# Let me know post conference call online. Also a question?

#### smapple

##### Well-Known Member
I recorded the call, lost about 1 minute or so of audio because hardware blipped and had to reconnect. Let me know if you want it posted on youtube or upload to a link or something. Might have also blipped when I *3 to try to ask question, pretty disappointed didn't get to ask.

If anyone can help me with question, am I to understand they are getting rid of skilled raise i.e. sort dollar for primary workers? If so, someone making \$13 right now is actually making \$12 so loses sort dollar and gets bumped to \$13 because of new contract so effectively no raise? I'm pretty sure i'm getting this wrong and/or missing something.

#### Tony Q

##### Well-Known Member
PS part-time “all others” will receive the following increases as part of the UPS Tentative Agreement.

New part-time start rates:

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.50 8/1/21: \$15.00 8/1/22: \$15.50

General Wage Increases (GWI) for all part-time employees who have attained seniority as of August 1, 2018:

8/1/18 = \$.70 8/1/19 = \$.75 8/1/20 = \$.80 8/1/21 = \$.90 8/1/22 = \$1.00

All part-time employees who have attained senior- ity as of August 1, 2018 and are at three (3) years or less in the “all others” progression:

EXAMPLE: Rachel is a part-time “all others” employee who has nine (9) months of seniority. She is currently making \$10.35 per hour. On August 1, 2018, Rachel will be eligible for the \$.70 raise and can make no less than the new start rate of \$13.00; and since the new start rate is higher than what
the raise will give Rachel, she will go to \$13.00. The same will hold true for August 1, 2019—the new start rate of \$14.00 will give Rachel a higher rate than the \$.75 GWI so she will go to \$14.00. Starting on August 1, 2020, however, the GWI will exceed the new start rates and so Rachel will receive the GWI for the duration of the contract, ending with a wage rate of \$16.70 on August 1, 2022.

In addition, Rachel will get health insurance for herself and for her spouse and children right away (after her nine months of service) rather than having to wait one full year.*

All part-time employees who have attained senior- ity as of August 1, 2018 and are at four (4) years in the “all others” progression:

8/1/18: \$13.20 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

(new start rate) (new start rate) (\$.80 GWI) (\$.90 GWI) (\$1.00 GWI)

EXAMPLE: Dave is a part-time “all others” em- ployee with four (4) years of seniority. He is cur- rently making \$12.50 per hour. Since the GWI will result in a higher wage rate than the new start rate, he will receive the GWI and go to \$13.20 on August 1, 2018. On August 1, 2019, the new start rate of \$14.00 will result in a higher wage than the GWI, so Dave will go to \$14.00. Dave will receive the remainder of the GWIs and will be at \$16.70 on August 1, 2020.

A five-year “all others” employee with a start date of May 1, 2013:

EXAMPLE: Phil began his career at UPS just prior to the beginning of the 2013-2018 contract and was eligible for the GWI and could make
no less than the progression in the contract. He started at \$8.50, went to \$10.00 on August 1, 2013 and is currently at \$13.80. Phil will get the GWIs and will be at a \$17.95 wage rate on August 1, 2022.

In addition, as a five (5) year part-timer, Phil be- comes a participant in the UPS Pension Plan, a defined benefit pension plan.* The UPS Pension Plan is improved under the Tentative Agreement,

with a benefit of \$60 per month/per year of cred- ited service and service pension of:

• \$2,275.00 per month at any age after 35 years of part-time credited service

• \$1,950.00 per month at any age after 30 years of part-time credited service

• \$1,625.00 per month at age 60 with 25 years of part-time credited service

• \$1,325.00 per month at any age with 25 years of part-time credited service

Unlike 401(k) plans, a defined benefit pension plan is a lifetime benefit.

Market Rate Adjustments and Minimum Wage Laws:

Seniority part-time employees as of August 1, 2018, who are receiving an hourly rate higher than set forth in Section (b), as a result of a Market Rate Ad- justment or any minimum wage law, shall not have their wage rate reduced due to the implementation of Article 22 and shall receive the annual general wage increases in section (a).
Part-Time Start Rates and Wage Increases in UPS Tentative Agreement

*The average UPS contribution for Part-Time Health & Welfare and Pension is \$22.80 per hour. Full family medical coverage and a defined benefit pension is unheard of in Part-Time employment.

#### DriveInDriveOut

##### Proud Deplorable
PS part-time “all others” will receive the following increases as part of the UPS Tentative Agreement.

New part-time start rates:

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.50 8/1/21: \$15.00 8/1/22: \$15.50

General Wage Increases (GWI) for all part-time employees who have attained seniority as of August 1, 2018:

8/1/18 = \$.70 8/1/19 = \$.75 8/1/20 = \$.80 8/1/21 = \$.90 8/1/22 = \$1.00

All part-time employees who have attained senior- ity as of August 1, 2018 and are at three (3) years or less in the “all others” progression:

EXAMPLE: Rachel is a part-time “all others” employee who has nine (9) months of seniority. She is currently making \$10.35 per hour. On August 1, 2018, Rachel will be eligible for the \$.70 raise and can make no less than the new start rate of \$13.00; and since the new start rate is higher than what
the raise will give Rachel, she will go to \$13.00. The same will hold true for August 1, 2019—the new start rate of \$14.00 will give Rachel a higher rate than the \$.75 GWI so she will go to \$14.00. Starting on August 1, 2020, however, the GWI will exceed the new start rates and so Rachel will receive the GWI for the duration of the contract, ending with a wage rate of \$16.70 on August 1, 2022.

In addition, Rachel will get health insurance for herself and for her spouse and children right away (after her nine months of service) rather than having to wait one full year.*

All part-time employees who have attained senior- ity as of August 1, 2018 and are at four (4) years in the “all others” progression:

8/1/18: \$13.20 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

(new start rate) (new start rate) (\$.80 GWI) (\$.90 GWI) (\$1.00 GWI)

EXAMPLE: Dave is a part-time “all others” em- ployee with four (4) years of seniority. He is cur- rently making \$12.50 per hour. Since the GWI will result in a higher wage rate than the new start rate, he will receive the GWI and go to \$13.20 on August 1, 2018. On August 1, 2019, the new start rate of \$14.00 will result in a higher wage than the GWI, so Dave will go to \$14.00. Dave will receive the remainder of the GWIs and will be at \$16.70 on August 1, 2020.

A five-year “all others” employee with a start date of May 1, 2013:

EXAMPLE: Phil began his career at UPS just prior to the beginning of the 2013-2018 contract and was eligible for the GWI and could make
no less than the progression in the contract. He started at \$8.50, went to \$10.00 on August 1, 2013 and is currently at \$13.80. Phil will get the GWIs and will be at a \$17.95 wage rate on August 1, 2022.

In addition, as a five (5) year part-timer, Phil be- comes a participant in the UPS Pension Plan, a defined benefit pension plan.* The UPS Pension Plan is improved under the Tentative Agreement,

with a benefit of \$60 per month/per year of cred- ited service and service pension of:

• \$2,275.00 per month at any age after 35 years of part-time credited service

• \$1,950.00 per month at any age after 30 years of part-time credited service

• \$1,625.00 per month at age 60 with 25 years of part-time credited service

• \$1,325.00 per month at any age with 25 years of part-time credited service

Unlike 401(k) plans, a defined benefit pension plan is a lifetime benefit.

Market Rate Adjustments and Minimum Wage Laws:

Seniority part-time employees as of August 1, 2018, who are receiving an hourly rate higher than set forth in Section (b), as a result of a Market Rate Ad- justment or any minimum wage law, shall not have their wage rate reduced due to the implementation of Article 22 and shall receive the annual general wage increases in section (a).
Part-Time Start Rates and Wage Increases in UPS Tentative Agreement

*The average UPS contribution for Part-Time Health & Welfare and Pension is \$22.80 per hour. Full family medical coverage and a defined benefit pension is unheard of in Part-Time employment.

#### smapple

##### Well-Known Member
PS part-time “all others” will receive the following increases as part of the UPS Tentative Agreement.

New part-time start rates:

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.50 8/1/21: \$15.00 8/1/22: \$15.50

General Wage Increases (GWI) for all part-time employees who have attained seniority as of August 1, 2018:

8/1/18 = \$.70 8/1/19 = \$.75 8/1/20 = \$.80 8/1/21 = \$.90 8/1/22 = \$1.00

All part-time employees who have attained senior- ity as of August 1, 2018 and are at three (3) years or less in the “all others” progression:

EXAMPLE: Rachel is a part-time “all others” employee who has nine (9) months of seniority. She is currently making \$10.35 per hour. On August 1, 2018, Rachel will be eligible for the \$.70 raise and can make no less than the new start rate of \$13.00; and since the new start rate is higher than what
the raise will give Rachel, she will go to \$13.00. The same will hold true for August 1, 2019—the new start rate of \$14.00 will give Rachel a higher rate than the \$.75 GWI so she will go to \$14.00. Starting on August 1, 2020, however, the GWI will exceed the new start rates and so Rachel will receive the GWI for the duration of the contract, ending with a wage rate of \$16.70 on August 1, 2022.

In addition, Rachel will get health insurance for herself and for her spouse and children right away (after her nine months of service) rather than having to wait one full year.*

All part-time employees who have attained senior- ity as of August 1, 2018 and are at four (4) years in the “all others” progression:

8/1/18: \$13.20 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

(new start rate) (new start rate) (\$.80 GWI) (\$.90 GWI) (\$1.00 GWI)

EXAMPLE: Dave is a part-time “all others” em- ployee with four (4) years of seniority. He is cur- rently making \$12.50 per hour. Since the GWI will result in a higher wage rate than the new start rate, he will receive the GWI and go to \$13.20 on August 1, 2018. On August 1, 2019, the new start rate of \$14.00 will result in a higher wage than the GWI, so Dave will go to \$14.00. Dave will receive the remainder of the GWIs and will be at \$16.70 on August 1, 2020.

A five-year “all others” employee with a start date of May 1, 2013:

EXAMPLE: Phil began his career at UPS just prior to the beginning of the 2013-2018 contract and was eligible for the GWI and could make
no less than the progression in the contract. He started at \$8.50, went to \$10.00 on August 1, 2013 and is currently at \$13.80. Phil will get the GWIs and will be at a \$17.95 wage rate on August 1, 2022.

In addition, as a five (5) year part-timer, Phil be- comes a participant in the UPS Pension Plan, a defined benefit pension plan.* The UPS Pension Plan is improved under the Tentative Agreement,

with a benefit of \$60 per month/per year of cred- ited service and service pension of:

• \$2,275.00 per month at any age after 35 years of part-time credited service

• \$1,950.00 per month at any age after 30 years of part-time credited service

• \$1,625.00 per month at age 60 with 25 years of part-time credited service

• \$1,325.00 per month at any age with 25 years of part-time credited service

Unlike 401(k) plans, a defined benefit pension plan is a lifetime benefit.

Market Rate Adjustments and Minimum Wage Laws:

Seniority part-time employees as of August 1, 2018, who are receiving an hourly rate higher than set forth in Section (b), as a result of a Market Rate Ad- justment or any minimum wage law, shall not have their wage rate reduced due to the implementation of Article 22 and shall receive the annual general wage increases in section (a).
Part-Time Start Rates and Wage Increases in UPS Tentative Agreement

*The average UPS contribution for Part-Time Health & Welfare and Pension is \$22.80 per hour. Full family medical coverage and a defined benefit pension is unheard of in Part-Time employment.

Thanks for the reply, I knew most of the information posted. My question was in relation to General Wage Increase vs Skilled Wage Increases for skilled positions within the Hub such as pick off and sort in the primary, and whether or not that specific wage increase is being eliminated completely. If yes then it just feels like those who had gotten that wage increase are pretty much staying at the same rate (+\$1GWI/-\$1SWI) for the year which seems pretty unfair since skilled hub employees' wage seems stagnant for the upcoming year, which is why I thought maybe I was missing or misunderstanding something since that seems like BS.

##### Starting wage is a waste of time.
PS part-time “all others” will receive the following increases as part of the UPS Tentative Agreement.

New part-time start rates:

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.50 8/1/21: \$15.00 8/1/22: \$15.50

General Wage Increases (GWI) for all part-time employees who have attained seniority as of August 1, 2018:

8/1/18 = \$.70 8/1/19 = \$.75 8/1/20 = \$.80 8/1/21 = \$.90 8/1/22 = \$1.00

All part-time employees who have attained senior- ity as of August 1, 2018 and are at three (3) years or less in the “all others” progression:

EXAMPLE: Rachel is a part-time “all others” employee who has nine (9) months of seniority. She is currently making \$10.35 per hour. On August 1, 2018, Rachel will be eligible for the \$.70 raise and can make no less than the new start rate of \$13.00; and since the new start rate is higher than what
the raise will give Rachel, she will go to \$13.00. The same will hold true for August 1, 2019—the new start rate of \$14.00 will give Rachel a higher rate than the \$.75 GWI so she will go to \$14.00. Starting on August 1, 2020, however, the GWI will exceed the new start rates and so Rachel will receive the GWI for the duration of the contract, ending with a wage rate of \$16.70 on August 1, 2022.

In addition, Rachel will get health insurance for herself and for her spouse and children right away (after her nine months of service) rather than having to wait one full year.*

All part-time employees who have attained senior- ity as of August 1, 2018 and are at four (4) years in the “all others” progression:

8/1/18: \$13.20 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

8/1/18: \$13.00 8/1/19: \$14.00 8/1/20: \$14.80 8/1/21: \$15.70 8/1/22: \$16.70

(new start rate) (new start rate) (\$.80 GWI) (\$.90 GWI) (\$1.00 GWI)

EXAMPLE: Dave is a part-time “all others” em- ployee with four (4) years of seniority. He is cur- rently making \$12.50 per hour. Since the GWI will result in a higher wage rate than the new start rate, he will receive the GWI and go to \$13.20 on August 1, 2018. On August 1, 2019, the new start rate of \$14.00 will result in a higher wage than the GWI, so Dave will go to \$14.00. Dave will receive the remainder of the GWIs and will be at \$16.70 on August 1, 2020.

A five-year “all others” employee with a start date of May 1, 2013:

EXAMPLE: Phil began his career at UPS just prior to the beginning of the 2013-2018 contract and was eligible for the GWI and could make
no less than the progression in the contract. He started at \$8.50, went to \$10.00 on August 1, 2013 and is currently at \$13.80. Phil will get the GWIs and will be at a \$17.95 wage rate on August 1, 2022.

In addition, as a five (5) year part-timer, Phil be- comes a participant in the UPS Pension Plan, a defined benefit pension plan.* The UPS Pension Plan is improved under the Tentative Agreement,

with a benefit of \$60 per month/per year of cred- ited service and service pension of:

• \$2,275.00 per month at any age after 35 years of part-time credited service

• \$1,950.00 per month at any age after 30 years of part-time credited service

• \$1,625.00 per month at age 60 with 25 years of part-time credited service

• \$1,325.00 per month at any age with 25 years of part-time credited service

Unlike 401(k) plans, a defined benefit pension plan is a lifetime benefit.

Market Rate Adjustments and Minimum Wage Laws:

Seniority part-time employees as of August 1, 2018, who are receiving an hourly rate higher than set forth in Section (b), as a result of a Market Rate Ad- justment or any minimum wage law, shall not have their wage rate reduced due to the implementation of Article 22 and shall receive the annual general wage increases in section (a).
Part-Time Start Rates and Wage Increases in UPS Tentative Agreement

*The average UPS contribution for Part-Time Health & Welfare and Pension is \$22.80 per hour. Full family medical coverage and a defined benefit pension is unheard of in Part-Time employment.
Wow Tony. It’s almost like you’re prepared for that.

#### IVE GOTTA PACKAGE 4U

##### *
Wow Tony. It’s almost like you’re prepared for that.
He isn't from the union

#### Tony Q

##### Well-Known Member
Thanks for the reply, I knew most of the information posted. My question was in relation to General Wage Increase vs Skilled Wage Increases for skilled positions within the Hub such as pick off and sort in the primary, and whether or not that specific wage increase is being eliminated completely. If yes then it just feels like those who had gotten that wage increase are pretty much staying at the same rate (+\$1GWI/-\$1SWI) for the year which seems pretty unfair since skilled hub employees' wage seems stagnant for the upcoming year, which is why I thought maybe I was missing or misunderstanding something since that seems like BS.
Those who have the dollar extra an hour will keep it. if its a pick off its yours as long as you stay in that position. If you decide to go back to the load you will lose it. For sorters, if you have it you keep it. If you are below the \$13 an hour threshold like 11 you will be slotted into the scenarios above. Anyone who is over the 13 an hour like say 20 dollars will still have to remain qualified. The new hires will also have to qualify for the sorter job. I know it is an annoying scenario, but UPS has been deskilling a lot of work for years. A 22.3 employee doesn't get the extra dollar if they are hired after 1982.

#### Tony Q

##### Well-Known Member
Wow Tony. It’s almost like you’re prepared for that.
Thats all copy and paste right there brother.

#### Tony Q

##### Well-Known Member
And he’s a she.
You figured me out. I am a female from Arizona. You would be very intimated by me!

#### Tony Q

##### Well-Known Member
At a cost of about \$68 dollars an hour at the end of this contract have fun selling this to the general public. Vote No, see what happens.

#### DriveInDriveOut

##### Proud Deplorable
At a cost of about \$68 dollars an hour at the end of this contract have fun selling this to the general public. Vote No, see what happens.
I will vote no.
You'll see what happens face.

The general public has nothing to do with this. They don't work here, they're no part of the negotiation process. Vote no, send these politicians back to the table.

Stop deflecting chump.

#### Tony Q

##### Well-Known Member
I will vote no.
You'll see what happens face.

The general public has nothing to do with this. They don't work here, they're no part of the negotiation process. Vote no, send these politicians back to the table.

Stop deflecting chump.
Hell yeah brother VOTE NO

#### browned out

##### Well-Known Member
I recorded the call, lost about 1 minute or so of audio because hardware blipped and had to reconnect. Let me know if you want it posted on youtube or upload to a link or something. Might have also blipped when I *3 to try to ask question, pretty disappointed didn't get to ask.

If anyone can help me with question, am I to understand they are getting rid of skilled raise i.e. sort dollar for primary workers? If so, someone making \$13 right now is actually making \$12 so loses sort dollar and gets bumped to \$13 because of new contract so effectively no raise? I'm pretty sure i'm getting this wrong and/or missing something.

If you could post to YouTube or Dropbox, that would be great.

#### smapple

##### Well-Known Member
Those who have the dollar extra an hour will keep it. if its a pick off its yours as long as you stay in that position. If you decide to go back to the load you will lose it. For sorters, if you have it you keep it. If you are below the \$13 an hour threshold like 11 you will be slotted into the scenarios above. Anyone who is over the 13 an hour like say 20 dollars will still have to remain qualified. The new hires will also have to qualify for the sorter job. I know it is an annoying scenario, but UPS has been deskilling a lot of work for years. A 22.3 employee doesn't get the extra dollar if they are hired after 1982.

Thanks for the info, makes sense. It just felt like the conference call was all over the place while reading off of bullet points, like at one moment saying they heard the complaints about weekends and is sticking to M-friend but then later saying it might be W-Sun in the future, or expanding/creating more jobs without addressing the problem of employee turn over rates in the hub, or talking about general wage increase while saying unskilled rate is eliminated which made me wonder about the skilled rate since it wasn't mentioned at all.

#### Tony Q

##### Well-Known Member
Thanks for the info, makes sense. It just felt like the conference call was all over the place while reading off of bullet points, like at one moment saying they heard the complaints about weekends and is sticking to M-friend but then later saying it might be W-Sun in the future, or expanding/creating more jobs without addressing the problem of employee turn over rates in the hub, or talking about general wage increase while saying unskilled rate is eliminated which made me wonder about the skilled rate since it wasn't mentioned at all.
That call was bullcrap. Don't read to much into it.

#### 542thruNthru

##### Well-Known Member
EXAMPLE: Dave is a part-time “all others” em- ployee with four (4) years of seniority. He is cur- rently making \$12.50 per hour. Since the GWI will result in a higher wage rate than the new start rate, he will receive the GWI and go to \$13.20 on August 1, 2018. On August 1, 2019, the new start rate of \$14.00 will result in a higher wage than the GWI, so Dave will go to \$14.00. Dave will receive the remainder of the GWIs and will be at \$16.70 on August 1, 2020.

So Dave will make 20c more an hour then a first year employee and then the next year he will make the same as a new employee. Do I have this right? So he will be there 6 years and make the same as a brand new employee. Good to know. Vote yes Dave!

#### smapple

##### Well-Known Member
If you could post to YouTube or Dropbox, that would be great.
I uploaded to vocaroo, just check my first post for the link.

nvm can't edit the opening post, here's link:

#### DriveInDriveOut

##### Proud Deplorable
EXAMPLE: Dave is a part-time “all others” em- ployee with four (4) years of seniority. He is cur- rently making \$12.50 per hour. Since the GWI will result in a higher wage rate than the new start rate, he will receive the GWI and go to \$13.20 on August 1, 2018. On August 1, 2019, the new start rate of \$14.00 will result in a higher wage than the GWI, so Dave will go to \$14.00. Dave will receive the remainder of the GWIs and will be at \$16.70 on August 1, 2020.

So Dave will make 20c more an hour then a first year employee and then the next year he will make the same as a new employee. Do I have this right? So he will be there 6 years and make the same as a brand new employee. Good to know. Vote yes Dave!
I heard Dave got hit by a car and died.
RIP Dan.