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UPS Union Issues
who are you going to vote for and why
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<blockquote data-quote="The Other Side" data-source="post: 882938" data-attributes="member: 17969"><p>This is the kind of talk i expect after showtime replays the movie "hoffa" on reruns.</p><p></p><p>I find it difficult to understand some of what you say because you dont provide paragraphs to separate thoughts and they seem to run together, but I'll try to address you.</p><p></p><p>First, this whole "fist waving" approach to unionism is silly at UPS. Weve only had 1 work stoppage in 100 years. Why would we shake our fists at them now? We make a good living at UPS with the current contract in hand, if you work by the rules, for the most part, your job is safe. </p><p></p><p>I am not sure you understand the grievance process however. The "grievance" isnt a check and balance tool, its a complaint when an employed has become aggrieved by an action by the company. We had a guy here in my division who submitted 165 grievances in 60 days. He went on to get himself fired for workplace violence by bumping another employee. He too, thought the grievance was a check and balance tool and he was checked and balanced right out of a career at UPS. He lost his case in arbitration and those 165 checks and balances went with him.</p><p></p><p>Production "harrassment" is a whole other animal. Our current contract does NOT provide any language to stop the practice. This is something that has to be addressed in 2012 negotiations. Article 37 language is vague and does not provide a proper remedy. You have to remember, that article 37 language when it was written did not include the incorporation of UPS TECHNOLOGY ( diad, gps, eddd, pas, sparks, trace) These were all things that UPS created after the contract was ratified.</p><p></p><p>The unions hands are tied to an extent until NEW language that either protects, eliminates or safeguards the employees is written and ratified. When you say production harrassment is at an all time high, that is silly, because its never been a problem before, and as each month passes under this current contract, production issues will rise expodentially. So, in effect, every month will be a new all time high. It doesnt make it that much more important than the day before.</p><p></p><p>Its a problem, the locals know it, the international knows it and as i said, committees are being formed and meetings conducted already to address these concerns for 2012.</p><p></p><p>Our leverage comes from our employees and our dedication to our job security and performance. If you think for one second, that UPS would respect you more if you stood at the gate with your fist in the air, then your nuts.</p><p></p><p>We can agree that UPS has made huge profits over the last 10 years and especially during the Obama administrations time in office, and thats good. If you think they only way to negotiate a good contract is by threatening to strike, then you dont understand the relationship between UPS and the Teamsters. </p><p></p><p>Believe me, the company knows all to well that we would strike if pushed, and thats the last thing on their minds. They want a ratified contract just as much as we do. The details are whats at stake.</p><p></p><p>They are going to want more flexibility on production standards in writing, and the Union will NOT agree to that. They are going to want disciplinary action for production included in article 37 of the NMA and that aint going to happen.</p><p></p><p>What I understand you to say is that "tough talk" convinces you that UPS will bow down to the Teamsters, and that my friend aint happening either. Its going to take sound discussions, proper planning, well explained ideas and the ability to look "down the road" to what potentially is coming towards us at UPS.</p><p></p><p>If you think waving your fist in the air is going to get UPS to reveal what it has instore for us in 5 years, then you are just silly.</p><p></p><p>Thats going to take "insight" from those of us on the front lines, and not some "nice lady" who stands at the gate handing out flyers.</p><p></p><p>As for Brother Carey, like I said, I am well aware of his case, and the disposition of the charges, but I am also aware of his expulsion. You cant ignore the fact that he was KICKED out of the Teamsters.</p><p></p><p>There are alot of things you are naive on when it comes to the business of Union business, but I appreciate your involvement in finding out. An executive board may change from time to time, this happens in the union business. It happens at the local level and the national level.</p><p></p><p>There is nothing to gain from this change. Peoples ideals change, and those at the top will always want to go higher. its the nature of an elected position.</p><p></p><p>As for our current contract, if you voted NO, then you did the right thing. I voted NO as well. I felt several issues were not addressed and said so on this board many times. I felt the committees dropped the ball on article 6 of the NMA and placed us all in jeopardy. Unfortunately, not enough people wanted to listen, but today, they want to complain about production harrassment.</p><p></p><p>They cant have it both ways. </p><p></p><p>Peace.</p></blockquote><p></p>
[QUOTE="The Other Side, post: 882938, member: 17969"] This is the kind of talk i expect after showtime replays the movie "hoffa" on reruns. I find it difficult to understand some of what you say because you dont provide paragraphs to separate thoughts and they seem to run together, but I'll try to address you. First, this whole "fist waving" approach to unionism is silly at UPS. Weve only had 1 work stoppage in 100 years. Why would we shake our fists at them now? We make a good living at UPS with the current contract in hand, if you work by the rules, for the most part, your job is safe. I am not sure you understand the grievance process however. The "grievance" isnt a check and balance tool, its a complaint when an employed has become aggrieved by an action by the company. We had a guy here in my division who submitted 165 grievances in 60 days. He went on to get himself fired for workplace violence by bumping another employee. He too, thought the grievance was a check and balance tool and he was checked and balanced right out of a career at UPS. He lost his case in arbitration and those 165 checks and balances went with him. Production "harrassment" is a whole other animal. Our current contract does NOT provide any language to stop the practice. This is something that has to be addressed in 2012 negotiations. Article 37 language is vague and does not provide a proper remedy. You have to remember, that article 37 language when it was written did not include the incorporation of UPS TECHNOLOGY ( diad, gps, eddd, pas, sparks, trace) These were all things that UPS created after the contract was ratified. The unions hands are tied to an extent until NEW language that either protects, eliminates or safeguards the employees is written and ratified. When you say production harrassment is at an all time high, that is silly, because its never been a problem before, and as each month passes under this current contract, production issues will rise expodentially. So, in effect, every month will be a new all time high. It doesnt make it that much more important than the day before. Its a problem, the locals know it, the international knows it and as i said, committees are being formed and meetings conducted already to address these concerns for 2012. Our leverage comes from our employees and our dedication to our job security and performance. If you think for one second, that UPS would respect you more if you stood at the gate with your fist in the air, then your nuts. We can agree that UPS has made huge profits over the last 10 years and especially during the Obama administrations time in office, and thats good. If you think they only way to negotiate a good contract is by threatening to strike, then you dont understand the relationship between UPS and the Teamsters. Believe me, the company knows all to well that we would strike if pushed, and thats the last thing on their minds. They want a ratified contract just as much as we do. The details are whats at stake. They are going to want more flexibility on production standards in writing, and the Union will NOT agree to that. They are going to want disciplinary action for production included in article 37 of the NMA and that aint going to happen. What I understand you to say is that "tough talk" convinces you that UPS will bow down to the Teamsters, and that my friend aint happening either. Its going to take sound discussions, proper planning, well explained ideas and the ability to look "down the road" to what potentially is coming towards us at UPS. If you think waving your fist in the air is going to get UPS to reveal what it has instore for us in 5 years, then you are just silly. Thats going to take "insight" from those of us on the front lines, and not some "nice lady" who stands at the gate handing out flyers. As for Brother Carey, like I said, I am well aware of his case, and the disposition of the charges, but I am also aware of his expulsion. You cant ignore the fact that he was KICKED out of the Teamsters. There are alot of things you are naive on when it comes to the business of Union business, but I appreciate your involvement in finding out. An executive board may change from time to time, this happens in the union business. It happens at the local level and the national level. There is nothing to gain from this change. Peoples ideals change, and those at the top will always want to go higher. its the nature of an elected position. As for our current contract, if you voted NO, then you did the right thing. I voted NO as well. I felt several issues were not addressed and said so on this board many times. I felt the committees dropped the ball on article 6 of the NMA and placed us all in jeopardy. Unfortunately, not enough people wanted to listen, but today, they want to complain about production harrassment. They cant have it both ways. Peace. [/QUOTE]
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