There are plenty of ways to determine this. The best is to get the production of all the employees then if you are the bottom 10% would be in jeopardy of not working in a "fair days work fair days pay". After all if you are not in the top 90% how fair is it to the top 10%. Would UPS push it, no. Why do I say this? No employee has been fired for misloads. In fact there are only a couple reason's why a hourly employee gets fired at UPS. Attendance, not working as directed (which is rarely enforced or sought after), stealing, harassment and physical altercations. Anything else would take to much time for our expensive lawyers to try and take care of. This is in the contract, but will they enforce it no. As to supervisors not working WE CAN WORK IF NOT ENOUGH COLLECTIVE BARGAINING UNITS (i.e. hourly employees) SHOW UP TO WORK. IF THE BUILDING IS SHORT PEOPLE BECAUSE OF ABSENTEEISM I WILL BE WORKING BECAUSE, IN THE UNION CONTRACT, IT SAYS I CAN. GRIEVE ME AND IT WILL BE OVERTURNED, SO TELL YOUR CO-WORKERS TO SHOW UP TO WORK SO I DON'T HAVE TO WORK.
Here's what the Contract
actually says:
ARTICLE 3
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 are 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 parttime employees requesting coverage work. . . .