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The Right To Work, Cecil B. Demille, circa 1948'
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<blockquote data-quote="MC4YOU2" data-source="post: 662670" data-attributes="member: 5485"><p>The overwhelming reason that hourly employees stay at UPS are the union negotiated benefits. There are good and bad parts of any job, but with this one the bennies are the main draw to acquire it and the mainstay in low turnover. I must admit I was not aware of the enormous input into the fabric of union and even non union jobs, that are the result of union bargaining, when I started 20 years ago. I became aware as time passed and learned that retirement plans, 40 hour straight time, health benefits are the result of collective bargaining, to mention a few. The newest employees are not being provided the same supports as when I started. They are the least able to associate the connection between the union and benefits as their starting bennies more closely resemble a non union "right to work" style job. They are normally the least likely to join the union in RTW states. I'd say that we have a 50% mix of union and non at my center, yet all stay for the benefits or the "promise" of them in the future. Like a farmer eating the seed corn, this will cost us hourlies in the form of dues paying members. In the case of UPS it is already costing us in attracting, and keeping, quality workers. The attitude I see is "why put up with this crap when many other entry level jobs pay as well, without the harassment?" Its not always possible for them to see the "brass ring" when it is so far away and getting farther. We can do better and we must do better in 2013. Our union and company depend on it.</p></blockquote><p></p>
[QUOTE="MC4YOU2, post: 662670, member: 5485"] The overwhelming reason that hourly employees stay at UPS are the union negotiated benefits. There are good and bad parts of any job, but with this one the bennies are the main draw to acquire it and the mainstay in low turnover. I must admit I was not aware of the enormous input into the fabric of union and even non union jobs, that are the result of union bargaining, when I started 20 years ago. I became aware as time passed and learned that retirement plans, 40 hour straight time, health benefits are the result of collective bargaining, to mention a few. The newest employees are not being provided the same supports as when I started. They are the least able to associate the connection between the union and benefits as their starting bennies more closely resemble a non union "right to work" style job. They are normally the least likely to join the union in RTW states. I'd say that we have a 50% mix of union and non at my center, yet all stay for the benefits or the "promise" of them in the future. Like a farmer eating the seed corn, this will cost us hourlies in the form of dues paying members. In the case of UPS it is already costing us in attracting, and keeping, quality workers. The attitude I see is "why put up with this crap when many other entry level jobs pay as well, without the harassment?" Its not always possible for them to see the "brass ring" when it is so far away and getting farther. We can do better and we must do better in 2013. Our union and company depend on it. [/QUOTE]
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The Right To Work, Cecil B. Demille, circa 1948'
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