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<blockquote data-quote="not here for the drama" data-source="post: 6116069" data-attributes="member: 100124"><p>this is an oppurtunity to achieve some gains while helping the company out of a pickle (the pickle being contractually obligated additional jobs while volume is backsliding).&nbsp; for simplicity in math...say all 30000 of those new jobs are driver jobs at $50/hr.&nbsp; you take that $3billion (50x40x52x30000) and let the company keep a cut.&nbsp; i have no idea what is fair in this case, so i won&#039;t get into that part (is 50/50 fair, is 10% fair because anything is more than nothing?).&nbsp; the rest gets divvied up amongst the current membership in a combination of raises and new benefits (across the board $x/hr plus two additional weeks vacation?).&nbsp; you also have to have language that the current headcount won&#039;t be contracted; you can&#039;t always be so eager to screw lower seniority members...that&#039;s how 22.4 happened in the last contract.&nbsp; you also need new and stronger language about fully filling the pension obligation that has been lagging for a couple of years now.&nbsp; in the end, you gotta give where you can and dig in where you have to.&nbsp; there is a lot of wool to shear off the ups sheep, but only one pelt to skin...just ask the auto workers who won historic gains and then saw themselves laid off a year later.</p></blockquote><p></p>

[QUOTE="not here for the drama, post: 6116069, member: 100124"] this is an oppurtunity to achieve some gains while helping the company out of a pickle (the pickle being contractually obligated additional jobs while volume is backsliding). for simplicity in math...say all 30000 of those new jobs are driver jobs at $50/hr. you take that $3billion (50x40x52x30000) and let the company keep a cut. i have no idea what is fair in this case, so i won't get into that part (is 50/50 fair, is 10% fair because anything is more than nothing?). the rest gets divvied up amongst the current membership in a combination of raises and new benefits (across the board $x/hr plus two additional weeks vacation?). you also have to have language that the current headcount won't be contracted; you can't always be so eager to screw lower seniority members...that's how 22.4 happened in the last contract. you also need new and stronger language about fully filling the pension obligation that has been lagging for a couple of years now. in the end, you gotta give where you can and dig in where you have to. there is a lot of wool to shear off the ups sheep, but only one pelt to skin...just ask the auto workers who won historic gains and then saw themselves laid off a year later. [/QUOTE]

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