70 hour rule

Discussion in 'UPS Discussions' started by Brownslave688, Nov 30, 2018.

  1. burrheadd

    burrheadd KING Of GIFS

    Glad somebody came to their sense’s
     
  2. over9five

    over9five Moderator Staff Member

    Ummm.... Why would the DOT deny a request to use their own rules?

    Nobody has to ask the DOT permission to change from 60 to 70.
     
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  3. Brownslave688

    Brownslave688 You want a toe? I can get you a toe.

    Yeah they do because it’s based off of working 7 days a week. Not all centers work 7 days a week and we don’t deliver 7 days a week.
     
  4. 542thruNthru

    542thruNthru Well-Known Member

    I don't believe it goes by center. The company in general has to be operating 7 days a week.
     
  5. Brownslave688

    Brownslave688 You want a toe? I can get you a toe.

    Then why go back and forth depending on time of year and center to center?


    If the company could get by with just putting everyone under the 70 hour rule don’t you think they’d do it?
     
  6. 542thruNthru

    542thruNthru Well-Known Member

    I have no answer for that but I do know some of our feeder guys have been on a 70/8 since Sept. So if they can be on a 70/8 so could I.
     
  7. Brownslave688

    Brownslave688 You want a toe? I can get you a toe.


    There’s obviously some confusion here on how all of this works. Is the confusion at the ups level? Or the state DOT level? I have no idea but we know it’s not applied uniformly across ups.
     
  8. Brownslave688

    Brownslave688 You want a toe? I can get you a toe.

    I mean it’s ups. Could just be a case of making things much harder than they need to be.
     
  9. CoolStoryBro

    CoolStoryBro Active Member

    What I've read is that operations with saturday ground and or 7 day a week feeder operations get 70 hour weeks. Smaller centers have to request a 70 hour week.

    I was out of hours today and went out as a driver helper with a peak driver who had 14 hours available. Worked just shy of 8 but got paid for 8.
     
  10. 542thruNthru

    542thruNthru Well-Known Member

    I think it's up to corporate if we go 70/8 but people hear we were denied and think it's DOT telling us no.

    Though that's just my opinion.
     
  11. Brownslave688

    Brownslave688 You want a toe? I can get you a toe.

    That’s how I’ve always understood it also was it depends on how your center operates.
     
  12. Brownslave688

    Brownslave688 You want a toe? I can get you a toe.

    I just don’t get why they’d make it more confusing than it needs to be. Like you said feeders there have been 70/8 since sept. Why not just say it’s 70/8 year round instead of going back and forth?


    But once again this is ups.
     
  13. CoolStoryBro

    CoolStoryBro Active Member

    ORION shut off on most routes here. HAHA
     
  14. MAKAVELI

    MAKAVELI Well-Known Member

    The rule is not based on locality. If UPS has trucks running 7 days a week, i.e. Feeders, the company can switch whenever they want to.
     
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  15. Sissy Brown Short Shorts

    Sissy Brown Short Shorts Active Member

    They wouldn’t let us go over 60. I came in today and delivered 10 stops then had to come back. Apparently work over 60 now is double time in the new master? Should make a good retro check bonus.
     
  16. MAKAVELI

    MAKAVELI Well-Known Member

    Anything over 12 paid in California is double time.
     
  17. 542thruNthru

    542thruNthru Well-Known Member

    Not with a CBA. There is a exemption.
     
  18. 35years

    35years Well-Known Member

    So it is just a disconnect between the district manager and reality? Will the district manager make more if he keeps it at 60 hours?

    Our center management team can't believe how stupid this is.
     
  19. MAKAVELI

    MAKAVELI Well-Known Member

    That sucks for you. No exemption for FedEx. :happy2:
     
  20. 542thruNthru

    542thruNthru Well-Known Member

    Actually looking at it I believe there should be. Though I've been drinking.... a lot. :)
    Screenshot_20181201-203326.png
    Exemptions from the overtime laws