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Is it getting that bad elswhere?
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<blockquote data-quote="wkmac" data-source="post: 109433" data-attributes="member: 2189"><p>I think the starting PT wage should be based on a kind of menu system when a new employee comes to work. This idea has been mentioned by several but give a PTer a choice between wages or beenies. No out of pocket money for UPS, just rearranging the same furniture in the same room for a different look. In fact, if the higher wage works, then a windfall will be realized as potentially the turnover would reduce thus that $2k to $3k orientation cost per new hire would be saved based on the % that turnover would drop. This is not a given and I'm sure the bean counters in Corp. would be quick to argue my point but based on what I see out in the trenches and the esculating problem over the last several years, those trends that they so love to follow also show that this cost line is also rising over time. At some point you cross the threshhold and start to go into the hole with the status quo. Considering the current Congress is toying a min. wage increase to $7.25 per hour and it's an election year when such showmanship takes place for votes, we may see the problem further worsen and the climax at hand. No pun or should I say "No Fun" intended! </p><p><img src="/community/styles/default/xenforo/smilies/group1/wink.gif" class="smilie" loading="lazy" alt=":wink:" title="Wink :wink:" data-shortname=":wink:" /> </p><p> </p><p>However, even the idea above will cost the bottomline because this company knows that most PTers that are students are also in one of 2 likely scenarios. Either they never go to the doctor thus never using the benefit or they are still on mom and dad's account and handle it that way. UPS gains a windfall from this scenario and another reason the union would love to have that bidness because it's a cash cow. </p><p> </p><p>Sit down and think about some kid who comes to UPS and spends a year or so and makes it to say $10 an hour and works a 3.75 shift 5 days a week. You gross $37.50 per day but from that you subtract the various taxes they have to pay and then if there is no good public transportation around and in majority of UPS sites this is likely the case, then you've got the cost of wheels with gas nearly $3 per gallon at best plus wear and tear on the car. Also the cost of proper footwear, work clothes, etc. and then how far down has that $37.50 been reduced? Now you work a job with basically no heat in winter, no AC in summer, you unload/load in an environment that's not the greatest in the world, you have to remember a truckload of questions and answers on such items as safety that at the end of the day you can know them all and still get hurt if you lack common sense or caring attitude and those questions guarantee nothing. I've seen people time after time miss those questions but have sense and caring and never get hurt and others ace those questions and are still on the repeaters list. How much does all that safety stuff cost? We've created a whole Safety function within the company structure along with gimmicks and games to boot so what does that cost? How many extra people do we keep on staff just to cover absenteeism because we can't hold people accountable to come to work because what does it really cost to lose maybe $25 net money from not going to work. You can do landscape work as a laborer on Saturday and make more money in one day of work than you can all week PT at UPS. Don't believe me, ask some of these clowns who lay out all the time whatelse they do in life. </p><p> </p><p>At one time we did pay PTers a couple of bucks less than FTers and yeah maybe that was a little much but I can tell you this, the job then was something of extreme value and you hardly ever saw turnover unless someone just got real stupid. On top of that you had a better pick from the labor pool and these folks had at least the common sense not to stick their hand inside a running conveyor even if it didn't have a guard. I'm waiting for the day now where instead of the funky keys to open the guards we'll have to call a corp. helpdesk for them to activate an atomic lock so the guard can be opened. </p><p><img src="/community/styles/default/xenforo/smilies/group1/lol.gif" class="smilie" loading="lazy" alt=":lol:" title="Lol :lol:" data-shortname=":lol:" /> </p><p> </p><p>There's an old saying that IMO is so true. "You get what you pay for!" Just look around at the folks coming in and really think and look around real good and then ask yourself all this when you consider the future as you look at it. With all due respect to UPS_Vette and his years service, when has it been that he/she spent any serious length of time working a sort operation or any other function within the trenches of UPS to see it up close and personal? He/she is right that many of the same ole complaints have floated for years but the brutal fact is, it has gotten worse and that's a fact! </p><p> </p><p>What can we afford not to do! As for the FT pay, I said at the last contract I felt it was to much but we got what we got. I thought we should have given more to the PT wage with a view of the future and when the benefits of that came in, say this upcoming contract, then you argue to recoup if you feel the need because the future IMO would be more secure and stable and I've heard more FTers now expressing that same view now 4 years down the road. This coming contract is gonna really be tough for both sides because there are lots of issues out there. I personally feel FT wages is not one on them but that's me. However, I don't see the PT wage changing either so we'll see how this thing progresses. I just hope you are able to call my claims "alarmist and overblown" in the years ahead. This one time it's not to my benefit to be right on!</p></blockquote><p></p>
[QUOTE="wkmac, post: 109433, member: 2189"] I think the starting PT wage should be based on a kind of menu system when a new employee comes to work. This idea has been mentioned by several but give a PTer a choice between wages or beenies. No out of pocket money for UPS, just rearranging the same furniture in the same room for a different look. In fact, if the higher wage works, then a windfall will be realized as potentially the turnover would reduce thus that $2k to $3k orientation cost per new hire would be saved based on the % that turnover would drop. This is not a given and I'm sure the bean counters in Corp. would be quick to argue my point but based on what I see out in the trenches and the esculating problem over the last several years, those trends that they so love to follow also show that this cost line is also rising over time. At some point you cross the threshhold and start to go into the hole with the status quo. Considering the current Congress is toying a min. wage increase to $7.25 per hour and it's an election year when such showmanship takes place for votes, we may see the problem further worsen and the climax at hand. No pun or should I say "No Fun" intended! :wink: However, even the idea above will cost the bottomline because this company knows that most PTers that are students are also in one of 2 likely scenarios. Either they never go to the doctor thus never using the benefit or they are still on mom and dad's account and handle it that way. UPS gains a windfall from this scenario and another reason the union would love to have that bidness because it's a cash cow. Sit down and think about some kid who comes to UPS and spends a year or so and makes it to say $10 an hour and works a 3.75 shift 5 days a week. You gross $37.50 per day but from that you subtract the various taxes they have to pay and then if there is no good public transportation around and in majority of UPS sites this is likely the case, then you've got the cost of wheels with gas nearly $3 per gallon at best plus wear and tear on the car. Also the cost of proper footwear, work clothes, etc. and then how far down has that $37.50 been reduced? Now you work a job with basically no heat in winter, no AC in summer, you unload/load in an environment that's not the greatest in the world, you have to remember a truckload of questions and answers on such items as safety that at the end of the day you can know them all and still get hurt if you lack common sense or caring attitude and those questions guarantee nothing. I've seen people time after time miss those questions but have sense and caring and never get hurt and others ace those questions and are still on the repeaters list. How much does all that safety stuff cost? We've created a whole Safety function within the company structure along with gimmicks and games to boot so what does that cost? How many extra people do we keep on staff just to cover absenteeism because we can't hold people accountable to come to work because what does it really cost to lose maybe $25 net money from not going to work. You can do landscape work as a laborer on Saturday and make more money in one day of work than you can all week PT at UPS. Don't believe me, ask some of these clowns who lay out all the time whatelse they do in life. At one time we did pay PTers a couple of bucks less than FTers and yeah maybe that was a little much but I can tell you this, the job then was something of extreme value and you hardly ever saw turnover unless someone just got real stupid. On top of that you had a better pick from the labor pool and these folks had at least the common sense not to stick their hand inside a running conveyor even if it didn't have a guard. I'm waiting for the day now where instead of the funky keys to open the guards we'll have to call a corp. helpdesk for them to activate an atomic lock so the guard can be opened. :lol: There's an old saying that IMO is so true. "You get what you pay for!" Just look around at the folks coming in and really think and look around real good and then ask yourself all this when you consider the future as you look at it. With all due respect to UPS_Vette and his years service, when has it been that he/she spent any serious length of time working a sort operation or any other function within the trenches of UPS to see it up close and personal? He/she is right that many of the same ole complaints have floated for years but the brutal fact is, it has gotten worse and that's a fact! What can we afford not to do! As for the FT pay, I said at the last contract I felt it was to much but we got what we got. I thought we should have given more to the PT wage with a view of the future and when the benefits of that came in, say this upcoming contract, then you argue to recoup if you feel the need because the future IMO would be more secure and stable and I've heard more FTers now expressing that same view now 4 years down the road. This coming contract is gonna really be tough for both sides because there are lots of issues out there. I personally feel FT wages is not one on them but that's me. However, I don't see the PT wage changing either so we'll see how this thing progresses. I just hope you are able to call my claims "alarmist and overblown" in the years ahead. This one time it's not to my benefit to be right on! [/QUOTE]
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