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Started by Joe Balkis Jan 1, 2012.
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Western Pennsylvania UPSers Say No! January 24, 2014: In votes counted today, Western Pennsylvania UPS Teamsters have again overwhelmingly rejected their contract supplement by a 3-1 margin. Ken Hall and the IBT tried to bully the members by saying they will never bargain anything better, but determined rank and file Teamsters are sticking together in solidarity.The local-by-local count is available here.Members are angry over reduced health care benefits through TeamCare, and to inadequate changes in the Wester Pa Supplement.Western Pa joins Philadelphia and Ohio in notching a second rejection of a supplement rider. Also still outstanding are other rejected riders in Indiana Local 135 and the big Louisville Air Rider. Illinois Local 710 and 705 separate contracts are also unratified. Local 705 bargainaing has barely started.It's time for Hoffa and Hall to be accountable to working Teamsters and bargain some changes to these contracts. Teamster solidarity! - See more at: http://tdu.org/news/western-pennsylvania-upsers-say-no#sthash.EWJEJ...
Home › UPS Says Holiday Surge, Short Season Lowered Profits Rip WatsonTransport TopicsJanuary 20, 2014UPS Inc. said an unexpected surge of last-minute Internet gift orders during a compressed peak holiday season strained its delivery system, leading to fourth-quarter earnings of about $1.25 per share, or 18 cents below Wall Street estimates.“U.S. results were negatively impacted by the challenges of the compressed peak season coupled with an unprecedented level of online shopping that included a surge of last-minute orders,” the UPS statement said, also citing bad weather last month that hampered operations.The shipping surge during a holiday season that was six shopping days shorter than 2012 created new shipping patterns that led to more than 31 million deliveries Dec. 23. That was the peak delivery day, with volume 7.5% higher than planned. The peak day came six days later than the company anticipated and produced volume 13% above the top delivery day the year before.The company’s Dec. 23 deliveries were the most ever and 13% over the prior-year peak day. This year’s highest delivery day occurred six days later than expected and was 7.5% greater than planned.Those earnings per share represent net income of $1.16 billion, based on the latest share count, or a decline of nearly 10% from $1.27 billion, or $1.32 per share in the final 2012 quarter. The 2012 results exclude one-time costs.Full-year profits of about $4.57 per share also will miss the company’s earlier estimated range of between $4.65 per share and $4.85 per share, Atlanta-based UPS said. The carrier will release its full earnings report Jan. 30. - See more at: http://tdu.org/media/ups-says-holiday-surge-short-season-lowered-pr...
Meet ORION: Telematics on Steroids
UPS is implementing new technology, the Orion Solution. It’s telematics on steroids.
ORION takes EDD and makes it dynamic. Your package car is still loaded according to the PAS system. But ORION rearranges your EDD to tell you where to deliver and do pick-ups stop-by-stop based on the shortest mileage for the day.
As a result, you may never run your route the same way twice.
You might be told to deliver packages from you 8000 section before your 1000 one day and be told to do it a completely different way the next day.
Drivers report the kind of high jinks that come whenever UPS first introduces new technology. For example: being told to deliver on both sides of streets even if it’s a divided road that can’t be crossed or ORION directing you to a location that’s the wrong-way down a one-way street because it is the next closest stop in terms of raw mileage.
Some of these kinks will be ironed out over time. But ORION can never account for weather, closed roads, traffic, accidents, and other real-world conditions, including the fact that on many routes the driver has to get some bulk stops off early or they have no hope of being able to move in the truck.
If need be, drivers can break trace. But the company target is to have drivers on 85 percent trace.
ORION gives new powers to a company that is already abusing technology to monitor, harass, pressure, and discipline drivers.
Like Telematics, ORION gives a target time for each delivery. It also calculates how many miles you should drive each day based on the packages on your trucks.
Drivers who follow trace less than 85 percent of the time or who drive more miles than projected by ORION get called into the office and harassed.
Drivers need to protect themselves by working smart.
It’s a good idea to document your day with a Package Car Log Book, available from TDU. Use the log book to document weather, traffic, management orders, or other unusual circumstances that may affect your route.
If ORION is giving you instructions that make no sense, put the problem back on management and then work as directed. Make an entry in the remarks column like “directed by sup” so it is in your delivery records.
Remember, the targets set by ORION are NOT recognized by the contract. The only production standard recognized by the contract is “A fair day’s work for a fair day’s pay.” (Article 37)
The biggest disciplinary danger with ORION and other technology is termination for “dishonesty.”
Even though they knew ORION was on the way, the new contract negotiated by Hoffa and Hall still allows UPS to fire drivers based solely on information from technology in cases of “dishonesty.”
With no help from Hoffa and Hall, it’s up to drivers to avoid the technology trap. Work smart. Follow the methods. Don’t let UPS jam you up by taking a shortcut that management sometimes ignores or even encourages.
If you get called into the office to talk about your performance under ORION, take a shop steward and keep your answers simple.
Unless you remember a specific problem, don’t guess to explain a discrepancy. If you don’t remember just say so. Don’t get drawn into a management fishing expedition or make up an explanation and give management the opportunity to hit you with trumped up dishonesty charges.
UPS is claiming the right to discipline Teamsters based on company “Social Media Guidelines” that govern everything from online chat rooms and forums to blogs, and Facebook.
UPS says “Activities that violate the standards outlined in these guidelines can lead to disciplinary action, including job termination.”
But will management’s attempts to control what you post on Facebook lead to a face-plant for Big Brown?
The NLRB has thrown out employer social media policies that are overly broad and would prohibit or have a chilling effect on workers’ legal rights to discuss wages, working conditions, or union issues.
UPS’s guidelines, which are posted at UPSers.com, ban virtually any online speech on union or workplace issues and clearly violate the National Labor Relations Act.
The guidelines state that: Employees should “Follow company procedures for employee concerns” and “Publicizing your concerns through social media is not an effective or appropriate manner to get issues resolved.”
Elsewhere, the UPS guidelines say: “Social networks or other tools hosted outside of UPS’s protected Intranet environment should not be used for internal communication among fellow employees. It is fine for UPSers to disagree, but please don’t use your external blog or other online social media to air your differences in an inappropriate manner.”
As written, these guidelines illegally prohibit concerted activity by Teamsters and other employees that is protected by the National Labor Relations Act.
The company’s social media rules need to be thrown out and re-written in negotiations with our union.
UPS management can’t be happy at how effectively UPS Teamsters used Facebook to build rank-and-file opposition to the contract, but the company can’t put the technology genie back in the bottle.
That doesn’t mean that Teamsters can post anything they want to about UPS without consequences. You can be legally disciplined in some cases for what you post, even if it’s on your own time and on your personal Facebook page.
For more information on union member rights (and wrongs) on Facebook, read “Can the Boss Fire Me for Facebook?”.
UPS contract ballots are being mailed out in Teamsters Local 710, Western Pennsylvania, and in Indiana Local 135.
The Local 710 contract is separate from the national agreement and not a supplement. Under the deal, the 6,000 UPSers in Local 710 will be moved into Teamcare.
Teamsters Local 710 represents UPS Teamsters in downstate Illinois, Northern Indiana, and Davenport Iowa, along with feeder drivers in Chicago. Chicago Local 705, with some 10,000 UPS Teamsters, also has a separate contract. They have a number of rank and file UPS Teamsters on their bargaining committee, and are not near to settling a contract.
The Philadelphia supplement and the Ohio Rider have been rejected twice. As we go to press, the vote on the third offer has not been set.
UPS Teamsters have heard lots of threats about how “it will get worse if you vote no” but the fact is every single supplemental rejection has led to improvements. Members’ rejections are giving leverage to the union.
The important Louisville Air Rider is also not settled. The Local 89 bargaining team has taken a united Vote No against concessions stand throughout the contract fight.
UPS Teamsters speak out on the contract fight and how we can keep organizing for a stronger union and against corporate greed.
Read the rest …
December 26, 2013: UPS management pays the price for going lean and mean with Christmas PR disaster.
Peak is UPS’s most profitable time of the year and it is usually the company’s finest public relations hour too. Not this year.
Unprecedented delays, late Christmas packages and furious customers have created a blizzard of bad press for the company. Even Amazon is throwing UPS under the bus.
It didn’t have to be this way.
UPS management is paying the price for getting too lean and too mean. Hoffa and Hall helped make it happen by looking the other way and allowing the company to walk all over UPS Teamsters and our contract—long before peak.
For years, management has been boosting profits by shrinking the workforce—cutting and combining routes and eliminating full-time jobs inside on the package trucks and in the hubs.
Excessive overtime, supervisors working and production harassment are no substitute for having enough Teamsters to get the job done right.
The Christmas disaster exposed problems that working Teamsters have known about for a long time.
Hoffa and Hall claim the excessive overtime language in new contract “allows the union to address inadequate staffing.”
Will Hoffa and Hall “challenge the inadequacy of staffing in UPS centers” like they claim in their Contract Highlights or was this just part of their sales job to get a concessionary contract passed?
- See more at: http://tdu.org/ups-management%E2%80%99s-pr-disaster#sthash.UOBRZydz...
While other UPS Teamsters were fighting concessions, Local 804 members won a $400 pension increase, 150 new full-time jobs and grievance procedure reform.
Local 804 launched a contract campaign a year before contract negotiations began.
They formed a Contract Action Team of stewards and volunteers tasked with keeping members informed and involved—with regular contract bulletins, parking lot meetings, and rallies. Members wore stickers and posted placards in their windshields.
The majority of the Local 804 bargaining committee were stewards and members and they participated in all negotiations.
More than 3,000 members filled out a contract survey that the Contract Action Team distributed in parking lot meetings at every building. The local organized sticker days, parking lot meetings, contract rallies, and other actions.
It worked. In a record turnout for a contract vote, members approved their new UPS supplement and won a $400 pension increase, 150 new full-time jobs, a new grievance procedure and other contract improvements.
Click here to watch a Local 804 contract campaign video.
Click here to read about more Teamsters who made a difference in 2013.
- See more at: http://www.tdu.org/news/local-804-members-make-ups-deliver#sthash.U...
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