Staffing for New Year's Eve

[dilligaf]

December 31 is a UPS Holiday, so this clear Contract language below applies.

Article 40 language overrides any language that may be in a Supplement.

There is no mention of Casuals working.

ARTICLE 40. AIR OPERATION
Section 1 - Air Drivers
(j) Holiday Work
When it is necessary to provide air service on holidays, the following procedure shall be used:

(1) The Employer shall offer this work in seniority order to full-time air drivers who have worked at least one (1) day that week before offering it to part-time air drivers.

(2) When the scheduling needs cannot be met using the above provision, the Employer shall have the right to force part-time air drivers and then full-time air drivers to work starting in reverse order of seniority. If after exhausting the above steps scheduling needs are still not met, the Employer shall offer the work in seniority order within the package driver classification.

If more drivers are still needed the reverse seniority order concept will be used for package drivers. Package car drivers who work on a holiday may make a written request for an eight (8) hour guarantee. Such written request shall be made the last work day prior to the holiday. All time worked by these drivers on a holiday will be paid at the Supplemental holiday rate.

(4) Air drivers and support employees scheduled on a holiday to ensure air service to the customer, including time performing incidental work, shall receive straight-time for all hours worked up to eight (8) hours in addition to the holiday pay. Overtime provisions shall apply if the employee works over eight (8) hours.

Please note that FT air drivers apply to 22.3's and not FT pkg.

 

[dilligaf]

I think its important to remember that we have been, and continue to be under the same contract since 2007. Any sudden policy changes that occur are simply invalid. Nothing in the agreement has changed. I'm sure your center team would prefer lower paid casuals, and air drivers to work these days. That way they save money. But to bad they don't make the rules.

Sign the list, show up to work and if you are sent home you can grieve to be paid for the hours any lower seniority driver works. Once your center team's little scheme is discovered by the labor manager when he pays your grievance, that will be the end of the "new" way of doing things.

And realize if no one grieves it the "new" way will continue to exist. That is the thing about any contractual violation, big or small. If it is not documented in writing through a grievance then it never occurred. The company continues to push the limits as to what is allowed to exist. They are so focused and driven by numbers for the shareholders, that common sense and good business practices have taken a back seat to the bottom line. Irregardless of how it is attained.

I urge you to be vigilant of any "new" changes that are attempted to be implemented. Read your contract and local supplement. Familiarize yourself with it. Each time you read it you will discover something new you were not aware of. It is our responsibility to be knowledgeable hard working employees. As much as we would like to have someone else stand up for us and tell us what is allowed to exist. We need to take on that task ourselves.

People say that the unions time has come and gone in our country. I say that is quite to the contrary. In this day of out sourcing, lobbying, down sizing, etc. Along with the daily struggle in the work place, there has never been more of a need for unions and a united workforce. If you doubt me just imagine UPS as it is now during the "free" period. Helpers, runners, golf cart & bicycle deliveries. No 9.5 protection, 60 hr work weeks. It would be like that or worse all year long. For me that's not a place I want to work. So I am going to do my part to protect what we do have. For myself, my family, and for all future UPS'ers.

You are right about 2007 albeit Dec/2007. The contract, technically did not go into effect until Jan 1, 2008.

 

[JonFrum]

You are right about 2007 albeit Dec/2007. The contract, technically did not go into effect until Jan 1, 2008.

After a delay to allow five rejected Supplements to be improved and revoted, the Contract went into effect on December 19, 2007, the Date of Ratification. See the front cover, the inside cover, and Article 45.

ARTICLE 45. DURATION
Section 1.
"This Agreement shall be in full force and effect from ratification of this Agreement to and including July 31, 2013 . . ."

 

[dilligaf]

After a delay to allow five rejected Supplements to be improved and revoted, the Contract went into effect on December 19, 2007, the Date of Ratification. See the front cover, the inside cover, and Article 45.

ARTICLE 45. DURATION
Section 1.
"This Agreement shall be in full force and effect from ratification of this Agreement to and including July 31, 2013 . . ."

I know but not all parts of the language went into effect until Jan 1. Just sayin..............................




It was the pay that didn't go into effect until Jan 1.