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<blockquote data-quote="UPS Lifer" data-source="post: 248308" data-attributes="member: 9789"><p>Westside</p><p>The PT wage back in the 80's went out of control. The UPS PT workforce was making almost double the industry average. During one of the contracts a decision was made to take the pay down to the industry ave of 6.50/hr for "unborn employees". This would allow additional money to the people that were voting on the contract at the time. Any "unborn" employee would be subject to the rate they agreed to when they were hired on. </p><p>As cold as this might sound...</p><p>If they don't want the job...they don't have to take it. As you know, hiring good people became a challenge. This is why the turn-over rate is tracked and plays such an important role in today's business climate. </p><p></p><p>Don't get me wrong - UPS should look at the part-time position and determine what the industry average is for benefits and wages and tailor a wage and benefit package that meets the needs of the average part-time employee. </p><p></p><p>The package could be tailored in such a way that those employees that do not need or want health benefits get more in wages and those that need or want the security of health benefits pay for extra coverage. </p><p></p><p>It would be designed in such a way that an employee gets the benefits of an employer discounted health program ...but it would be each person's decision as to what they felt their coverage should be.</p></blockquote><p></p>
[QUOTE="UPS Lifer, post: 248308, member: 9789"] Westside The PT wage back in the 80's went out of control. The UPS PT workforce was making almost double the industry average. During one of the contracts a decision was made to take the pay down to the industry ave of 6.50/hr for "unborn employees". This would allow additional money to the people that were voting on the contract at the time. Any "unborn" employee would be subject to the rate they agreed to when they were hired on. As cold as this might sound... If they don't want the job...they don't have to take it. As you know, hiring good people became a challenge. This is why the turn-over rate is tracked and plays such an important role in today's business climate. Don't get me wrong - UPS should look at the part-time position and determine what the industry average is for benefits and wages and tailor a wage and benefit package that meets the needs of the average part-time employee. The package could be tailored in such a way that those employees that do not need or want health benefits get more in wages and those that need or want the security of health benefits pay for extra coverage. It would be designed in such a way that an employee gets the benefits of an employer discounted health program ...but it would be each person's decision as to what they felt their coverage should be. [/QUOTE]
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