Here you go the Deal


Well-Known Member
This is off the teamsters website, sorry it is so long

OCTOBER 18, 2007
Leaders of local unions that represent
UPS workers fromacross the United
States unanimously voted to endorse
the tentative UPS national agreement on
Thursday,October 11, paving the way for
ballots to be prepared and sent to
For employees currently covered by the Central States Pension Fund,
CSI employees and employees in Puerto Rico:
• A new pension plan will be created, administered by an equal number
of trustees appointed by the union and UPS.
• All full-time service under Central States, or the current pension
plan covering employees in Puerto Rico,will be credited to determine
service pension benefit eligibility under the new plan.
• The new plan will restore the service pensions benefits previously
cut by Central States:
• Employees with 35 years of service can retire at any age
with $3,500 per month;
• Employees with 30 years at any age will receive $3,000
per month plus an additional $100 per month for years
over 30 to a maximum of $3,500 per month;
• Employees with 25 years prior to age 57 will receive
$2,000 per month;
• Employees with 25 years and 57 or older will receive
$2,500 per month plus an additional $100 per month
for years over 25 to a maximum of $3,500 per month.
• If the amount of the service pension benefit is greater than the
benefit based on the amount calculated bymultiplying the accrual
rate by the number of years of service, you will receive the service
benefit. If the accrual calculation is greater, you will receive
the benefit based on the accrual.
• UPS will guarantee payment of the full amount of benefits you
have earned at Central States and will earn from future work under
the new plan. In the unlikely event any benefits are reduced by
Central States, UPS will pay the difference to ensure you get your
full retirement entitlement.
• Retiree health insurance will be provided by Central States, but
premiums have been reduced to $200 per month for single coverage
and $400 per month for retiree and spouse coverage. These
rates are guaranteed for the life of the contract. Retirees will be
eligible for health insurance at age 55, a reduction fromthe current
age 57.
• There is no reduction in the amount of benefits you receive from
the new plan for any benefits you receive fromSocial Security.
You keep the benefits you earn and also the Social Security benefit
to which you are entitled.
Full Time:
General wage increases each year, one-half payable every six months
(August 1 and February 1):
• Starting in August ’08: 70 cents
• Starting in August ’09: 75 cents
• Starting in August ’10: 75 cents
• Starting in August ’11: 85 cents
• Starting in August ’12: 95 cents
• Full-time employees currently in progression, and those entering
progression beforeAugust 1, 2008 will be paid in accordance with
the current progression schedule.Only those entering a package
car driving, feeder or other full-time job (other than an air driver
job) after August 1, 2008 will be in a 36-month progression.
• Package driver start rate goes up to $16.10 (from $14.70).
2 | UPS Contract Update | October 18, 2007
Major Benefit Contribution Gains
October 18, 2007 | UPS Contract Update | 3
• Part-time employees will receive the same general wage increases
as full time employees.
• New hires will receive a $1 per hour increase after 90 calendar days
of employment (up from 50 cents).
• Part-time employees currently in progression, and those entering
progression beforeAugust 1, 2008 will be paid in accordance with
the current progression schedule.
• Part timers with less than six months seniority can bid for preferred
jobs (before hiring off the street).
• For employees hired afterAugust 1, 2008, paid holidays, personal
days and options after one year.
• Part-time employees won’t lose red-circled rate if they transfer
from one full-time inside job to another full-time inside job.
PremiumServices (Article 43):
• Mileage rates will increase each August 1 and February 1 to reflect
the hourly general wage increases.
• Employees entering a mileage job before August 1, 2008 will be
paid in accordance with the current contract.
• Employees entering a mileage job after August 1, 2008, who have
not completed a full-time progression, will be paid based upon the
current progression rate, starting at 70 percent; seniority + 1 year =
80 percent; seniority + 2 years = 90 percent; seniority + 3 years=
top rate.
Strengthening Non-Economic Language
The following changes would be implemented immediately upon ratification
of the agreement:
SupervisorsWorking (Article 3.7):
• Penalties will be increased to double-time for the actual time the
supervisor worked, or the employee’s daily guarantee, whichever is
Competition andNew Jobs (Article 26):
• No feeder driver with more that three years of seniority shall be
laid off because loads have been put on the rails.
• We will maintain our current number of 22.3 jobs for the life of the
• To expand work opportunities, the employer will consider removing
loads from the rails. Jobs created by doing this will be counted
toward 22.3 jobs.
• The National Negotiating Committee is specifically authorized to
file grievances alleging subcontracting violations, in addition to the
authority of the local union at the point of origin of the subcontracting.
“9.5” (Article 37):
• A new procedure allows employees who do not want excessive
overtime to sign a list limiting their hours of work for a five-month
period. Employees who do not want to work overtime will be protected
from abusive dispatching by increasing penalties for violation
of “9.5” language to triple-time.
• If the company improperly denies a “request 8,” the employee will
be provided penalty pay equal to two hours at his/her straight time
Subcontracting (Article 32):
• The new contract prohibits the company from arguing that it can
subcontract bargaining unit work solely because it would be less
expensive to do so.
• UPS cannot discharge any employee on a first offense based upon
data from GPS unless the company proves intent to defraud.
TAW(Article 14):
• For those employees who have been injured on the job and are able
to perform temporary alternative work (TAW), the company will
make reasonable efforts to ensure that the employee’s normal work
hours are not changed significantly and that the temporary assignment
will begin no more than two hours earlier or two hours later
than their normal start time, provided work is available.
SafetyAccess (Article 18, preamble):
• A new procedure is in place to grant union representatives access to
company property and facilities for the purpose of investigating
safety and health issues which will speed up the process.
ProtectionAgainst Losses for Improper Checks:
• The company will install a program on the DIAD to prompt the
driver if a particular method of payment is to be accepted for
Protection fromSupervisorAlteration of DIADInformation:
• A supervisor cannot alter information from the DIAD without the
employee’s knowledge. No supervisor can use an employee’s DIAD
in the employee’s name, unless the employee is present, even if the
supervisor wants to use the DIAD for training or demonstration
Penalties for Failure to Pay GrievanceAwards/Settlements:
• In the event the company fails to promptly pay a grievance award
or settlement, it will make penalty payments on the same basis as it
currently pays penalties for other shortages.
 Prevents UPS from replacing good full-time jobs with
part-time jobs.
 Maintains thatUPS can only use part-time helpers during peak.
 Only ONE top pay rate for all new package drivers. Start rate
climbs from$14.70 to $16.10.
 Protects existing 22.3 jobs.
 Protects 22.2 jobs.
 Protects current OT for part-time employees.
 Maintains the current COLA.
 Increases penalties for supervisors doing bargaining unit
work and does not give supervisors any new rights to do it.
 Part-time employees currently in Teamster health and welfare
plans will STAY in those plans.
First Class
U.S. Postage
Washington, DC
Permit No. 4481
International Brotherhood of Teamsters
25 Louisiana Avenue, NW
Washington, DC 20001
Local Union Leaders Unanimously
Endorse Tentative Agreement