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UPS Union Issues
TA- Pros and Cons for part-timers
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<blockquote data-quote="PiedmontSteward" data-source="post: 1135969" data-attributes="member: 42270"><p><u><strong>Pros</strong></u>:</p><p></p><p>* The new 9.5 language gets the union's "foot in the door" as far as forcing UPS to abide by an arbitration decision as far as staffing goes. While it's not perfect, this is something that can be improved upon later on down the road and will likely lead to more routes (meaning more FT jobs) in centers with over-dispatched drivers.</p><p></p><p>* Dependent coverage for health insurance begins at 12 months instead of 18 months. I believe it should be six months (for dependents) - at the most - for insurance, but this was a step in the right direction compared to the huge concession we gave on this back in '07.</p><p></p><p>* Current PT'ers still in progression get to skip ahead and receive the GWI's. New hires after August 1st will be slotted into the new progression that takes into account the $10/hr bump in starting pay.</p><p></p><p>* The 1.5 hour lunch can actually improve some 22.3 jobs.. there was a customer counter 22.3 I know of that had a 3+ hour lunch in between his shifts.</p><p></p><p>* Substantial increases to the PT pension plan. PT pension credit years will provide more monetary credit when going FT.</p><p></p><p><strong><u>Cons</u></strong>:</p><p></p><p>* The four year progression is <strong>terrible</strong> but better than the two-tier pay system UPS wanted. I fully expect UPS to try and increase this to 5 years in 2018.</p><p></p><p>* We still have a PT wage progression. I was hired before the '08-'13 contract and never had to deal with a PT wage progression. New hires should be placed on an either/or style system, similar to what the current PT'ers in progression will see. PT'ers with seniority prior to August 1st will receive all GWIs but will never have a wage lower than what they should see during their progression. Every PT'er knows when it's "raise day" and they get to see their check after a contractual GWI.. this is the most obvious and fundamental way the union benefits them. The PT'ers in progression are always disappointed when they find out they don't receive the GWIs.</p><p></p><p>* The company gained an extra two weeks - total - to use cover drivers. While this is better than allowing supervisors to "help out" in the new mini-peak we see in January, this still gives UPS some wiggle room in not creating more permanent FT driving jobs.</p><p></p><p>* No improved 22.3 language forcing UPS to maintain the level of 22.3 combo jobs within the local in which they were created. While forcing UPS to comply with a firm "schedule" of creating 22.3 jobs was actually similar to a formal contract proposal I made, UPS is going to continue placing these jobs in air hubs, where it is most convenient for the company. This will continue adding to the massive back-log of people waiting to go FT.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1135969, member: 42270"] [U][B]Pros[/B][/U]: * The new 9.5 language gets the union's "foot in the door" as far as forcing UPS to abide by an arbitration decision as far as staffing goes. While it's not perfect, this is something that can be improved upon later on down the road and will likely lead to more routes (meaning more FT jobs) in centers with over-dispatched drivers. * Dependent coverage for health insurance begins at 12 months instead of 18 months. I believe it should be six months (for dependents) - at the most - for insurance, but this was a step in the right direction compared to the huge concession we gave on this back in '07. * Current PT'ers still in progression get to skip ahead and receive the GWI's. New hires after August 1st will be slotted into the new progression that takes into account the $10/hr bump in starting pay. * The 1.5 hour lunch can actually improve some 22.3 jobs.. there was a customer counter 22.3 I know of that had a 3+ hour lunch in between his shifts. * Substantial increases to the PT pension plan. PT pension credit years will provide more monetary credit when going FT. [B][U]Cons[/U][/B]: * The four year progression is [B]terrible[/B] but better than the two-tier pay system UPS wanted. I fully expect UPS to try and increase this to 5 years in 2018. * We still have a PT wage progression. I was hired before the '08-'13 contract and never had to deal with a PT wage progression. New hires should be placed on an either/or style system, similar to what the current PT'ers in progression will see. PT'ers with seniority prior to August 1st will receive all GWIs but will never have a wage lower than what they should see during their progression. Every PT'er knows when it's "raise day" and they get to see their check after a contractual GWI.. this is the most obvious and fundamental way the union benefits them. The PT'ers in progression are always disappointed when they find out they don't receive the GWIs. * The company gained an extra two weeks - total - to use cover drivers. While this is better than allowing supervisors to "help out" in the new mini-peak we see in January, this still gives UPS some wiggle room in not creating more permanent FT driving jobs. * No improved 22.3 language forcing UPS to maintain the level of 22.3 combo jobs within the local in which they were created. While forcing UPS to comply with a firm "schedule" of creating 22.3 jobs was actually similar to a formal contract proposal I made, UPS is going to continue placing these jobs in air hubs, where it is most convenient for the company. This will continue adding to the massive back-log of people waiting to go FT. [/QUOTE]
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