1997. It's not too late to do it again - and make Jim Casey smile from the grave. The cost/benefit analysis has been done semi-monthly for decades. Only the go-along/get-along dopes (and they're fewer in number every year) are opposed. Break the Teamsters, refocus UPS - break the IPA in the process and get rid of your IAM nuts too. Win/win. There's a LOT of money to be made during the transition period too. There is no union represented employee at UPS that is worthy of employment. Time to flush. [/QUOTE]
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