article 22.3 jobs. can they be 2 labor intensive jobs like sorting then preloading?
- Thread starter jdr
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UnconTROLLed
perfection
Re: article 22.3 jobs. can they be 2 labor intensive jobs like sorting then preloadin
It can be whatever the company wants, since the union does not honor the contract anyway.
It can be whatever the company wants, since the union does not honor the contract anyway.
Re: article 22.3 jobs. can they be 2 labor intensive jobs like sorting then preloadin
Yes. There's nothing in the contract that says easy/hard or vice versa. They have to make reasonable accommodation...so basically, whatever works for them. Also, UPS does have to maintain them, but it doesn't say they have to maintain them in the same building. So they can move the jobs across the country and cut yours with no repercussions contractually. It looked good in the beginning, but it's obvious that UPS has better lawyers than the Teamsters do.
Yes. There's nothing in the contract that says easy/hard or vice versa. They have to make reasonable accommodation...so basically, whatever works for them. Also, UPS does have to maintain them, but it doesn't say they have to maintain them in the same building. So they can move the jobs across the country and cut yours with no repercussions contractually. It looked good in the beginning, but it's obvious that UPS has better lawyers than the Teamsters do.
UnconTROLLed
perfection
Re: article 22.3 jobs. can they be 2 labor intensive jobs like sorting then preloadin
Well, perhaps in some areas, but this is not entirely true.
We recently had a clerical/preload 22.3 employee forced to work 8 hours of preload. This person filed a grievance and did win the grievance. Employee is now back to doing a different job (not clerical, I believe) but a less intensive one.
Also, our local supplement states that if a bid job is moved, the employee has the right to follow that work. UPS must make travel, lodging, etc accomodations for 30 days after the job was moved as well. This prevented several 22.3 jobs in our local from disappearing as the company did not want to have to pay to move people around the country.
Well, perhaps in some areas, but this is not entirely true.
We recently had a clerical/preload 22.3 employee forced to work 8 hours of preload. This person filed a grievance and did win the grievance. Employee is now back to doing a different job (not clerical, I believe) but a less intensive one.
Also, our local supplement states that if a bid job is moved, the employee has the right to follow that work. UPS must make travel, lodging, etc accomodations for 30 days after the job was moved as well. This prevented several 22.3 jobs in our local from disappearing as the company did not want to have to pay to move people around the country.
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