Prorates vacation days. If you take two weeks vacaton in january and quit the company in february you would end up paying some of the vacation money back to the company.
upsidebrown some have had a problem with this rule to me I am not affected. I have no plan to leave the company anytime soon and I generally spread my vacations out throughout the year. When I retire I will still be able to take all my vacations due me that year.
Thanks for the clarification.
I know quite a few folks that have quit lately, the company is telling them that when they went into management, they were paid off for all time on the books. This wasn't the case with me or any of the people that I know that came from an hourly position. If you sign this, you are in agreement that you were either paid for, or are giving up the vacation time you earned as an hourly. I, for one will refuse to sign this unless I am paid for the vacation I had coming to me as a driver prior to going into management.
If anyone has anymore information on this, please let me know.
Feederdude: I agree with you. I'm not sure how Corporate is getting away with changing the rules midstream and not paying off what is owed. This doesn't apply only to management employees but to all non-union employees.
And tieguy - you can check a clerical handbook, but it says that employees earn next year's vacation this year, so, in the year 2002 all administrative employees were earning their 2003 vacations. Now Corporate is saying that they need to re-earn those same vacation weeks.
Management has followed the same guidelines, but, again, the rules have been changed.
You're right in the respect that if you aren't leaving it really doesn't have an impact, but, it is still far from above board.
I would agree that it should not affect those already on the payroll who have already accrued vacations. I'd be interested to see if someone pushes the issue through the EHP process to an arbitrator.
*** Feederdude I had not heard that this ruling has anything to do with making the transition from hourly to management. ******
Tieguy and SMF0605,
I am, and will continue to be comitted to the sucess of UPS, but it seems that the flood of B.S. keeps rolling our way. This vacation accrual situation has me scratching my head. From the day we all started at U.P.S. we didn't get a vacation during the first year, this time was working towards the vacation time you were to take the second year, then when you decide to leave U.P.S., all time that you had earned for the current year should be paid in full. This form that is being issued is telling us that we no longer have the time on the books(which never changed during my employment), that we may owe the company $$$ if we haven't accrued enough time. This is an outrage, and I ask that we all tell the H.R. managers NO, we aren't going to take it anymore.
enough of my rambling.
I'm glad there are others that feel like I do. We get PCM's/email about everything from changes in contract language to driver releasing Omaha Steaks but NOTHING on this! I was told to print and sign. As far as filing a corporate complaint, I think you're asking to have a bull's eye put on your back. If we own the company, manage the company, and still believe in the company then how come we aren't doing something about our greivances?
UNITED PARCEL SERVICE INC (UPS)
ITEM 5. OTHER EVENTS.
A second fourth-quarter item involved the manner in which employees earn vacation pay. UPS modified its vacation plan to specify that vacation time is earned during the year, as opposed to automatically being credited when the new year begins. The change estimated a $197 million accrued liability as UPS closed its books on 2002.
I have absolutely no problem submitting to this change, as soon as I am paid for the vacations accrued from last year. Again, I know it's easy for me to suggest rocking the boat, however I won't sign this away, up to and including discharge.
SO what is the answer. One on one, none of you stand a chance with UPS. Even if all of you band together you really will have a fight on your hands. Hell, look at my case, even with the Teamsters "looking out for my best intrests" I got rooked out of 6 years of service. So what do you do?
This is a form of theft. Could you imagine if you attempted to short one of your employees time owed. UPS would hand you your butt.And accrued time is not a discretionary benefit. If we act like lambs, we will end up chops. I don't like to sound like an organizer, but if we together let corporate know how we feel, maybe we will be treated like PARTNERS. When the ERI is taken, remember this kind of action.
smf0605: Naive? Hardly - I just do my research BEFORE I post something on a site for all to see......and I don't resort to name calling if I disagree with another post.
Let me help you out with a comparison - car insurance. Let's say that you have a policy for many years with the same insurance company with really low rates. Over those years, you pay out a lot of cash to keep that policy. Then you have a wreck that is your fault, you total your car, and damage another car. Can they cancel you? Absolutely. If you read your policy, it will be in the "fine print" that they may cancel you at anytime with notice.
Now lets look at the UPS benefit plans - all of them. They all have disclaimers in the "fine print" that UPS has the right to change the plans at their discretion. Hence, their right to change the vacation plan.
Before you insult someone's intelligence again, you might want to do your homework.