I was just reading an article on this and I couldn't help but remember back to 1985' when the UPS/IBT contract was just automatically extended for 2 more years and our raises (at least in our area it was) were taken to maintain health and welfare benefits. I know most including myself would hope that UPS would just throw over the money and save the day to the current pension and healthcare problems but I also wish I had the numbers to win a huge Megaball or Powerball lottery too and be done with all this nonsense! That said I do have a few questions on this subject. Let's just say for the sake of discussion because we really have no idea how the talks will go, that in order to help support and maintain or better yet return us to what we had nearly 3 years ago, what if anything would you be willing to give up or how long of a contract are you willing to grant for example? Would you give up any of the following to return the pension and insurance to what they once were: 1) Give up the 6th week vacation for 25 years or to add more to the savings give up the 2nd week after 2 years service? 2) Give up pay raises for 1 year, 2 years, 3... etc. etc. What's the limit here if you'd go that route? 3) Would you forever give up the option week? 4) Fill in with your idea ______________! 5) None of the above. 6) Won't bend in any way and expect UPS to come out of pocket for the whole thing. 7) A few of you fit this Why do anything at all because my pension and healthcare are just fine. 8) What about PTers who really have no risk in the Teamster funds anyway other than the fact that the company is free if not obligated to lower services to meet what is happening in the FTer world. I say if obligated because I would think the Teamsters over the years would never agree to a contract that would give the company the ability to have a plan that exceeded there making them look bad to the masses. 9) 10 year contract or a no-strike clause with a contract deadlock settled by independent arbitrator with open access to all UPS and IBT information and records. If it got us back to where we once were and it could be shown to solve the problem for years to come I'd give up a week's vacation, option week or even some raises but I'll also freely admit that having 25 years in already would mean whatever impact I agreed is short lived because with 5 years I'm out-a-here. I'd in a sense get a real payoff for a short term sacrifice. If say I had 15 years or less I'm so so sure I'd be as excited about that option. I'd also go for a 10 year contract but that timeframe in itself, I don't see how that would help. I think the no-strike clause is the Holy Grail for UPS but the specifics of this would have to be carefully drawn up in order to protect both sides from disaster. Also you've got folks here in plans that are in good shape so is it fair to make them give up the same thing? What about the PTer's? My personal belief is no, then earned it, they have a system that works so why make them play for us. If the shoe were on the other foot I know how I'd feel. I would think and hope that any hard choices would be done only within the jurisdictions of the funds in trouble and not on a nationwide basis. Obviously the 10 year contract and no-strike clause would be nationwide so there you go on that. JMHO. What you guys thinkin'? No right or wrong answers here IMO. Just ideas. Also be fun to see what we throw out and then what actually comes out in the wash.