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<blockquote data-quote="705red" data-source="post: 392567" data-attributes="member: 5229"><p><em>Originally Posted by <strong>705red</strong> </em></p><p><em><em>I would have to disagree, if the contract says sups will not work it means they will not work! </em></em></p><p><em><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></em></p><p><em></em></p><p><em><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></em></p><p><em><strong><em><span style="color: blue">I do exactly what I said above, I would agree with you if what you tell me is accurate, I have no reason not to believe you, but in my case would you still file??</span></em></strong></em></p><p></p><p><span style="color: red"><strong>If you have made an effort like you stated you have and its obviously able to be verified, as in a steard was there when calls were made than no i would not file.</strong></span></p><p><em></em></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><strong><span style="color: blue">OK, I was going overboard on that one!!</span></strong></em></p><p><em></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><em></em></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><em></em></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><strong><span style="color: blue">I agree the time study must be accurate or the management team must be willing to accept the overallowed and give the driver less work. I fight for accurate time studies. I will accept some overallowed on drivers in non DR areas if they are truly trying to service the customers by waiting for consignee to answer the door.</span></strong></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><em></em></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><span style="color: blue">This is an intresting one, I recently had a driver file, but for the last 6 months he wanted the overtime, asked for it daily, never t/w me about lowering the dispatch and filed. That's not right. He did not follow the grievence procedure. He picks and chooses when he wants O/T, which is OK as long as he gives us notice, but to blind side me is wrong!!.....This is where I go look and just fired a driver that threatened a 9.5. We found him padding 15-20 miles a day.....I did not fire him using GPS, but it alerted me and I went and followed him. He is gone gone. 20 year driver.</span></em></p><p><em><span style="color: #0000ff">I did not like to do it but he was a very cocky driver that thought no one could touch him.</span></em></p><p><em></em></p><p></p><p><em><span style="color: red"><strong>If the driver has not told management that he wants his ot reduced and i file for him the 1st grievance is his official warning and he will not be paid his penalty pay. But if it happens again he is than entitled to penalty pay.</strong></span></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><em></em></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><span style="color: blue">Violations happen on both sides everyday, I don't hand out paper for everything, I talk with the employyee to try and get them to change without discipline. Why don't you try it??.....It works where I'm from, then if there is repeated violations we get what we deserve. (file)</span></em></p><p></p><p><em><span style="color: red"><strong>Here i have several ulps im preparing to file because ups has pulled grievants into the office without union stewards to discuss their grievance and ask them to take it back. This is a serious offense as you know and is illegal. Thats why im not big on the employee going in alone before hand to discuss their issue. I would like a steward to be there to stop the intimidation in the first place.</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><em></em></p><p><em></em></p><p><em><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></em></p><p><em><strong><span style="color: blue">well yes I have preloaders on notice as well, but I give them ample opportunity to clean it up. what do you mean by the knucklehead comment??......I know alot of people in Metro and ILL district. I have friends that drivers, pkg and feeders some are union reps as well.</span></strong></em></p><p><em></em></p><p></p><p><em><strong><span style="color: red">Its obvious that someone that knows me is giving you information some right and some wrong. Like in your previous post you said that some hourlies dont like me and that is correct. They dont like me because i tell them to get off the dock in the morning because they are taking money away from the ptime preloaders. And i know who these people are, but if their jobs were on the line they would have no problem voting for me. Our steward elections are coming up here again and i look forward to seeing the totals. This is how you can judge how your doing, but at the same time i wouldnt be to upset if i got upset and was removed as a steward. I could just go back to being an employee without all of the headaches that go with being a steward.</span></strong></em></p><p><em><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></em></p><p><em><strong><span style="color: blue">God bless America!!!</span></strong></em></p><p><em></em></p><p><em><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></em></p><p></p><p></p><p></p><p></p><p>To the tune of 198 disagreed posts? Cmon bloody you come on here looking to see what i have posted new, and thats fine if you debate the issues like you have over the last day or so. This is were we learn from each other, not me meeting you at humboldt park to duke it out! I have been to this park and had no trouble making it out in the past. Though it is a rough area, i worked at north and damen for a while.</p></blockquote><p></p>
[QUOTE="705red, post: 392567, member: 5229"] [I]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] [B][I][COLOR=blue]I do exactly what I said above, I would agree with you if what you tell me is accurate, I have no reason not to believe you, but in my case would you still file??[/COLOR][/I][/B][/I] [COLOR=red][B]If you have made an effort like you stated you have and its obviously able to be verified, as in a steard was there when calls were made than no i would not file.[/B][/COLOR] [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. [COLOR=blue]OK, I was going overboard on that one!![/COLOR][/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] [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] [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] [B][COLOR=blue]I agree the time study must be accurate or the management team must be willing to accept the overallowed and give the driver less work. I fight for accurate time studies. I will accept some overallowed on drivers in non DR areas if they are truly trying to service the customers by waiting for consignee to answer the door.[/COLOR][/B] 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] [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] [COLOR=blue]This is an intresting one, I recently had a driver file, but for the last 6 months he wanted the overtime, asked for it daily, never t/w me about lowering the dispatch and filed. That's not right. He did not follow the grievence procedure. He picks and chooses when he wants O/T, which is OK as long as he gives us notice, but to blind side me is wrong!!.....This is where I go look and just fired a driver that threatened a 9.5. We found him padding 15-20 miles a day.....I did not fire him using GPS, but it alerted me and I went and followed him. He is gone gone. 20 year driver.[/COLOR] [COLOR=#0000ff]I did not like to do it but he was a very cocky driver that thought no one could touch him.[/COLOR] [/I] [I][COLOR=red][B]If the driver has not told management that he wants his ot reduced and i file for him the 1st grievance is his official warning and he will not be paid his penalty pay. But if it happens again he is than entitled to penalty pay.[/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] [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] [COLOR=blue]Violations happen on both sides everyday, I don't hand out paper for everything, I talk with the employyee to try and get them to change without discipline. Why don't you try it??.....It works where I'm from, then if there is repeated violations we get what we deserve. (file)[/COLOR][/I] [I][COLOR=red][B]Here i have several ulps im preparing to file because ups has pulled grievants into the office without union stewards to discuss their grievance and ask them to take it back. This is a serious offense as you know and is illegal. Thats why im not big on the employee going in alone before hand to discuss their issue. I would like a steward to be there to stop the intimidation in the first place.[/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. [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. [COLOR=blue]well yes I have preloaders on notice as well, but I give them ample opportunity to clean it up. what do you mean by the knucklehead comment??......I know alot of people in Metro and ILL district. I have friends that drivers, pkg and feeders some are union reps as well.[/COLOR][/B] [/I] [I][B][COLOR=red]Its obvious that someone that knows me is giving you information some right and some wrong. Like in your previous post you said that some hourlies dont like me and that is correct. They dont like me because i tell them to get off the dock in the morning because they are taking money away from the ptime preloaders. And i know who these people are, but if their jobs were on the line they would have no problem voting for me. Our steward elections are coming up here again and i look forward to seeing the totals. This is how you can judge how your doing, but at the same time i wouldnt be to upset if i got upset and was removed as a steward. I could just go back to being an employee without all of the headaches that go with being a steward.[/COLOR] 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. [COLOR=blue]God bless America!!![/COLOR][/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][/I] To the tune of 198 disagreed posts? Cmon bloody you come on here looking to see what i have posted new, and thats fine if you debate the issues like you have over the last day or so. This is were we learn from each other, not me meeting you at humboldt park to duke it out! I have been to this park and had no trouble making it out in the past. Though it is a rough area, i worked at north and damen for a while. [/QUOTE]
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