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<blockquote data-quote="705red" data-source="post: 392510" data-attributes="member: 5229"><p>Originally Posted by <strong>705red</strong></p><p><em>I would have to disagree, if the contract says sups will not work it means they will not work! </em></p><p><em><span style="color: red">I don't disagree but if you have ten vacations, normally you have 5 call ins and or optionals the double shift log and your still short ten you call in drivers early.......The preload needs to get down....you still file multiple grievences.......don't you.??....why don't I use the language concerning a work stoppage to fire the employees that did not come in to work???.......That would be dumb!!.....but thats what you would do if you were me , using your thought process??</span></em></p><p><em></em></p><p></p><p><em><strong>My only response to you on this issue would be kudos for you to go the extra mile to attempt to cover the work with union hourlies. However that never happens here, the attitude here is well maybe only a few sups will get caught so the bad out weighs the good. Now this is were the multiple grievances come from. </strong></em></p><p></p><p><em><strong>Lets be realistic! You cant fire someone for calling in under work stoppage, this in no way is an attempt to stop the work from getting done.</strong></em></p><p><em>If the 9.5 language says you work 3 days of 9.5 you get double/triple time it means you get it.</em></p><p><em><span style="color: red">I agree as long as its the dispatch and not poor methods....or the dreaded, extending personal time.</span></em></p><p></p><p><em><span style="color: black"><strong>I will disagree here on the dispatch. I have no controls over the numbers that ups installs on my route. 3 years ago when i bid on this route and made bonus,i came off of it for 2 months so that ups could train a new hire. When i came back i did the route thesame way and i was now an hour over. Just a month ago they found that my package allotment time was off and then i was under an hour over for a week. Now im back upto just around 2 hours over and i do the route the same way i did 3 years ago.</strong></span></em></p><p></p><p><em><span style="color: black"><strong>I file 9.5s weekly, i even had a sup with me this last monday because i had an 8 hour request in, he double peddled with me, covered my 3 big pick ups and had another driver stop and take 20 stops off of me, for a 7.3 dispatch day and i worked 9.18 missing my sons first grade orientation night. Now if ups wont redo a time study on this than they can pay me the penalty. What would be the right business move here? Of course the time study would be compared to 4 to 5 hours of triple time per week.</strong></span></em></p><p><em></em></p><p><em>Alot of language is clear like the above mentioned, so why dont you as the ups managemr just pay the employee for violating clear language without them having to file a grievance.</em></p><p><em><span style="color: red">The language goes both ways.....do I kill every union employee for not following every method or rule??....again that would be dumb!!</span></em></p><p></p><p><em><span style="color: black"><strong>Your the one that said the language is vague and i agree to a point. But when its a clear cut violation like 9.5 why must we file a grievance? Grievances should only come into play when ups says its not a violation and the union insists that it is.</strong></span></em></p><p><em></em></p><p><em>After all is that not what a grievance is? A dispute between the employee and the company? If its brought to ups's attention why must we put it in a grievance?</em></p><p><em><span style="color: red">Follow the grievence procedure and talk before anything goes to paper (labor 101.....your ocal needs to take notes!!)</span></em></p><p></p><p><em><span style="color: black"><strong>But it shouldnt have to go to paper if its a clear cut violation! The only reason that language is in the contract is to intimidate the employee before it gets to paper. Have you looked at our new contract? Look up article 7 and see whats changed about the grievance procedure.</strong></span></em></p><p><em>Now you have vague language, article 54 disciple " dishonesty" what exactly is dishonesty? Now this gets abused by management for a number of things, does it not? If you want to teach someone a lesson just fire them for dishonesty, and this way ups has plenty of time to pin point something dishonest.</em></p><p></p><p></p><p></p><p><strong> Actually i have about 30 sorters on notice of termination for missorts, so they are trying to fire people here for this. Maybe you should ask the knuckleheads that are giving you inside information whats their thought process. </strong></p><p></p><p><strong>The best thing about being an american is that i can speak my mind and my opinion on issues like this. People can agree or disagree and that will not change my mindset, i dont post here to win people over or attempt to teamsterize others into becoming good ups teamsters. I come here and respond to posts were people are asking for help and i also like to see what changes are in our near future by seeing whats going on across this country within the company that i work for. </strong></p><p></p><p><strong>You come here and only post in threads that i have posted in! Do you know we have other discussion boards like ups talks, life after brown and lighten ups, this is were most of your humorous posts should be for a good laugh.</strong></p></blockquote><p></p>
[QUOTE="705red, post: 392510, member: 5229"] Originally Posted by [B]705red[/B] [I]I would have to disagree, if the contract says sups will not work it means they will not work! [COLOR=red]I don't disagree but if you have ten vacations, normally you have 5 call ins and or optionals the double shift log and your still short ten you call in drivers early.......The preload needs to get down....you still file multiple grievences.......don't you.??....why don't I use the language concerning a work stoppage to fire the employees that did not come in to work???.......That would be dumb!!.....but thats what you would do if you were me , using your thought process??[/COLOR] [/I] [I][B]My only response to you on this issue would be kudos for you to go the extra mile to attempt to cover the work with union hourlies. However that never happens here, the attitude here is well maybe only a few sups will get caught so the bad out weighs the good. Now this is were the multiple grievances come from. [/B][/I] [I][B]Lets be realistic! You cant fire someone for calling in under work stoppage, this in no way is an attempt to stop the work from getting done.[/B] If the 9.5 language says you work 3 days of 9.5 you get double/triple time it means you get it. [COLOR=red]I agree as long as its the dispatch and not poor methods....or the dreaded, extending personal time.[/COLOR][/I] [I][COLOR=black][B]I will disagree here on the dispatch. I have no controls over the numbers that ups installs on my route. 3 years ago when i bid on this route and made bonus,i came off of it for 2 months so that ups could train a new hire. When i came back i did the route thesame way and i was now an hour over. Just a month ago they found that my package allotment time was off and then i was under an hour over for a week. Now im back upto just around 2 hours over and i do the route the same way i did 3 years ago.[/B][/COLOR][/I] [I][COLOR=black][B]I file 9.5s weekly, i even had a sup with me this last monday because i had an 8 hour request in, he double peddled with me, covered my 3 big pick ups and had another driver stop and take 20 stops off of me, for a 7.3 dispatch day and i worked 9.18 missing my sons first grade orientation night. Now if ups wont redo a time study on this than they can pay me the penalty. What would be the right business move here? Of course the time study would be compared to 4 to 5 hours of triple time per week.[/B][/COLOR] Alot of language is clear like the above mentioned, so why dont you as the ups managemr just pay the employee for violating clear language without them having to file a grievance. [COLOR=red]The language goes both ways.....do I kill every union employee for not following every method or rule??....again that would be dumb!![/COLOR][/I] [I][COLOR=black][B]Your the one that said the language is vague and i agree to a point. But when its a clear cut violation like 9.5 why must we file a grievance? Grievances should only come into play when ups says its not a violation and the union insists that it is.[/B][/COLOR] After all is that not what a grievance is? A dispute between the employee and the company? If its brought to ups's attention why must we put it in a grievance? [COLOR=red]Follow the grievence procedure and talk before anything goes to paper (labor 101.....your ocal needs to take notes!!)[/COLOR][/I] [I][COLOR=black][B]But it shouldnt have to go to paper if its a clear cut violation! The only reason that language is in the contract is to intimidate the employee before it gets to paper. Have you looked at our new contract? Look up article 7 and see whats changed about the grievance procedure.[/B][/COLOR] Now you have vague language, article 54 disciple " dishonesty" what exactly is dishonesty? Now this gets abused by management for a number of things, does it not? If you want to teach someone a lesson just fire them for dishonesty, and this way ups has plenty of time to pin point something dishonest.[/I] [B] Actually i have about 30 sorters on notice of termination for missorts, so they are trying to fire people here for this. Maybe you should ask the knuckleheads that are giving you inside information whats their thought process. [/B] [B]The best thing about being an american is that i can speak my mind and my opinion on issues like this. People can agree or disagree and that will not change my mindset, i dont post here to win people over or attempt to teamsterize others into becoming good ups teamsters. I come here and respond to posts were people are asking for help and i also like to see what changes are in our near future by seeing whats going on across this country within the company that i work for. [/B] [B]You come here and only post in threads that i have posted in! Do you know we have other discussion boards like ups talks, life after brown and lighten ups, this is were most of your humorous posts should be for a good laugh.[/B] [/QUOTE]
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