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UPS Union Issues
UPS Air Hub Move - From Louisville to Memphis?
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<blockquote data-quote="PiedmontSteward" data-source="post: 1201566" data-attributes="member: 42270"><p>Quite frankly, the 5 year continued coverage benefit for dependents after the death of the primary absolutely balances out any of the benefit reductions under TeamCare. That type of benefit is unparallelled and is going to give me an awful lot of peace of mind if I ever shack up with my old lady.</p><p></p><p>The only major concession UPS won in this contract was the increase of the FT progression from 3 years to 4 years. They also won two additional weeks to use RTD's (in many supplements, but that's apart from the NMA) in January for the post-Christmas gift card rush without having to give up two weeks in June. I'm not happy about guys already waiting 15+ years for a FT job now having to wait <strong>another </strong>year for top pay and I'm worried this is going to be a "thing" in 2018 and beyond, but at least it's not a formalized two-tier system for full-timers (we already have a de facto two-tier system with PT/FT) like many other unionized companies have been slamming down the throats of their work forces (think 401K's instead of pensions/capped pay for new hires, as we've seen at Verizon/AT&T/etc.)</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1201566, member: 42270"] Quite frankly, the 5 year continued coverage benefit for dependents after the death of the primary absolutely balances out any of the benefit reductions under TeamCare. That type of benefit is unparallelled and is going to give me an awful lot of peace of mind if I ever shack up with my old lady. The only major concession UPS won in this contract was the increase of the FT progression from 3 years to 4 years. They also won two additional weeks to use RTD's (in many supplements, but that's apart from the NMA) in January for the post-Christmas gift card rush without having to give up two weeks in June. I'm not happy about guys already waiting 15+ years for a FT job now having to wait [B]another [/B]year for top pay and I'm worried this is going to be a "thing" in 2018 and beyond, but at least it's not a formalized two-tier system for full-timers (we already have a de facto two-tier system with PT/FT) like many other unionized companies have been slamming down the throats of their work forces (think 401K's instead of pensions/capped pay for new hires, as we've seen at Verizon/AT&T/etc.) [/QUOTE]
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