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UPS Union Issues
Drunken thoughts on the contract!
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<blockquote data-quote="PiedmontSteward" data-source="post: 1154178" data-attributes="member: 42270"><p>Starting pay at $10/hour while keeping the $1 raise after 90 days, keeping the FT progression at 3 years, modifying the 22.3 language to require the company to maintain current combo jobs in the local they were first created in, and an extra $1/hour "catch-up" (an extra $0.20/year over 5 years on top of the GWIs, as was done in 1997) for PT'ers would have definitely earned a "yes" vote from me. </p><p></p><p>However, I'm also a part-timer and when/if I ever go FT, I would be in the CS H&W plan. Regardless of how you phrase it, PT'ers going into TeamCare and being required to pay a deductible (albeit not a large one) and having reduced benefits (which are still very solid) is a concession. However, we didn't get anything in exchange for taking this burden off of UPS' books -- a few language tweaks, par-for-the course wage increases, and half-way "fixing" one of the major concessions from the '08-'13 contract with new hires having insurance coverage for their dependents after 12 months instead of 18 months.</p><p></p><p>The entire healthcare battle was a smoke screen and put us on the defensive during negotiations; we shouldn't have been talking about what we were going to give up but what we were going to <strong>take</strong> when this company remained profitable during the Great Recession. The starting pay issue absolutely had to be addressed and really only netted new hires a $0.50 increases after 90 days; they're still stuck in an atrocious four year PT progression that I never had to go through. </p><p></p><p>This deal isn't as bad as TDU is making it out to be, but it sure as hell isn't what we deserve. I give it a <strong>6/10</strong>.</p></blockquote><p></p>
[QUOTE="PiedmontSteward, post: 1154178, member: 42270"] Starting pay at $10/hour while keeping the $1 raise after 90 days, keeping the FT progression at 3 years, modifying the 22.3 language to require the company to maintain current combo jobs in the local they were first created in, and an extra $1/hour "catch-up" (an extra $0.20/year over 5 years on top of the GWIs, as was done in 1997) for PT'ers would have definitely earned a "yes" vote from me. However, I'm also a part-timer and when/if I ever go FT, I would be in the CS H&W plan. Regardless of how you phrase it, PT'ers going into TeamCare and being required to pay a deductible (albeit not a large one) and having reduced benefits (which are still very solid) is a concession. However, we didn't get anything in exchange for taking this burden off of UPS' books -- a few language tweaks, par-for-the course wage increases, and half-way "fixing" one of the major concessions from the '08-'13 contract with new hires having insurance coverage for their dependents after 12 months instead of 18 months. The entire healthcare battle was a smoke screen and put us on the defensive during negotiations; we shouldn't have been talking about what we were going to give up but what we were going to [b]take[/b] when this company remained profitable during the Great Recession. The starting pay issue absolutely had to be addressed and really only netted new hires a $0.50 increases after 90 days; they're still stuck in an atrocious four year PT progression that I never had to go through. This deal isn't as bad as TDU is making it out to be, but it sure as hell isn't what we deserve. I give it a [B]6/10[/B]. [/QUOTE]
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