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New retirement vacation policy
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<blockquote data-quote="Signature Only" data-source="post: 3897326" data-attributes="member: 21043"><p>As I recall the company wanted control over the pension funds. They would leave the muti-employer Teamster plans across the country and substitute a "company only" plan. Control over investments would have been by equal numbers of union and company people like the Teamster plans but payouts at various years of service points would have been company set.</p><p></p><p>They were looking at $3000.00 per month after 30 years I think. We didn't want to see UPS get their hands on all that money with only the promise of "taking care of bar-unit employees" in the coming years.</p><p></p><p>Nobody trusted UPS to do the right thing as the years rolled on and looking at the current management benefits its crystal clear that those fears were well founded and the decision to strike was right.</p><p></p><p></p><p></p><p></p><p></p><p>QUOTE="Old Man Jingles, post: 3876880, member: 18222"]<span style="color: #ff0000">What would UPS be like to work for had the strike not occurred, when or if we would be a public company. </span></p><p>UPS was never an easy company to work for. It required dedication and compliance with many rules.</p><p>UPS put out in 2000-2003 several memos to employees that UPS would not be 'our' Paternal protector in regards to "hire to grave" that it had been. All UPS employees were considered part of a big family ... that was the culture.</p><p></p><p><span style="color: #ff0000">Would pt employees stayed full time, ( I understand there was a time all were ft) what would Wages for pt and ft and management be at current or below or higher. </span></p><p>I started in 1973 and there were P/T galore.</p><p>Wages would be pretty much the same as now for Union people ... way above industry average.</p><p>Market conditions have driven the Non-Union salaries and wages down to industry average.</p><p>Consequently, Non-operations management are not expected to work the hours like they did prior to 2003</p><p></p><p><span style="color: #ff0000">22.4s would they exist,etc. </span></p><p>22.3 would not exist in my opinion but 22.4 may have developed.</p><p></p><p><span style="color: #ff0000">Please elaborate as much as you care to or can give your experiences within the UPS system and culture. </span></p><p>When I started with UPS, the ratio of outside to P/T going friend/T was 1 to 1.</p><p>UPS told the P/T that they had to be in college and were expected to leave UPS when they graduated.</p><p>I was approached by UPS management as I approached graduation and they explained to me the benefits of going into friend/T Management so I stayed with UPS when it was offered. (I quit a friend/T Engineering job to go friend/T with UPS)</p><p></p><p>I think in the 1977 contract and in the early 80's, the expectations of a P/T going to friend/T driving began to progress in the direction it is today. I was in Personnel (Human Resources) for 4 years in the early 1980's and I never hired a P/T employee that was not a student except during Peak Season.</p><p>UPS was in a growth mode and so this worked out but as UPS expanded into the entire United States, the growth began to slow down in the early 90's (recession hurt too).</p><p>There was a huge gap between UPS and the Teamsters regarding the expectations of the P/T going into friend/T positions. UPS expected the P/T to leave after 4 or 5 years while the Union saw a progression into friend/T driving positions.</p><p>Both UPS and the Teamsters have adapted in various ways since then but the overall quality/threshold of the friend/T UPS Driver (according to long-held beliefs) has changed considerably since the P/T to friend/T progression rate has become almost totally Union P/T to Union friend/T.</p><p>I don't have any opinions on the downward spiral of the quality of UPS employees as it reflects the reality of today's competitive environment. It is what it is and it will be in the future what it has to be.</p></blockquote><p>[/QUOTE]</p>
[QUOTE="Signature Only, post: 3897326, member: 21043"] As I recall the company wanted control over the pension funds. They would leave the muti-employer Teamster plans across the country and substitute a "company only" plan. Control over investments would have been by equal numbers of union and company people like the Teamster plans but payouts at various years of service points would have been company set. They were looking at $3000.00 per month after 30 years I think. We didn't want to see UPS get their hands on all that money with only the promise of "taking care of bar-unit employees" in the coming years. Nobody trusted UPS to do the right thing as the years rolled on and looking at the current management benefits its crystal clear that those fears were well founded and the decision to strike was right. QUOTE="Old Man Jingles, post: 3876880, member: 18222"][COLOR=#ff0000]What would UPS be like to work for had the strike not occurred, when or if we would be a public company. [/COLOR] UPS was never an easy company to work for. It required dedication and compliance with many rules. UPS put out in 2000-2003 several memos to employees that UPS would not be 'our' Paternal protector in regards to "hire to grave" that it had been. All UPS employees were considered part of a big family ... that was the culture. [COLOR=#ff0000]Would pt employees stayed full time, ( I understand there was a time all were ft) what would Wages for pt and ft and management be at current or below or higher. [/COLOR] I started in 1973 and there were P/T galore. Wages would be pretty much the same as now for Union people ... way above industry average. Market conditions have driven the Non-Union salaries and wages down to industry average. Consequently, Non-operations management are not expected to work the hours like they did prior to 2003 [COLOR=#ff0000]22.4s would they exist,etc. [/COLOR] 22.3 would not exist in my opinion but 22.4 may have developed. [COLOR=#ff0000]Please elaborate as much as you care to or can give your experiences within the UPS system and culture. [/COLOR] When I started with UPS, the ratio of outside to P/T going friend/T was 1 to 1. UPS told the P/T that they had to be in college and were expected to leave UPS when they graduated. I was approached by UPS management as I approached graduation and they explained to me the benefits of going into friend/T Management so I stayed with UPS when it was offered. (I quit a friend/T Engineering job to go friend/T with UPS) I think in the 1977 contract and in the early 80's, the expectations of a P/T going to friend/T driving began to progress in the direction it is today. I was in Personnel (Human Resources) for 4 years in the early 1980's and I never hired a P/T employee that was not a student except during Peak Season. UPS was in a growth mode and so this worked out but as UPS expanded into the entire United States, the growth began to slow down in the early 90's (recession hurt too). There was a huge gap between UPS and the Teamsters regarding the expectations of the P/T going into friend/T positions. UPS expected the P/T to leave after 4 or 5 years while the Union saw a progression into friend/T driving positions. Both UPS and the Teamsters have adapted in various ways since then but the overall quality/threshold of the friend/T UPS Driver (according to long-held beliefs) has changed considerably since the P/T to friend/T progression rate has become almost totally Union P/T to Union friend/T. I don't have any opinions on the downward spiral of the quality of UPS employees as it reflects the reality of today's competitive environment. It is what it is and it will be in the future what it has to be.[/QUOTE] [/QUOTE]
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