I Hate Ups

[LKLND3380]

Originally Posted by dilligaf

Pkg drivers finish up preload work because we are forced to not because it's our job classification.

If the local sort is not lazy and is behind because of a lack of staffing then another local sort needs to be hired. HENCE, the not working out of your job classification.

If mgt is touching a pkg then a greivance needs to be filed, and local sort should be filing it.

Exactly...

Plus if there are ANY misloads and drivers wrapped up the package cars - Can't blame the preloader... Not that the driver would misload but who knows...

UPS tries to have minimal staffing and if anyone is out sick OR quits all hell breaks loose. We had a guy give two weeks notice and it took UPS a month to fill that position... UNACCEPTABLE.

[LKLND3380]

Originally Posted by New Englander

So...if a Feeder driver is instructed by management TO help wrap a load up. They don't have to since it's not technically their job classification?

I agree they should help out if they are on the clock and have the time AND there is a REAL need for their help at that time. To not help is bush.

If a feeder driver is directed then that building must be charged for those hours. NO CENTER MANAGER wants to be charged for a loader being paid $20+ an hour when they can get a new hire for $8.50. It's all about the buildings numbers...

[trplnkl]

Originally Posted by LKLND3380

NO CENTER MANAGER wants to be charged for a loader being paid $20+ an hour when they can get a new hire for $8.50. It's all about the buildings numbers...

OR zero dollars when a sup does work that the company should be paying a PTer to do.

[LKLND3380]

Originally Posted by New Englander

In regards to what I'm talking about. Feeder drivers should be helping if it needs be. Say there were come call ins, drivers arriving late with outbound etc....

Obviously they shouldn't be doing it to allow management to run the shift under staffed but sometimes it's out of everyones control and people need to put aside their peeves and get the job done.

To not offer help in those types of instances is bush.

Section 7. Supervisors Working

(a) The Employer agrees that the function of supervisors is the supervision of Employees and not the performance of the work of the employees they supervise. Accordingly, the Employer agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not
perform any bargaining unit work, except to train employees or demonstrate safety, or as otherwise provided in the applicable Supplement, Rider or Addendum. However, in the case of Acts of God, supervisors shall comply with the procedures in subsections (b) and (c) and may only perform bargaining unit work until bargaining unit employees are available. The Employer shall make every reasonable effort to maintain a sufficient workforce to staff its operations with bargaining unit
employees. The Employer also agrees that supervisors or other employees of the employer who are not members of the bargaining unit shall not perform bargaining unit work in preparing the work areas before the start of the Employer’s hub, preload or reload operation, nor shall the Employer send any bargaining unit employee home and then have such employee’s work performed by a supervisor or other
employees of the Employer who is not a member of the bargaining unit.

(b) When additional employees are necessary to complete the Employer’s operations on any shift or within any classification, the supervisor shall exhaust all established local practices to first use bargaining unit employees including where applicable, double shifting, early call-in, and overtime.

(c) If there is no established local practice, the following shall apply with regard to inside work. Within each building, each operation will maintain appropriate list(s), by seniority, of those part-time employees requesting coverage work. It will be the employees’ responsibility to sign up on the appropriate list. The Company shall post such lists and employees who are interested in adding their names to the lists shall do so on the first working day of each month. It will be the employee’s responsibility to make sure his/her contact information is correct. Employees who are unavailable to
work on three (3) separate occasions within a calendar month shall have their names removed from the coverage list. Those employees shall be eligible to re-sign the list the following month. When coverage work is available, the Company will use the appropriate list to fill the required positions, and such
employees will work as assigned. The employee must be qualified for the available work and double shift employees shall have seniority among themselves. No employee is allowed to work more than two (2) shifts in any twenty-four (24) hour period. Local call verification practices and procedures shall

remain in place.

[UPS Lifer]

I look at the language in the contract on supervisors working and over the years a small blurb has been turned into an entire section. Management has abused a flexibility item and is now forced to follow language that we should have been able to follow with out the language. Flexibility items are lost because we abuse them. Follow the contract and you can eliminate the union's need to seek specific language to eliminate loop holes. We should be more concerned with intent rather than finding loop holes to abuse!

[feeder53]

Good post Lifer, I agree, as one uses a loophole, it makes everyone aware of it and it closes and with this....less flexability, Then when we ( MGMT, Union & Worker) need the flexability, it is gone....

[New Englander]

Originally Posted by LKLND3380

Section 7. Supervisors Working

(a) The Employer agrees that the function of supervisors is the supervision of Employees and not the performance of the work of the employees they supervise. Accordingly, the Employer agrees that supervisors or other employees of the Employer who are not members of the bargaining unit shall not
perform any bargaining unit work, except to train employees or demonstrate safety, or as otherwise provided in the applicable Supplement, Rider or Addendum. However, in the case of Acts of God, supervisors shall comply with the procedures in subsections (b) and (c) and may only perform bargaining unit work until bargaining unit employees are available. The Employer shall make every reasonable effort to maintain a sufficient workforce to staff its operations with bargaining unit
employees. The Employer also agrees that supervisors or other employees of the employer who are not members of the bargaining unit shall not perform bargaining unit work in preparing the work areas before the start of the Employer’s hub, preload or reload operation, nor shall the Employer send any bargaining unit employee home and then have such employee’s work performed by a supervisor or other
employees of the Employer who is not a member of the bargaining unit.

(b) When additional employees are necessary to complete the Employer’s operations on any shift or within any classification, the supervisor shall exhaust all established local practices to first use bargaining unit employees including where applicable, double shifting, early call-in, and overtime.

(c) If there is no established local practice, the following shall apply with regard to inside work. Within each building, each operation will maintain appropriate list(s), by seniority, of those part-time employees requesting coverage work. It will be the employees’ responsibility to sign up on the appropriate list. The Company shall post such lists and employees who are interested in adding their names to the lists shall do so on the first working day of each month. It will be the employee’s responsibility to make sure his/her contact information is correct. Employees who are unavailable to
work on three (3) separate occasions within a calendar month shall have their names removed from the coverage list. Those employees shall be eligible to re-sign the list the following month. When coverage work is available, the Company will use the appropriate list to fill the required positions, and such
employees will work as assigned. The employee must be qualified for the available work and double shift employees shall have seniority among themselves. No employee is allowed to work more than two (2) shifts in any twenty-four (24) hour period. Local call verification practices and procedures shall

remain in place.

I guess I'm lost as to why you quoted me prior to your post......