Discussion in 'UPS Partners' started by Six Sides, Jan 8, 2010.
Why would supervisors of retirement age be denied the SRP.
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supervisors and operations managers will not be offered the buyout . It appears we have some value to the organization.
Some have less value than others. I know of one center manager that was bragging to drivers he would be one of the ones to bought out. The drivers are not happy that he will still be at UPS but I imagine his family will be celebrating that he won't be at home either!
I think once they fill the holes from the Managers EBO (which as near as we can tell there will be) there maybe the possiblity of Supervisors getting the offer.
That is the way I read it as well.
At my first stop I had a customer ask me why we were laying off 1800 workers. Rather than try to explain the concept of a restructuring I just simply nodded and walked away.
No exclusion for operations managers. They apparently are not a valuable as thought.
Center-level managers through district managers who will be 55 or older by December 31, 2010, and have 10 or more years of vesting service by April 30, 2010
I do not understand why supervisors age 55 or older are excluded from this offer. It is a slap in the face. Most managers and supervisors 55 or older have been with UPS for over 30 years. Maybe I'll just stay for spite!!
Maybe this is too simple an answer but one could deduce that UPS does not want to get rid of supervisors ... they are needed.
UPS is trying to get rid of positions that are no longer needed.
Not only that, but you could just check the Q&A section of the announcement. It specifically addresses this element.
The (Q&A) does answer the question and has left me and several other supervisors in this age group (at or 55 this year) totally disgusted. We get to see center managers leave with their retirement plus the SRP. As for the sups just retirement.
From what I have read and heard the SRP will be expanded to include FT supervisors who meet the requirements if the objective numbers are not met.
If that is the case, it’s just a waiting game again. The big question is if you take the retirement or wait. It would be interesting to know how many sups will wait.
JMO but I think it would next go to Managers (grade 16) from age 50 and up just like the 50 and up for Div.Mgr (grade 18).
Just do not see them dropping down to Sups. Just taking care of the boys.
Sups will get pushed around when jobs change and you now work for people who do not have a clue. Fallout form the ones leaving will cause gaps in operational knowledge.
Waiting for the next shoe to drop..
Take your 1/2 million in stock and run.
I don't know I read an exclusion for everyone under 55 that is in operations.
I would suggest you wait a little and see how the dust settles. What seems like a slap on the face today, may turn into a blessing...
This is the third buyout I have seen, and this one looks much, much different....
In this buyout they said "we are encouraging our people to take it"
In this buyout they said "jobs will be lost"
They said "As a result of the changes, we will need fewer managers, division managers, region staff managers, and district managers than we currently employ."
The said there will be a: "Selection process for all remaining affected employees (managers, supervisors, specialists, administrative and technical)" - beginning April 5th
Do the math: 1800 fewer jobs. 1100 people oferred the buyout. I'm betting that they will be keeping only the best employees.
Different from the past. Then, only the best took the buyout. Now, it may be that the poorest are going to NEED to take it because the alternative is no job...
The way it was explained is that operation managers at 55 or will be 55 this year will get the SPR. I know of two managers that received their NDA letter. Supervisors in this age group left out in the cold.
When will the remaining affected employess find out IF they are affected? April 5th? When it gets down to speciaslist level, how will it be decided - performance, seniority or age?
If you are an admin and you work in the District office and your district office is no longer the NEW district office, you are likely impacted.
Don't mean to sound callous but update your resume and start looking for new employment.
This is an "assumption" or "point of view" I have noticed; people are responding to this as if this is something the company is giving to the affected people. The affected people are being pushed out and UPS is not "giving" anything to the individuals. They are the losers in this program. If you still have a job, you are the winner.
It is all about getting rid of non-value added, redundant positions. The individual is irrelevant except UPS has identified the people they want for each position and try and keep them and terminate the less-desirable people.
UPS is simply doing what other companies have been doing for years.
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