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What is Carol and Brian’s new initiative?…Fit to serve….
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<blockquote data-quote="DELACROIX" data-source="post: 5826077" data-attributes="member: 49065"><p>I probably has to do with the sudden discovery that there are way too many redundant high level executives that do nothing or at least are not worth their perks and salaries. Most of them have <strong>(at will)</strong> agreements, if let go they will leave quietly with their multiple-million separation packages and vested pension credits. The Old timers will have a ton of old UPS Stock which was at one time selling for 40 bucks a share around 2008, I recently saw an article about some of those executives that sold a considerable amount of their stock when the price was set at 190, it stated that this trend probably has to do with tax concerns.</p><p>I believe that this trend started over 6 years ago when they decided to eliminate any further funding or vesting in their own <strong>(UPS Retirement Plans) </strong>strictly for high salary management employees, I have some time in that plan and have paid the consequences of being an Union member just because we were asking the wrong questions about the disparities in it's funding relating to our final benefits. </p><p></p><p>At one time most of the executive board at UPS consisted of Old School executives who worked as Union Members and climbed that ladder. They go into their positions by playing the game, who you know and tagged along with their friends were promoted. There was really no creative thinking, they just ran with the pack and no one had a problem with it, the same thing was going on with our Union. It was always about protecting the "Product" nothing more. Most of these executive boards at UPS and our Union were frankly speaking <strong>(Middle aged, White Males)</strong>...anyone who wasn't one was excluded. Do not be fooled by the spin today about these <strong>(DEI) </strong>directives, when I left a year ago there where only 4 female RPCD's in our building out of close to 150 drivers, and half of them were on disability. I left with over 45 years in and I personally only seen less that <strong>than a handful of our female drivers ever retire at a service level with a decent pension level. </strong>Bottom line was UPS chose hiring and promotion strictly on the ability to do the job (physically), so they started a brilliant concept of hiring College Kids (19-25 years old). They never hired any one over 30 or started a family and 95 percent of those who made it past 30 days were Male. It was expected that these young part timers would get a degree and start their selected fields after 4 years, prior to being vested in a meager pension plan.</p><p></p><p>"Fit to Serve" will be only applied to their Non Union Management people...those in the Teamsters have already proven that they are "Fit to Serve".... Go on and offer these separated Management people the opportunity to go into a entry level Union job and see who will sign up for it or even last. My estimate is none of them, they just couldn't afford it or cut it...</p></blockquote><p></p>
[QUOTE="DELACROIX, post: 5826077, member: 49065"] I probably has to do with the sudden discovery that there are way too many redundant high level executives that do nothing or at least are not worth their perks and salaries. Most of them have [B](at will)[/B] agreements, if let go they will leave quietly with their multiple-million separation packages and vested pension credits. The Old timers will have a ton of old UPS Stock which was at one time selling for 40 bucks a share around 2008, I recently saw an article about some of those executives that sold a considerable amount of their stock when the price was set at 190, it stated that this trend probably has to do with tax concerns. I believe that this trend started over 6 years ago when they decided to eliminate any further funding or vesting in their own [B](UPS Retirement Plans) [/B]strictly for high salary management employees, I have some time in that plan and have paid the consequences of being an Union member just because we were asking the wrong questions about the disparities in it's funding relating to our final benefits. At one time most of the executive board at UPS consisted of Old School executives who worked as Union Members and climbed that ladder. They go into their positions by playing the game, who you know and tagged along with their friends were promoted. There was really no creative thinking, they just ran with the pack and no one had a problem with it, the same thing was going on with our Union. It was always about protecting the "Product" nothing more. Most of these executive boards at UPS and our Union were frankly speaking [B](Middle aged, White Males)[/B]...anyone who wasn't one was excluded. Do not be fooled by the spin today about these [B](DEI) [/B]directives, when I left a year ago there where only 4 female RPCD's in our building out of close to 150 drivers, and half of them were on disability. I left with over 45 years in and I personally only seen less that [B]than a handful of our female drivers ever retire at a service level with a decent pension level. [/B]Bottom line was UPS chose hiring and promotion strictly on the ability to do the job (physically), so they started a brilliant concept of hiring College Kids (19-25 years old). They never hired any one over 30 or started a family and 95 percent of those who made it past 30 days were Male. It was expected that these young part timers would get a degree and start their selected fields after 4 years, prior to being vested in a meager pension plan. "Fit to Serve" will be only applied to their Non Union Management people...those in the Teamsters have already proven that they are "Fit to Serve".... Go on and offer these separated Management people the opportunity to go into a entry level Union job and see who will sign up for it or even last. My estimate is none of them, they just couldn't afford it or cut it... [/QUOTE]
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