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Skilled labor question.....
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<blockquote data-quote="hondo" data-source="post: 262758" data-attributes="member: 8661"><p>Your Majesty, I suggest discussing this with a steward, <strong>immediately</strong>. Apparently in some areas with PAS, UPS no longer considers preloader a skilled position. I believe it has been successfully argued that job title/classification takes precedence over technology. This fight may have already been won in your building. Once you're better informed on local practices, go to your FT manager and tell him/her you want your skilled pay rate (I get the feeling HR put your concerns in the good ole circular file) and any back pay due.</p><p></p><p>If you don't want to file unless as a last resort, you may have to settle for only the raise, no back pay. If you do file, you may only be eligible for back pay going back a certain time period, like 2 weeks or 30 days or something like that, so it's imperative you get moving on this. And like 9.5+ said, there could be a penalty imposed on UPS if they fail to cough it up in a timely manner (I believe it's 1.5 times discrepancy here in Chicago). Also, the method of restitution may come up. They may add time (money) to your regular checks for a while or if the $$$ are enough, they may issue a "green" check and you'll need to know if you can specify the tax rate on that (I think they used to be taxed at a higher rate than your regular pay). BTW, that $1/hr is less than peanuts in the big scheme of things at UPS.</p></blockquote><p></p>
[QUOTE="hondo, post: 262758, member: 8661"] Your Majesty, I suggest discussing this with a steward, [B]immediately[/B]. Apparently in some areas with PAS, UPS no longer considers preloader a skilled position. I believe it has been successfully argued that job title/classification takes precedence over technology. This fight may have already been won in your building. Once you're better informed on local practices, go to your FT manager and tell him/her you want your skilled pay rate (I get the feeling HR put your concerns in the good ole circular file) and any back pay due. If you don't want to file unless as a last resort, you may have to settle for only the raise, no back pay. If you do file, you may only be eligible for back pay going back a certain time period, like 2 weeks or 30 days or something like that, so it's imperative you get moving on this. And like 9.5+ said, there could be a penalty imposed on UPS if they fail to cough it up in a timely manner (I believe it's 1.5 times discrepancy here in Chicago). Also, the method of restitution may come up. They may add time (money) to your regular checks for a while or if the $$$ are enough, they may issue a "green" check and you'll need to know if you can specify the tax rate on that (I think they used to be taxed at a higher rate than your regular pay). BTW, that $1/hr is less than peanuts in the big scheme of things at UPS. [/QUOTE]
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