9.5 doesn’t work

Discussion in 'UPS Union Issues' started by brownproof, Jan 18, 2018.

  1. brownproof

    brownproof Member

    I have been working over 9.5 for years(with few weeks in the year I don’t violate) along with many others . We have all been filing for years but the company has basically stopped paying grievances since early of last year. Some guys have over 20 9.5 grievances unpaid from last year.
     
  2. Indecisi0n

    Indecisi0n Well-Known Member

    Fakest news
     
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  3. tadpole

    tadpole Member

    My guess is that mostly all of them will eventually get paid.
     
  4. Benben

    Benben Active Member

    Explain yourself please!
     
  5. BigBrown87

    BigBrown87 If it’s brown, it’s going down

    Do you ask your BA about the grievance and when you will be getting your check? Your BA should be the one to know why your grievance checks have not been processed. How many have gone to panel? I would start barking up the tree and finding out where my penalty pay is. 9.5 does work as long as you keep filing and you stay on the list it works when you are making over a 100 an hr, they will notice.
     
  6. Rack em

    Rack em Well-Known Member

    The language clearly lays out the guidelines for the 9.5 list. Call you BA and demand to have an update, especially on 20+ outstanding grievances. Since you've been violated so much you should have already had a meeting with your BA, center manager, steward, and labor manager to put a stop to the excessive violations. It sounds like your BA isn't doing his job so your next option is to file a NLRB charge against the union for failing to represent you and your coworkers.

    I definitely wouldn't have put up with this :censored2: this long. My BA would have to turn his phone off because I would be calling him so damn much! I hope you eventually get all that penalty pay and I hope your center manager gets his ass demoted for violating so many people for so long.
     
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  7. Indecisi0n

    Indecisi0n Well-Known Member

    I like walks on the beach. Lisenting to soft music in the morning with my coffee and isn't afraid to try new things. You?
     
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  8. Heavy Package

    Heavy Package Active Member

    9.5 Language in the current contract is lawyer-speak. I like what Fred Z has proposed but I'm not holding my breath.

    If I was being treated like this, I would of course keep raising the issue with the union but I would also be slowing waaaaaay down out there.
     
  9. wide load

    wide load 4 10’s without OT is a concession.

    So then you liked it the way I proposed it on here months before Fred? Remember, Fred’s, Hoffa’s, Denis’ proposals are nothing more than OUR proposals.
     
  10. Bubblehead

    Bubblehead My Senior Picture

    First off, you aren't violating, the Company is.

    Secondly, keep filing the grievances and gather up all of your co-workers (and the steward) who are also filing 9.5 grievances that aren't being heard, and file labor charges with the NLRB for an unfair labor practice on the Company and perhaps your local for not processing the grievances.
    This process is very costly, especially if there are multiple submissions.

    The 9.5 language not only provides for the Company to pay a penalty, but also outlines a progression that is to take place if the penalty pay is not effectuating a change in your paid day.
    Certainly, anybody with 20+ 9.5 grievances over a 1 year period will be seen as not being protected under this language.

    It's a shame when you have to fight the Company and your Local both, in order to receive what you are entitled to contractually, but trust me, that's my life.

    Hang in there and good luck.
     
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  11. burrheadd

    burrheadd Esquire

    What about Pina Coladas?
     
  12. Indecisi0n

    Indecisi0n Well-Known Member

    Getting caught in the rain
     
  13. BigUnionGuy

    BigUnionGuy Got the T-Shirt


    How does someone just let this slide ?

    It's been going on for years.... and the company just stops paying grievances ?

    There has to be more to the story.



    -Bug-
     
  14. BigUnionGuy

    BigUnionGuy Got the T-Shirt


    I'll go one step further.

    The OP (co-workers and Steward) need to file NLRB charges against the Local.


    If the company has been stalling the process....


    The Local
    , should be filing NLRB charges against the company on behalf

    of the members.



    -Bug-
     
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  15. Indecisi0n

    Indecisi0n Well-Known Member

    I don't believe they just stopped paying grievances. It would be going to arbitration asap and we both know the company doesn't want to pay for that when they lose.
     
  16. Jkloc420

    Jkloc420 Well-Known Member

    MemorableSpitefulAzurewingedmagpie-size_restricted.gif
     
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  17. Sickofit

    Sickofit watching the show

    The company will get away with what locals allow. Believe it. It is reality to many.
     
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  18. Sickofit

    Sickofit watching the show

    The steward can throw more fuel on the fire by filing a "Direct dealing" charge against the company if he/she talks to each grievant and finds that management has talked to any of them about their grievance without the BA or steward present after it was filed. Make it messy and costly so that "others" up top have to deal with it too.
     
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  19. retiredTxfeeder

    retiredTxfeeder cap'n crunch

    Whippersnappers! Back in the day, there wasn't such thing as 9.5. You went out with whatever you had in your PC and ran it. When you came back in, you told the center manager "thank you for the work, sir. Can I have my regular workday plus a split off another driver tomorrow?"
    [​IMG]
     
  20. Gumby

    Gumby *

    They honestly do not run enough routes, plus the later start times doesn't help. Then the wonder why that can't handle peak.