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drivers don't get help with over 70s anymore?
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<blockquote data-quote="Bubblehead" data-source="post: 354604" data-attributes="member: 14176"><p>Why do people keep saying that? Of course I don't want a supervisor doing our work. That is grievable at double time and I will grieve it everytime they violate. An exception might be that day you referred to with 13 call ins. I expect the labor department could and would put on a good case at the panel or arbitration hearing. I'm not talking about the extreme instances. The contractual language calls it on an <em><strong>"exception"</strong></em> basis. I contend that <em><strong>the "exception" has become the rule</strong></em>. Reread this guys posts. He is their bench player and that is crap. How many others do this in this building. How many full time jobs are being eluded nationwide? If UPS wants and needs this kind of flexibility then they should be forced to negotiate for it. They had an opportunity do this several months ago. They didn't because they don't have to. We don't enforce the language we have. <strong><em>WAKE UP PEOPLE!!!</em></strong></p><p> </p><p>In reference to the "whens" you can file grievance, I don't follow you. Plain and simple when the contract has been violated a grievance can and should be filed. It is up to management to maintain an adequate work force and if a couple of call ins topple the house of cards then grieve it. When they pay twice for the same work a couple of times watch the drivers come out of the wood work.</p><p> </p><p><strong><em>Change is dictated by the bottom line. Make them pay!</em></strong></p></blockquote><p></p>
[QUOTE="Bubblehead, post: 354604, member: 14176"] Why do people keep saying that? Of course I don't want a supervisor doing our work. That is grievable at double time and I will grieve it everytime they violate. An exception might be that day you referred to with 13 call ins. I expect the labor department could and would put on a good case at the panel or arbitration hearing. I'm not talking about the extreme instances. The contractual language calls it on an [I][B]"exception"[/B][/I] basis. I contend that [I][B]the "exception" has become the rule[/B][/I]. Reread this guys posts. He is their bench player and that is crap. How many others do this in this building. How many full time jobs are being eluded nationwide? If UPS wants and needs this kind of flexibility then they should be forced to negotiate for it. They had an opportunity do this several months ago. They didn't because they don't have to. We don't enforce the language we have. [B][I]WAKE UP PEOPLE!!![/I][/B] In reference to the "whens" you can file grievance, I don't follow you. Plain and simple when the contract has been violated a grievance can and should be filed. It is up to management to maintain an adequate work force and if a couple of call ins topple the house of cards then grieve it. When they pay twice for the same work a couple of times watch the drivers come out of the wood work. [B][I]Change is dictated by the bottom line. Make them pay![/I][/B] [/QUOTE]
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drivers don't get help with over 70s anymore?
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