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Guess RPCD pay progression for new contract
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<blockquote data-quote="Its_a_me" data-source="post: 5543471" data-attributes="member: 93115"><p><strong>The current 6% inflation rate from 2022 means a 6% raise is needed to maintain spending power (which doesn't include compensation for company's record profitability during the last contract). </strong></p><p></p><p>If inflation doesn't get tamed then it could be a very lean contract regardless---that is a potential issue with 5 year deals. COLA helps, but a 3% inflator means our paychecks are worth less today than a year ago even after that COLA adjustment. The GWI is what is making up for it--and that means there is zero reward for making the company the most profitable ever. This contract has to reflect that.</p><p></p><p><strong>However, there are non-financial issues that must be addressed. And the union getting significant movement in those is how the company reels back in wages.</strong></p><p></p><table style='width: 100%'><tr><td>RPCD GWI</td><td>Air</td><td>PT existing </td><td> New PT after Aug 1</td></tr><tr><td>2023 $44 </td><td>$27</td><td> wage + $2.50 OR $21 which ever is higher</td><td>$21 (have to be higher than Amazon's 19)</td></tr><tr><td>2024 $45</td><td>$28.50</td><td>2023 # + $1</td><td>$21.75</td></tr><tr><td>2025 $46.25 </td><td>$30</td><td>2024 # + $1.25</td><td>$22.75</td></tr><tr><td>2026 $47.75</td><td>$31.75</td><td>2025 # + $1.50</td><td>$24</td></tr><tr><td>2027 $50</td><td>$34</td><td>2026 # + $2.25</td><td>$25.50</td></tr></table><p> </p><p>The increase for PT'ers reflects the competition for low wage earners along with the Teamsters desire to organize Amazon. It's hard to organize if your star company's wages are less than the non-unionized facility (even if benefits aren't equal).</p><p></p><p>I expect the company to screw around with proposals to cut benefits such as limiting prescriptions on the formulary tables (think forced generics instead of brand names or having to pay for over the counter products instead of getting prescriptions covered) or forcing you to a doctor in their network with a higher out of network penalty--plus changing yearly deductible to 250/400 (individual/family) by the end of the contract. Maybe installing a yearly max on the dental payouts or increasing the number of years for a filling to be fixed and covered--something like that. <strong>But definitely sneaky stuff that doesn't show up in the bullet point highlights of a proposal. </strong></p><p></p><p>Wages are important--but if they screw around with other things enough...you can get a 15% raise and still lose out in the transaction. Unless you are that 25 and under crowd on your parents insurance still. So lets stop focusing on dollar amount as the end all be all.</p></blockquote><p></p>
[QUOTE="Its_a_me, post: 5543471, member: 93115"] [B]The current 6% inflation rate from 2022 means a 6% raise is needed to maintain spending power (which doesn't include compensation for company's record profitability during the last contract). [/B] If inflation doesn't get tamed then it could be a very lean contract regardless---that is a potential issue with 5 year deals. COLA helps, but a 3% inflator means our paychecks are worth less today than a year ago even after that COLA adjustment. The GWI is what is making up for it--and that means there is zero reward for making the company the most profitable ever. This contract has to reflect that. [B]However, there are non-financial issues that must be addressed. And the union getting significant movement in those is how the company reels back in wages.[/B] [TABLE] [TR] [TD]RPCD GWI[/TD] [TD]Air[/TD] [TD]PT existing [/TD] [TD] New PT after Aug 1[/TD] [/TR] [TR] [TD]2023 $44 [/TD] [TD]$27[/TD] [TD] wage + $2.50 OR $21 which ever is higher[/TD] [TD]$21 (have to be higher than Amazon's 19)[/TD] [/TR] [TR] [TD]2024 $45[/TD] [TD]$28.50[/TD] [TD]2023 # + $1[/TD] [TD]$21.75[/TD] [/TR] [TR] [TD]2025 $46.25 [/TD] [TD]$30[/TD] [TD]2024 # + $1.25[/TD] [TD]$22.75[/TD] [/TR] [TR] [TD]2026 $47.75[/TD] [TD]$31.75[/TD] [TD]2025 # + $1.50[/TD] [TD]$24[/TD] [/TR] [TR] [TD]2027 $50[/TD] [TD]$34[/TD] [TD]2026 # + $2.25[/TD] [TD]$25.50[/TD] [/TR] [/TABLE] The increase for PT'ers reflects the competition for low wage earners along with the Teamsters desire to organize Amazon. It's hard to organize if your star company's wages are less than the non-unionized facility (even if benefits aren't equal). I expect the company to screw around with proposals to cut benefits such as limiting prescriptions on the formulary tables (think forced generics instead of brand names or having to pay for over the counter products instead of getting prescriptions covered) or forcing you to a doctor in their network with a higher out of network penalty--plus changing yearly deductible to 250/400 (individual/family) by the end of the contract. Maybe installing a yearly max on the dental payouts or increasing the number of years for a filling to be fixed and covered--something like that. [B]But definitely sneaky stuff that doesn't show up in the bullet point highlights of a proposal. [/B] Wages are important--but if they screw around with other things enough...you can get a 15% raise and still lose out in the transaction. Unless you are that 25 and under crowd on your parents insurance still. So lets stop focusing on dollar amount as the end all be all. [/QUOTE]
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