"Top 10 Reasons To Vote No" Information Is Now Obsolete

BrownRecycler

Well-Known Member
It looks like the "The Top Ten Reasons To Vote No" information is now obsolete. August 3, 2018

Tentative Agreement Strengthens Protections Against Harassment, Excessive Overtime - UPS Rising

Harrassment

New Proposed

Under Article 37, Section 1 (a), there is stronger grievance enforcement for harassment with a sitting arbitrator and monetary penalties of up to three (3) times the employee’s daily guarantee. The sitting arbitrator will prevent UPS from delaying a deadlocked grievance while going through regular arbitration, eliminating a very lengthy process.

Before

Grievances not resolved by the Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be comprised of an equal number of Union and Employer representatives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Committee. Cases will be presented and decided in accordance with Article 8 and the National Grievance Committee Rules of Procedure

9.5 / Excessive Overtime

New Proposed

  • Article 37, Section 1 (c): New procedure makes it easier to get on or off the overtime (9.5) list. The union will control the process
  • Two five (5) month periods for getting on the list through the union, in addition to getting on or off the list at any time (except during the November 15-January 15 peak period) in between with one week’s notice to UPS.
  • In buildings that utilize 22.4 combination drivers, all regular package car drivers will be eligible for 9.5 protection regardless of seniority or route assignment.
  • The language on repeated violations is stronger in the tentative agreement; the current “three violations in five months” has been changed to four times in a calendar year, and that will now trigger a review by higher-level representatives of the union and company than the current process.

    Before

    The Union shall circulate and collect the names of package drivers who wish to be covered by the provisions of this Section twice each year. These lists shall be provided to the Company by January 5 and June 5 of each year The “opt-in” lists provided by the Union shall become effective on January 15th and June 15th. A driver may add or delete his/her name from the list at any time, with one week’s notice to the Employer.
 

Slug Life

When do we eat?
It looks like the "The Top Ten Reasons To Vote No" information is now obsolete. August 3, 2018

Tentative Agreement Strengthens Protections Against Harassment, Excessive Overtime - UPS Rising

Harrassment

New Proposed

Under Article 37, Section 1 (a), there is stronger grievance enforcement for harassment with a sitting arbitrator and monetary penalties of up to three (3) times the employee’s daily guarantee. The sitting arbitrator will prevent UPS from delaying a deadlocked grievance while going through regular arbitration, eliminating a very lengthy process.

Before

Grievances not resolved by the Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be comprised of an equal number of Union and Employer representatives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Committee. Cases will be presented and decided in accordance with Article 8 and the National Grievance Committee Rules of Procedure

9.5 / Excessive Overtime

New Proposed

  • Article 37, Section 1 (c): New procedure makes it easier to get on or off the overtime (9.5) list. The union will control the process
  • Two five (5) month periods for getting on the list through the union, in addition to getting on or off the list at any time (except during the November 15-January 15 peak period) in between with one week’s notice to UPS.
  • In buildings that utilize 22.4 combination drivers, all regular package car drivers will be eligible for 9.5 protection regardless of seniority or route assignment.
  • The language on repeated violations is stronger in the tentative agreement; the current “three violations in five months” has been changed to four times in a calendar year, and that will now trigger a review by higher-level representatives of the union and company than the current process.

    Before

    The Union shall circulate and collect the names of package drivers who wish to be covered by the provisions of this Section twice each year. These lists shall be provided to the Company by January 5 and June 5 of each year The “opt-in” lists provided by the Union shall become effective on January 15th and June 15th. A driver may add or delete his/her name from the list at any time, with one week’s notice to the Employer.
You are joking right? Or is trolling your thing?
 

DirtySouth

Well-Known Member
It looks like the "The Top Ten Reasons To Vote No" information is now obsolete. August 3, 2018

Tentative Agreement Strengthens Protections Against Harassment, Excessive Overtime - UPS Rising

Harrassment

New Proposed

Under Article 37, Section 1 (a), there is stronger grievance enforcement for harassment with a sitting arbitrator and monetary penalties of up to three (3) times the employee’s daily guarantee. The sitting arbitrator will prevent UPS from delaying a deadlocked grievance while going through regular arbitration, eliminating a very lengthy process.

Before

Grievances not resolved by the Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be comprised of an equal number of Union and Employer representatives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Committee. Cases will be presented and decided in accordance with Article 8 and the National Grievance Committee Rules of Procedure

9.5 / Excessive Overtime

New Proposed

  • Article 37, Section 1 (c): New procedure makes it easier to get on or off the overtime (9.5) list. The union will control the process
  • Two five (5) month periods for getting on the list through the union, in addition to getting on or off the list at any time (except during the November 15-January 15 peak period) in between with one week’s notice to UPS.
  • In buildings that utilize 22.4 combination drivers, all regular package car drivers will be eligible for 9.5 protection regardless of seniority or route assignment.
  • The language on repeated violations is stronger in the tentative agreement; the current “three violations in five months” has been changed to four times in a calendar year, and that will now trigger a review by higher-level representatives of the union and company than the current process.

    Before

    The Union shall circulate and collect the names of package drivers who wish to be covered by the provisions of this Section twice each year. These lists shall be provided to the Company by January 5 and June 5 of each year The “opt-in” lists provided by the Union shall become effective on January 15th and June 15th. A driver may add or delete his/her name from the list at any time, with one week’s notice to the Employer.

I know it's Saturday, but you really shouldn't be drinking before 9:00 AM.
 

Same ol crap

Well-Known Member
It looks like the "The Top Ten Reasons To Vote No" information is now obsolete. August 3, 2018

Tentative Agreement Strengthens Protections Against Harassment, Excessive Overtime - UPS Rising

Harrassment

New Proposed

Under Article 37, Section 1 (a), there is stronger grievance enforcement for harassment with a sitting arbitrator and monetary penalties of up to three (3) times the employee’s daily guarantee. The sitting arbitrator will prevent UPS from delaying a deadlocked grievance while going through regular arbitration, eliminating a very lengthy process.

Before

Grievances not resolved by the Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be comprised of an equal number of Union and Employer representatives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Committee. Cases will be presented and decided in accordance with Article 8 and the National Grievance Committee Rules of Procedure

9.5 / Excessive Overtime

New Proposed

  • Article 37, Section 1 (c): New procedure makes it easier to get on or off the overtime (9.5) list. The union will control the process
  • Two five (5) month periods for getting on the list through the union, in addition to getting on or off the list at any time (except during the November 15-January 15 peak period) in between with one week’s notice to UPS.
  • In buildings that utilize 22.4 combination drivers, all regular package car drivers will be eligible for 9.5 protection regardless of seniority or route assignment.
  • The language on repeated violations is stronger in the tentative agreement; the current “three violations in five months” has been changed to four times in a calendar year, and that will now trigger a review by higher-level representatives of the union and company than the current process.

    Before

    The Union shall circulate and collect the names of package drivers who wish to be covered by the provisions of this Section twice each year. These lists shall be provided to the Company by January 5 and June 5 of each year The “opt-in” lists provided by the Union shall become effective on January 15th and June 15th. A driver may add or delete his/her name from the list at any time, with one week’s notice to the Employer.
It looks like the "The Top Ten Reasons To Vote No" information is now obsolete. August 3, 2018

Tentative Agreement Strengthens Protections Against Harassment, Excessive Overtime - UPS Rising

Harrassment

New Proposed

Under Article 37, Section 1 (a), there is stronger grievance enforcement for harassment with a sitting arbitrator and monetary penalties of up to three (3) times the employee’s daily guarantee. The sitting arbitrator will prevent UPS from delaying a deadlocked grievance while going through regular arbitration, eliminating a very lengthy process.

Before

Grievances not resolved by the Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be comprised of an equal number of Union and Employer representatives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Committee. Cases will be presented and decided in accordance with Article 8 and the National Grievance Committee Rules of Procedure

9.5 / Excessive Overtime

New Proposed

  • Article 37, Section 1 (c): New procedure makes it easier to get on or off the overtime (9.5) list. The union will control the process
  • Two five (5) month periods for getting on the list through the union, in addition to getting on or off the list at any time (except during the November 15-January 15 peak period) in between with one week’s notice to UPS.
  • In buildings that utilize 22.4 combination drivers, all regular package car drivers will be eligible for 9.5 protection regardless of seniority or route assignment.
  • The language on repeated violations is stronger in the tentative agreement; the current “three violations in five months” has been changed to four times in a calendar year, and that will now trigger a review by higher-level representatives of the union and company than the current process.

    Before

    The Union shall circulate and collect the names of package drivers who wish to be covered by the provisions of this Section twice each year. These lists shall be provided to the Company by January 5 and June 5 of each year The “opt-in” lists provided by the Union shall become effective on January 15th and June 15th. A driver may add or delete his/her name from the list at any time, with one week’s notice to the Employer.
You must be kidding, i guess you can't fix stupid.
 
It looks like the "The Top Ten Reasons To Vote No" information is now obsolete. August 3, 2018

Tentative Agreement Strengthens Protections Against Harassment, Excessive Overtime - UPS Rising

Harrassment

New Proposed

Under Article 37, Section 1 (a), there is stronger grievance enforcement for harassment with a sitting arbitrator and monetary penalties of up to three (3) times the employee’s daily guarantee. The sitting arbitrator will prevent UPS from delaying a deadlocked grievance while going through regular arbitration, eliminating a very lengthy process.

Before

Grievances not resolved by the Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be comprised of an equal number of Union and Employer representatives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Committee. Cases will be presented and decided in accordance with Article 8 and the National Grievance Committee Rules of Procedure

9.5 / Excessive Overtime

New Proposed

  • Article 37, Section 1 (c): New procedure makes it easier to get on or off the overtime (9.5) list. The union will control the process
  • Two five (5) month periods for getting on the list through the union, in addition to getting on or off the list at any time (except during the November 15-January 15 peak period) in between with one week’s notice to UPS.
  • In buildings that utilize 22.4 combination drivers, all regular package car drivers will be eligible for 9.5 protection regardless of seniority or route assignment.
  • The language on repeated violations is stronger in the tentative agreement; the current “three violations in five months” has been changed to four times in a calendar year, and that will now trigger a review by higher-level representatives of the union and company than the current process.

    Before

    The Union shall circulate and collect the names of package drivers who wish to be covered by the provisions of this Section twice each year. These lists shall be provided to the Company by January 5 and June 5 of each year The “opt-in” lists provided by the Union shall become effective on January 15th and June 15th. A driver may add or delete his/her name from the list at any time, with one week’s notice to the Employer.
Also remember our future brothers will not have article 37 protection.
 

reginald95

Well-Known Member
Also remember our future brothers will not have article 37 protection.

We all gotta pay our dues. I was cover driver for a few years before full-time. I had 60 hour weeks almost the whole month. Go help out this guy, go help out that guy. Call me when you're done, etc. etc. Those 22.4 drivers will get to become full-time drivers and have the protection as well as building a pension, accruing vacation time, and WAGE-progression in that time. Not to mention I was making 85% of what a top-rate driver was making and I had no center seniority.
 
We all gotta pay our dues. I was cover driver for a few years before full-time. I had 60 hour weeks almost the whole month. Go help out this guy, go help out that guy. Call me when you're done, etc. etc. Those 22.4 drivers will get to become full-time drivers and have the protection as well as building a pension, accruing vacation time, and WAGE-progression in that time.
We all had to pay our dues but the deck is really stacked against these new jobs.
 

panther

Well-Known Member
Unfortunately I dont see the 22.4 going away, so if we are saddled with it we need to drastically improve their protection/language. Such as the same protections RCPD have. I'm sure not a fan of it.
 
F

Frankie's Friend

Guest
Unfortunately I dont see the 22.4 going away, so if we are saddled with it we need to drastically improve their protection/language. Such as the same protections RCPD have. I'm sure not a fan of it.
It's not here. Why would you say it's not going away?

Some people wonder why others dont vote. This is the proof of what I've been saying...

many members have given up. The IBT leadership knows the percentages of folks that will vote and the prevailing attitude is that it doesn't matter, cant change anything.

If the outcry (vote) about the 22.4 jobs sent them back to the table 3 times then something would change.

Taking bets?
Weve made ourselves into pawns and sheep if we dont better this.
 

Box Ox

Well-Known Member
Those 22.4 drivers will get to become full-time drivers and have the protection as well as building a pension, accruing vacation time, and WAGE-progression in that time.

Not if they’re burned out and have to leave UPS before they ever get to replace an RPCD.

Work a 22.4 for 70 hours over peak, 60 hours the rest of the year at a lower rate of pay and see how long they last. The gradual accrual of pension, vacation and progression time don’t matter nearly as much if they probably won’t be around for more than a few years anyway.

Meanwhile, the pension funds receive payments for the 22.4 drivers that they’ll almost certainly never have to pay back out to them. It’s a big scam.
 

1989

Well-Known Member
Not if they’re burned out and have to leave UPS before they ever get to replace an RPCD.

Work a 22.4 for 70 hours over peak, 60 hours the rest of the year at a lower rate of pay and see how long they last. The gradual accrual of pension, vacation and progression time don’t matter nearly as much if they probably won’t be around for more than a few years anyway.

Meanwhile, the pension funds receive payments for the 22.4 drivers that they’ll almost certainly never have to pay back out to them. It’s a big scam.
If I can do it for over 20 years certainly a millennial can.
 

BrownRecycler

Well-Known Member

LagunaBrown

Well-Known Member
boogie.jpg


LAST CONTRACT
They said I would have to pay for health care.......
They said I would have reduced pension...............
They said we could never get a carve out..............
They said we would be in Teamcare...........


Same old Boogieman is back again.
 
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