New Video! What are supplements and can you change them?
- Thread starter RoswellHub
- Start date
Thanks again for another great video
Many of the members do not realize how important the supplement language is
They look at how much we're going to make in the master contract but they overlook many other things
Some locals don't even have paid health Care for retirees.
I think it's going to be a hard contract because too many people were worried about where is my retro check instead of the important things.
DriverNerd
Well-Known Member
Clickable links for the website and pdf.
www.upsteamstersunited.org
No idea this existed. I think this will keep me busy for a while.
Great video opening anyway!
UPS Supplements Comparison Tool
For the first time, rank-and-file UPSers have created a tool so members can compare language and rights across the different supplements and riders.
www.upsteamstersunited.org
No idea this existed. I think this will keep me busy for a while.
Great video opening anyway!
RoswellHub
Well-Known Member
Thank you!
RoswellHub
Well-Known Member
It just came out. I think it deserved its own video. Figured this would be the best way of doing it. Thank you btw!Clickable links for the website and pdf.
UPS Supplements Comparison Tool
For the first time, rank-and-file UPSers have created a tool so members can compare language and rights across the different supplements and riders.
No idea this existed. I think this will keep me busy for a while.
Great video opening anyway!
I have been lurking
Tired hubrat
Rage
I have been lurking
Tired hubrat
Where is my reto
You'll be lucky to have a job if we go on strike so start saving your money.
FozziesDeliveries
Well-Known Member
This supplement comparison tool is awesome! I fall under the central supplement and thought our supplement was hot garbage. A few things are better than i thought though. Time to tell my coworkers about it so we can educate ourselves more!
I have been lurking
Tired hubrat
What's a supplement?
I have been lurking
Tired hubrat
Damn, 710 is better
RoswellHub
Well-Known Member
Discharge language for the most part is the same across the country just worded differently. Even 804 just has
- Drinking
- Proven or Admitted Dishonesty
BigUnionGuy
Got the T-Shirt
browned out
Well-Known Member
This is National Agreement UPS IBT language. It is garbage and needs to be changed.
Article 20 Section 3. Third Doctor Procedure The Employer reserves the right to select its own medical examiner or doctor and the Union may, if it believes an injustice has been done an employee, have said employee re-examined at the employee’s expense. If the two (2) doctors disagree, the Employer and the Union shall mutually agree upon a third (3rd) doctor within ten (10) working days, whose decision shall be final and binding on the the Union and the employee. Neither the Employer nor the Union will attempt to circumvent the decision of the third (3rd) doctor and the expense of the third doctor shall be equally divided between the Employer and the Union. If the third (3rd) doctor agrees that the employee should be returned to work, the employee shall be reimbursed at his/her daily guarantee, less any other monies received back to the date of the examination by the Company doctor. It shall exclude any time the employee was not available for examination or work.
So if you have been a thorn in the side of a certain union local leader i:e: Betty R friend in PA; UPS and the local will decide your 3rd doctor. You will have no say in the matter. The language needs to be changed to something along the lines of what FEDEX Airlines/ALPA agreement states:
b. If the second physician disagrees with the opinion of the Company’s aeromedical advisor, a Medical Review Panel (hereinafter MRP) shall be convened to decide whether the pilot, in their opinion, meets the standards for holding and exercising the privileges of the pilot’s medical certificate. Pending the MRP’s determination, the pilot shall be placed or remain on sick leave, disability or medical leave of absence, as applicable.
b. If the second physician disagrees with the opinion of the Company’s aeromedical advisor, a Medical Review Panel (hereinafter MRP) shall be convened to decide whether the pilot, in their opinion, meets the standards for holding and exercising the privileges of the pilot’s medical certificate. Pending the MRP’s determination, the pilot shall be placed or remain on sick leave, disability or medical leave of absence, as applicable.
An MRP shall be composed of the Company’s aeromedical advisor, the physician engaged by the pilot as provided in this paragraph, and a third physician qualified to determine the medical issue in question. The third physician shall be selected by agreement between the Company’s aeromedical advisor and the pilot’s physician.
Or Delta/ALPA agreement:
If the PME (Pilot's Medical Examiner) does not concur with the CME (Company Medical Examiner), the pilot may initiate further review by making a written request to the Senior Vice President-Flight Operations within 30 days of the PME’s determination. The review will consist of a medical evaluation performed by the NME, preferably a specialist. The NME will be selected by the CME and the PME. The NME will be advised as to physical standards required to hold a First Class Medical by both the DHS and the ALPA Aeromedical Advisor.
Not by the company and the union. By the company and the pilot's physician. Or the company and the package car driver's physician. There is no way that the union and the company should pick the 3rd doctor.
Google Pettit v. Delta to see how important the 3rd doctor selection process is.
Article 20 Section 3. Third Doctor Procedure The Employer reserves the right to select its own medical examiner or doctor and the Union may, if it believes an injustice has been done an employee, have said employee re-examined at the employee’s expense. If the two (2) doctors disagree, the Employer and the Union shall mutually agree upon a third (3rd) doctor within ten (10) working days, whose decision shall be final and binding on the the Union and the employee. Neither the Employer nor the Union will attempt to circumvent the decision of the third (3rd) doctor and the expense of the third doctor shall be equally divided between the Employer and the Union. If the third (3rd) doctor agrees that the employee should be returned to work, the employee shall be reimbursed at his/her daily guarantee, less any other monies received back to the date of the examination by the Company doctor. It shall exclude any time the employee was not available for examination or work.
So if you have been a thorn in the side of a certain union local leader i:e: Betty R friend in PA; UPS and the local will decide your 3rd doctor. You will have no say in the matter. The language needs to be changed to something along the lines of what FEDEX Airlines/ALPA agreement states:
b. If the second physician disagrees with the opinion of the Company’s aeromedical advisor, a Medical Review Panel (hereinafter MRP) shall be convened to decide whether the pilot, in their opinion, meets the standards for holding and exercising the privileges of the pilot’s medical certificate. Pending the MRP’s determination, the pilot shall be placed or remain on sick leave, disability or medical leave of absence, as applicable.
b. If the second physician disagrees with the opinion of the Company’s aeromedical advisor, a Medical Review Panel (hereinafter MRP) shall be convened to decide whether the pilot, in their opinion, meets the standards for holding and exercising the privileges of the pilot’s medical certificate. Pending the MRP’s determination, the pilot shall be placed or remain on sick leave, disability or medical leave of absence, as applicable.
An MRP shall be composed of the Company’s aeromedical advisor, the physician engaged by the pilot as provided in this paragraph, and a third physician qualified to determine the medical issue in question. The third physician shall be selected by agreement between the Company’s aeromedical advisor and the pilot’s physician.
Or Delta/ALPA agreement:
If the PME (Pilot's Medical Examiner) does not concur with the CME (Company Medical Examiner), the pilot may initiate further review by making a written request to the Senior Vice President-Flight Operations within 30 days of the PME’s determination. The review will consist of a medical evaluation performed by the NME, preferably a specialist. The NME will be selected by the CME and the PME. The NME will be advised as to physical standards required to hold a First Class Medical by both the DHS and the ALPA Aeromedical Advisor.
Not by the company and the union. By the company and the pilot's physician. Or the company and the package car driver's physician. There is no way that the union and the company should pick the 3rd doctor.
Google Pettit v. Delta to see how important the 3rd doctor selection process is.
Last edited:
browned out
Well-Known Member
Here is the
language in the Central Region.(a) dishonesty; (an employee’s failure to accurately recall details during an investigatory interview shall not by itself be considered dishonesty) - - (b) drinking of, or under the influence of alcoholic beverage or narcotics during the workday pursuant to National (c) personal possession or use of drugs, marijuana or L. S. D. during the workday pursuant to National Master Article 35; (d) serious accidents pursuant to National Master Article 18, Section 3; (e) the carrying of unauthorized passengers while on the job; (friend) failure to report an accident that the driver had or should have had knowledge of; (g) an avoidable runaway accident; (h) failure to turn in all monies collected on that day; or,
(i) other cardinal offenses, the Company and the Union agree that there are offenses where an employee may be suspended in lieu of discharge. Discharge under this subsection should only be used in situations where the employee’s actions are so egregious that he/ she needs to be removed from the workplace immediately to protect employees, customers, and/or the Company. When an employee is removed from service, the Union will be notified by the District Labor Manager or his/her Labor designee.
UPS discharges employees for a multitude of non sensical reasons in the Central. UPS Labor abuses this language excessively. This "OTHER CARDINAL OFFENSES" needs to go.
RoswellHub
Well-Known Member
I agree! Someone told me that it was taken out, but I guess they were wrong. That language is super toxic.Here is the
(a) dishonesty; (an employee’s failure to accurately recall details during an investigatory interview shall not by itself be considered dishonesty) - - (b) drinking of, or under the influence of alcoholic beverage or narcotics during the workday pursuant to National (c) personal possession or use of drugs, marijuana or L. S. D. during the workday pursuant to National Master Article 35; (d) serious accidents pursuant to National Master Article 18, Section 3; (e) the carrying of unauthorized passengers while on the job; (friend) failure to report an accident that the driver had or should have had knowledge of; (g) an avoidable runaway accident; (h) failure to turn in all monies collected on that day; or,
(i) other cardinal offenses, the Company and the Union agree that there are offenses where an employee may be suspended in lieu of discharge. Discharge under this subsection should only be used in situations where the employee’s actions are so egregious that he/ she needs to be removed from the workplace immediately to protect employees, customers, and/or the Company. When an employee is removed from service, the Union will be notified by the District Labor Manager or his/her Labor designee.
UPS discharges employees for a multitude of non sensical reasons in the Central. UPS Labor abuses this language excessively. This "OTHER CARDINAL OFFENSES" needs to go.
