I have to disagree with this. Full timers have made the decision that UPS will be their career and most will invest 30 years (or more) in this career so UPS will invest in them through a health care package without rival in our industry. Part timers, as a rule, usually do not intend to make UPS their career, for whatever reason, whether it be spending money while going to school or simply working here for the benefits that their other job does not offer. Health care benefits are not cheap which begs the question of whether UPS should invest as heavily in those individuals who are here for the relatively short term. I would have to say "no" and would think that, with the new extended waiting periods, both the company and the Teamsters would agree.
I would love to see a new pay scale for those part-timers who do not wish to take the health care coverage (usually those college students still covered by Mommy and Daddy) or who may have a spouse who is covered at their place of employment. I would think an additional $2-3 per hour would suffice.
First, if someone has outside coverage that would be their primary coverage, with UPS benefits listed as a secondary coverage.
Second, since part-timers tend to be younger and healthier, don't you think coverage costs less for them? And helps lower the overall cost per employee?
Third, what happens if outside coverage is lost (mommy and daddy or spouse loses coverage), or a girlfriend or wife gets knocked up? Life happens. What then, do they have to give up $2-3/hour? Quit and go on public aid/welfare?
Fourth, what about part-timers stuck with a long wait for a full-time job (I'm sure that's never happened @ UPS)
Health care benefits are one of the reasons for union representation. It's part of the package, man. If you're so concerned about part-timers not being adequately compensated if they don't "wish to take" the health care coverage, why don't you take it upon yourself to find them a non-union job that pays better?
I hope you can see the mess that would be created by two-tier pay/benefit packages.