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How much work is enough?
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<blockquote data-quote="JL 0513" data-source="post: 1224450" data-attributes="member: 50088"><p>I always found it difficult to see how such numbers add up for UPS. As expensive as benefits are (health and pension), a typical hour+ of OT everyday for each of many dozens of drivers for a center is a LOT of money. I would estimate that a typical center pays out like 75 hours of OT everyday. Based on a 60 driver force. 75 OT hours = 112.5 straight hours. 112.5 hours x 5 days = 562.5 hours a week. This equals 14 more drivers working 40 hours (yes, not considering benefit costs).</p><p></p><p>So to clarify, UPS is paying for 112.5 hours of labor and getting just 75 per day for a typical center. Never mind multiplying this across the entire company. Putting more drivers on they could get the actual labor hours they're paying for. </p><p></p><p>I would think there would be more of a middle ground to how much OT to give out vs. how much it costs to add a driver with benefits. </p><p></p><p>Let's look at it this way. If a center were to add just ONE driver working 9 hours a day. That driver in effect takes 9 OT hours away. Does it really costs UPS more to compensate a driver more that OT rate per hour counting benefits? Maybe it does, I'm just wondering. Do we all cost UPS more than $50/hr TOTAL to employ us? Wow.</p></blockquote><p></p>
[QUOTE="JL 0513, post: 1224450, member: 50088"] I always found it difficult to see how such numbers add up for UPS. As expensive as benefits are (health and pension), a typical hour+ of OT everyday for each of many dozens of drivers for a center is a LOT of money. I would estimate that a typical center pays out like 75 hours of OT everyday. Based on a 60 driver force. 75 OT hours = 112.5 straight hours. 112.5 hours x 5 days = 562.5 hours a week. This equals 14 more drivers working 40 hours (yes, not considering benefit costs). So to clarify, UPS is paying for 112.5 hours of labor and getting just 75 per day for a typical center. Never mind multiplying this across the entire company. Putting more drivers on they could get the actual labor hours they're paying for. I would think there would be more of a middle ground to how much OT to give out vs. how much it costs to add a driver with benefits. Let's look at it this way. If a center were to add just ONE driver working 9 hours a day. That driver in effect takes 9 OT hours away. Does it really costs UPS more to compensate a driver more that OT rate per hour counting benefits? Maybe it does, I'm just wondering. Do we all cost UPS more than $50/hr TOTAL to employ us? Wow. [/QUOTE]
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