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UPS Union Issues
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<blockquote data-quote="DELACROIX" data-source="post: 3660409" data-attributes="member: 49065"><p>If this current language goes through is it a possibility that on Mondays they can put every RPCD on call and not work the lower seniority ones. </p><p></p><p>If these new hybrid drivers are on their own seniority list and listed as a new classification, will overall seniority apply in case of lay off.</p><p></p><p>Most of the lower seniority RPCDs will be leaving progression soon long before this coming contract expires. It would be a great money saver to reduce their 40 hour workweek that reduce these newer 22.4 drivers who will be on the most part hired off the street or filled by lower seniority part timers. Add that they will be under progression and even if they reach top pay in their classification they will always be making 6 dollars less that the RPCD doing the same work.</p><p></p><p>Apparently these new 22.4's are going to be bid similar to the 22.3's, different time shifts and descriptive inside work. That is great for the company as far as controlling costs by reducing everybody's overtime, part time and full time. They could technically bid them much like the feeder department annually depending on the needs of the company.</p><p></p><p>The physical/mental demands of these new full time jobs will be designed for the younger workforce, the older part time member who never went into the 22.3s will not be interested. Any RPCD will not want any part of that flexible combo work and that possible 1 1/2 gap between shifts. </p><p></p><p>One of the reasons for the 1 and 1/2 year delay in creating these positions could be that the lower seniority RPCDs for the most part haven't left progression and reached full pay. Once that time frame has passed it would be feasible for the company to start using the "as long as work is available" loophole to their best advantage.</p></blockquote><p></p>
[QUOTE="DELACROIX, post: 3660409, member: 49065"] If this current language goes through is it a possibility that on Mondays they can put every RPCD on call and not work the lower seniority ones. If these new hybrid drivers are on their own seniority list and listed as a new classification, will overall seniority apply in case of lay off. Most of the lower seniority RPCDs will be leaving progression soon long before this coming contract expires. It would be a great money saver to reduce their 40 hour workweek that reduce these newer 22.4 drivers who will be on the most part hired off the street or filled by lower seniority part timers. Add that they will be under progression and even if they reach top pay in their classification they will always be making 6 dollars less that the RPCD doing the same work. Apparently these new 22.4's are going to be bid similar to the 22.3's, different time shifts and descriptive inside work. That is great for the company as far as controlling costs by reducing everybody's overtime, part time and full time. They could technically bid them much like the feeder department annually depending on the needs of the company. The physical/mental demands of these new full time jobs will be designed for the younger workforce, the older part time member who never went into the 22.3s will not be interested. Any RPCD will not want any part of that flexible combo work and that possible 1 1/2 gap between shifts. One of the reasons for the 1 and 1/2 year delay in creating these positions could be that the lower seniority RPCDs for the most part haven't left progression and reached full pay. Once that time frame has passed it would be feasible for the company to start using the "as long as work is available" loophole to their best advantage. [/QUOTE]
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