N.A.B.E.R. INC.
National Alliance of "BROWN" Employees and Retirees
Ask NABER
NABER recognizes that a lot of UPSers have questions about their employment and retirement but aren't getting "real" answers from HR or the union. HR, for example, is not going to tell you to get a lawyer or that the company is violating ERISA laws. Open forums aren't the answer either, because a lot of misinformation, name-calling, and bullying hinder the information flow. Many UPSers also wish to remain anonymous because of fear of retaliation.
NABER stresses that the information on this website is not to be confused with legal advice.
Only a lawyer can determine what the legalities are in your situation according to the laws of your state. NABER reserves the right to edit or not publish any question. If you need a personal answer, don't forget to include an email address.
This website is not affiliated with UPS or the Teamsters.
Ask NABER
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What is UPS's Corporate Phone #?
(404)828-6000
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WILL MEDICARE COVER A HOSPITAL BED WITH A SUBDURAL HEMORRAGE
This is definitely a question beyond the scope of this website. But to learn more about this I suggest Wikipedia's article as a starting place.
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I recently retired from ups because of a work related disability. I am getting medicare. Next year I will be eligable for my insurance under my retirement. Being as I am on medicare will I be able to get retirement insurance and one be primary and one secondary so as my family can have insurance again. Or can my wife just get insurance under my plan.
Medicare will be your primary insurer. Your family will be covered by your retiree insurance.
Prescriptions, dental, and eye care for you and family will be covered by your retiree insurance, if these coverages are provided under your retirement plan. Don't think your wife would be allowed to buy coverage alone without you (the retiree) being covered.
There are just too many retiree plans right now, to make a lot of definative statements about coverage._________________________________________________________________________________
having problems with preloader.puts airs in the loads.he has been warned.i have even requested a new loader.the other driver has problems to.but doesn't say anything.next time loader may get a warning.do you think i should del. an air late on purpose so he can get suspended?or what?if he can't handle it get rid of him.
You must be mistaken PAS has eliminated "airs in the load". Yeah, right. No, don't deliberately deliver an air late. Document every air in the load and not by sending the center a message. Hand the center manager (and possibly the union steward) a piece of paper with the date, address, and time found of every air found in the load. Don't expect him to like it, but he will do something about it just to protect his butt.
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They tried to give a F/T driver (in Pennsylvania... and the guy they did it to used to be our union steward!!) TAW pay at $8.50 per hour. His rate is over $28. He would show up for TAW and he filled a grievance. They tried to give him a 20 day susp. He got 5 day susp but also got his right pay rate will on TAW.
Not sure why he got a suspension, but standing up for his rights got him $20/hr. more pay. The email below shows what can happen if you don't know or fight for your rights.
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I was terminated from UPS in Sioux Falls SD in July of 2008. Myself and another employee had the same signed agreement thru the union and management. The terms of our probation were No being late, No call no show or missing work. PERIOD.. We waived our rights to file a greivence. If we were late for work within the next 9 month probation period there was no filing a greivence, no second chance, instant termination, Fired for good dont call the union, dont come back.. Needless to say when I oversleept on July 25,2008. my employment was over. I didnt contact the union because of the terms of our probation. The other employee was late October 10th he went to the union and management gave him his job back 3 days later he was back to work. Do I have any ground for recourse??
I don't know why UPSers sign these "agreements". Or perhaps the question should be why does the union let them sign. There are many incidents where the termination based on these agreements are overturned. The collective bargaining agreement takes precedent over these personal agreements. To simplify it a bit: If you signed an agreement to work without overtime and be paid straight time for all hours worked. The union would have to enforce the contract if you complained to them.
The second part of the question, 'Is it too late?' Probably... but it costs you nothing to ask. File a grievence with the union. Your steward should have informed you to do this. Also, you have 180 days to file a complaint with the Department of Labor. You were duped into giving up your job.
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18 years with u.p.s.still in my mid 40s in age.do i have a choice of
pension? disability,contribution, or anything else. i am disabled
through the social security administration, i just dont know what all my
options are! workers comp case has been settled.
THANK YOU
I forwarded this question to someone more knowledgeable than I. His response:
Another sad disability case? Apparently he has resigned as part of his settlement? Bad move unless absolutely necessary?
First off he does not mention how many part-time years, is he management or union?
If he is union, he needs to check the Pension Plan Documents to see if there is a disability pension? Usually, there is and it could be based on 10 years or 15 years as a participant? It would be payable now, however it probably would not be much? He has passed the litmus test by receiving SSDI, if that's any consolation?
In either case, he is vested and will be entitled to a pension at 65, that's 25 years from now with 2008 dollars? Won't be much?
He DOES NOT qualify for a 20 year deferred pension, which wouldn't be much either?
If he's union, depending on what Local, he probably has never requested a Pension Determination Request? He needs to do it now in any case, just for the documentation needed in the future. If he has part-time years under 5, he doesn't qualify for a reciprocal pension at 65. I doubt that reciprocal pensions are given for a disability pension?
More information would be helpful, but... the above should suffice?
2nd time around, i will try to be more specific. i have 18 years in at ups.i got hurt back in 1999, in 2002 i gave up. could no longer do the work as a full time driver. i was on comp between 1999&2002. ups wanted full release from doctor about no restrictions. did not happen.(I am also trying to follow class action suit with ada act)i never had any part time work with ups. i was always full time driver from 1984 thru 2002.i took a disabilty pension.my question is, there any other type of pension that i could have taken that would pay more then the disabilty pension? i am also getting ssd pymts.
THANK YOU! p.s. is there any new news about class action suit
against u.p.s. with the ada act,about returning with no doctor restrictions? thanks again for your time!
Without at least 25 years of service, a disability pension was your only option for an early pension. The last news about the ADA class action brought by Scott and Scott is that a judge allowed the suit to be a class action. http://lawprofessors.typepad.com/laborprof_blog/files/pr_newswire.pdf
If you want to be included in the lawsuit, Scott and Scott should be contacted.
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Your site sounds very ignorant and biased. You call safety a "joke", do you know management is to report any and every injury to it's CHSP comitee. ANY head injury is to be taken very seriously and even a little bump will be taken to the clinic where a doctor will give his unbiased diagnosis. I and so many others like me have built personal relationships with our employees and do not want to see them hurt just like we would not want to see our own friends hurt. And how many other companies offer full time benefits to part time employees. The average health care plan is around 13k, which is more then these employees could every pay for with any part time wages. UPS wants to see its people develop and take pride in what they do, that is the real future of the company. That is the biggest difference i see in the average union to management personel, if you you where really honest with yourself you would agree there are people who come in just looking for the easy buck and do as little as possible, i ask you how is a company to prosper and provide for its hundreds of thousands of employees worldwide, and be able to give so much to charitable orginizations with everyone kicking back and doing as little as possible...sitting on a tug playing cards 75% of the time, drivers comming into preload early on the clock sleeping in their cars for hours, employees throwing fragile packages down or tossing around human tissue or heart vaulves that are on their way to a childrens hospital? How quickly some forget that UPS pays them NOT the union, I want to see everyone take some pride in where they work not just use what is to their benefit and complain to everything that is not. This is not a perfect world, not all employees are perfect and not all management is perfect. Do not however paint the picture that the company that pays you and provides superior health care to your families is only out for themselves, if UPS was so money hungry and did'nt care why would we be the biggest contributor to United Way, or provide free turkeys every year to all of its employees, or ANY time someone complains of an injury take them to our clinic and pay millions for those who are injured, You act as if the employees have no controll over their actions...The only thing we all have controll over is our own behavior, Management can do everything within its power, we can provide all the safety aids in the world, we can provide all the knowledege...We can give web tests, read safety calanders, pcms specific to certain times of the year or particular work enviroments, we can put load stands right in front of them, shepherds hooks, communicate with p.e. (also union) to fix any hazards, provide hazmat training...all the things you say are a joke....but we cannot watch every person every minute of the day...when all is said and done we provide comprehensive safety training to adults...we provide them with the tools and training, the highest percent of the injuries are by those who do not use what we provide or do not follow the methods taught. I will speak further more but i have worked a long day, I have supervised my employees keeping their safety in mind another day with all positive relationships held in tact, at the same time kept service to the costomers(why we all have jobs or have had jobs) to the highest level I can. I hope one day everyone can take as much pride as I do in an HONEST days work, I can now go to sleep happy and fulfilled that I stopped unsafe behaviors another day, I have fairly paid my people, i have represented UPS well, and I have stayed within the guidlines of the contract. I am the average UPSer management or non that works as hard as they can everyday. I am not the heartless production only monster you illistrate nor do i condone or tolerate the laxidazical place of buisness it would be if some had thier way. I respect those like me who give all they can everyday. REMEMBER respect is not free it is earned. I am glad most of my union employees do not share your point of view. We are all individuals who should be treated as such, some indivduals deserve respect from their hard work either manual or mental and some who want to just do the very least they can to collect that pay check deserve just that...the minimum...
So much to comment on... This website presents the other side of the UPS story. To borrow a phrase from DenverBrown.com, "From the Driver's side". That doesn't make it bias which implies some sort of injustice in reporting. One wouldn't call UPS.com (or UPSers.com) bias, just slanted to their opinion.
I had my CHSP jacket on this morning, been a member for 9.5 years. Also, I was a member of the "Safety Committee" years ago before the company came up with this CHSP scheme to comply with OSHA. UPS has 104 facilities (last year) with unusally high injuy rates. The Department of Labor sent them a warning letter. It probably would have be even higher except that TAW lowers the number of "lost work days" but not the number of workers sustaining injury. For many years UPS had over 400 facilities on the Dept. of Labor's list (least best). Did you know that?
In Florida, a UPSer plaintif "introduced an e-mail ... by the package division manager for South Florida. The e-mail complained about the high incidence of “injury repeaters” and instructed managers and supervisors to monitor these employees and get them to improve their safety and work habits or to discharge them." The court awarded $6mil.
In Kansas City, a UPSer was awarded $2.63mil. “We were able to show the outrageous and brazen fashion in which UPS retaliated against Mr. Jones through evidence of, among other things, repeatedly and admittedly sabotaging his efforts to return to work after he filed a workers’ compensation claim", according to his lawyer.
UPSers are some of the hardest working individuals out there. Your email implies that they are lazy. Shame on you.
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I want file msrepresenation charges against the union.
First and most importantly...the plaintiff (you) must show both that the employer violated the terms of the collective-bargaining agreement and that the union breached its duty of fair representation.
That being said,check out http://en.wikipedia.org/wiki/Duty_of_fair_representation and http://en.wikipedia.org/wiki/Unfair_labor_practice
First, you file internal charges against whomever at the local level, with the Unions Executive board and what ever Joint Council has jurisdiction as a formality. (They won't find cause.)
Second, you file more detailed charges against whomever, with the International.
Third, you file charges with the NLRB for lack of proper union representation.
Fourth, you contact the DOL/OLMS and file a complaint of unfair representation and violations of the LMRDA.
If all of the above don't get one some satisfaction, then you can file a lawsuit with an attorney who knows Labor Law, a 301h complaint, but only after exhausting both one and two above. In any case it ain't easy? I never had to go any further than the NLRB? That being said, the NLRB WILL NOT accept a complaint made by a retiree because of a Supreme Court decision made in 1973 between a coal miner and the UCMU.
Depending on the violation, sometimes you can file charges en mass as they did in Chicago over the Bonus issue in 2003, and the Crosstown trailer movement Liguorotis allowed in 1976. Doing so in petition form goes a long way towards winning?
In any case the procedure for exhausting al administrative remedies should be spelled out in the Locals by-laws (If not its in the International Constitution). Also, it would be unwise to do any of the above unless one has dates, times, places, names, etc, that helps prove one's case.
Even then its possible to lose a case in Federal Court. Then the union and company if they are named can sue one for Court costs and attorney fees, as happened in the Rian Davis -v- Local 705 and United Parcel Service, 01 C 5047, before the Honorable Susan B. Conlon._________________________________________________________________________________
I'M TRYING TO GET AN ADDRESS FOR THE SELF MANAGED ACCOUNT.i SENT MY APPLICATION TO STATE STREET GLODAL MKTS//P.O.1985/BOSTON/MA 02105/// IT CAME BACK AS UNKNOWN//////I FEEL GOOD ABOUT INVESTING MYSELF AND NEED THE NEW ADDRESS.... THANKS
ING Institutional Plan Services now is the provider for the UPS/Teamster 401k plan, not State Street. I would go to the website and start over. https://teamsterups.csplans.com/csportal/welcome.do
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IF YOU ARE ON A DISABILITY PENSION WITH UPS, ARE YOU ENTITLED TO PURCHASE UPS STOCK.EVEN YOU HAVE NEVER PURCHASED IT IN THE PAST?
I think your question is 'Can I buy UPS stock through the employee plan?' When you are on a pension (any kind) you are not an employee. UPS actually uses the word "terminated" to describe pensioners, even if they had 30 years in and retired under normal conditions. Kinda insulting, huh? But to answer your question, no you can't buy through the employee stock purchase plan.
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about tdu;1.vacation drivers have driven 2 years and not in pension plans.(if tdu pres.they would of been in after 30days.2.3.company could not fire drivers for one accident.4.there would be med ins.for all retirees over 65. anything over 9.50 would be overtime.
things would change it might take some brown flu days to do it.plus drivers who work off the clock would get a warning letters.this is what i have figured out about tdu.my opion.what is your input?
Why, why, why me? 1.Pension plans are pretty much governed by ERISA. It takes 5 years to become 100% vested. ERISA FAQ. 2.3. The company generally doesn't fire a driver for 1 accident. 4.There was a U.S. Supreme Court decision that companies don't have to provide retirees over 65 with insurance. 5. Anthing over 8 hours IS overtime. Do you mean double time over 9.5 hours?
A new president (TDU or not) doesn't change the collective bargaining agreement. That's locked in for years. When Jim Cramer comes on his show (CNBC's Mad Money) and says the Teamsters got pantsed, it does indicate that even outsiders realize that UPS got a better deal than it should. Yet, Chicago Local 705 got a way better agreement that the National CBA. It can be done.
One of the frustrations of writing this column for 5 years has been that UPSers don't generally stand up for themselves or for their co-workers (by testifying in court or hearings). I don't think that the apathy and fear is going to change even if TDU ran the International and every local. In the long run, that is the change that needs to happen. Workers have to stick together, not just looking out for their own interests/
When activists make the union accountable, when the majority of workers get behind these activists, that's when change will happen. When the union actually protects the workers rights instead of using back room deals, change will happen. Is TDU the agent of change? I truely doubt it. They had their chance in the 90's. Is a new union going to disenfranchise the Teamsters? Not likely either. Making "pie in the sky" promises may fool some of the people but most won't act on it anyway.
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what happens to a ups'ers pension when he gets fired
The pension (whether it is from UPS or the Teamsters) is governed by ERISA laws. You are able to start receiving your pension at normal retirement age (currently 65). Your pension is locked it at the rate when you left the company. For instance, your pension may be $100/per month/per year of full time service. But this rate varies depending on local and position. You won't receive any pensions increases that have been made after your termination or that will be included in future collective bargaining agreements.
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Dear sir, my e-mail address is up and working it is ******** when I e-mailed or wrote on your site.I guess I was looking for some direction a number some hope but You have showed me Im on my own in this.The email given is named after my 6.5 year old son who passed into the heavens after a 2 year BATTLE with cancer.I am very deppressed and just thought I should thank you for your answer.Also If I am ever able to attend college I ll remember your kind words
***********
This is in regards to the guy you told,"Lack of communication skills will hinder you the rest of your life." He has great communication skills, but maybe not the best typist. I think everyone has their flaws. I believe he was just looking for guidance, since that is what this site is for. Not necessarily looking for an english major, just a little help. I myself have problems with where commas, etc. go, does that make me a loser for the rest of my life? He has always made a killing in car sales, but wanted something different, with good benefits. Maybe the email didn't work because he was rushing to type and didn't proof read it. That's my personal opinion. Don't get offended.
I have big shoulders, it wasn't my intention to offend. I answered that email against the opinion of others to ignore the email (below in blue). His second email shows that he can communicate. Without a doubt, he was given poor advice by the union, ie: not to go to the company referred doctor. Ane where was the union when he was interrogated? He has a lawyer who should be targetting going after workers' compensation and not short-term disability. This was after all a work related injury. The harassment he is now receiving should be communicated to the attorney. If a skid was thrown at him (or in his direction) by a supervisor, it would be in violation of the zero tolerance policy for physical violance. Again, he needs to communicate that to his attorney. Also the response by HR that the incident didn't matter if he is not returning to work is ludicrous. It implies a complicity between the human resource department and management. Again his attorney needs to be informed of HR's response. Also, I certainly hope that a grievence has been filed with the union.
The process is slow, co-workers are reluctant to testify, and these type of events are repeated on a too regular basis. But he has a lawyer and at this point, that is probably the best he can do.
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THEY TELL ME THEY OVERPAID ME FOR THE LAST 4 YEARS,I AM FULL TIME --WHAT DO I DO
File a grievance. Make them prove the overpayment. Stretch repayments as long as possible. Quit. There really is no good answer for these types of problems.
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is it true i marion il afew month's ago a driver was arrested for having sex with underage girls ...
Don't know anything factual about this alleged arrest, but it is being discussed at other websites. (NABER edited this query that rambled on and on.)
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What are the policy's at UPS on facial piercings?
Employees that have contact with the public can have earrings. But the reality is: that the entire dress code seems be enforced with variation depending on the manager. Long sideburns and moustaches and very tiny nose piercings seem to be allowed in some locations.
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Hi i would really like known ,if you could help me .i was awarded totatly disabled .and collecting ,and also i am getting workmans com which off sets my social security.but i am getting medicare also , i worked 22 years and had a back sergury .i am still waiting for my pension .will comp settle when medicare kicks in ....
There are a lot of variables involved here and I hope you have legal representation so you don't get screwed on the WC settlement. That being said, the comp settlement can happen at any point, but it may be best to wait until the smoke settles on medical pension, SS, and medicare. The company should still be responsible for the medical costs relating to the injury. Medicare should pickup all other medical cost because you can no longer work. Social Security Disability will be offset by continuing comp income. But a lump sum comp settlement is another variable.
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If you become pregnant while you are collecting workmen's comp for a back injury,what will happen in this situation?
WC will continue until the time that you would have been able to return to work, if you weren't pregnant. After that point, normal FMLA rules will apply. After the 12 weeks of FMLA runs out, you would be on pregnancy leave without pay.
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HOW MUCH FEDERAL TAX COMES OFF MY PENSION WHEN I RETIRE?
Pensions are taxed as regular income by the feds. Withholding is your decision, one that should be discussed with a tax preparer. If you do your own taxes, somewhere between 10-20%, might be a good place to start.
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i think the ups union people should consider joining teamster for a democratic union.(tdu).it's time
we elect a leader that will have the membership run the union.
Ron Carey, backed by TDU, won the Teamster presidency in 1991 and served until he was ousted (in late 1997) because of campaign finance violations of people under him. TDU was implicated (but not ever convicted) in the money laundering into Carey's campaign. TDU's strength and trust by the rank and file members was never the same.
It is believed, by some, that James Hoffa will not run again as president of the Teamsters. A reform candidate would have a better chance winning against Hoffa's replacement (likely Ken Hall). To get elected, a reform candidate would need a wide backing (not just UPSers), charisma, money, and a proven record.
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i hurt my back at work. ive been out of work for 3 weeks my employer has paied all the medical bills. i went back to my doctor and he says i have to be out of work for another 3 weeks. can my employer fire me at anytime of me being out of work. or can he fire me after i return back to work
NABER keeps answering this question time and again. An employer can't fire you for having an accident. But it does happen all the time.
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can I drive a package car if i am insulin dependent
One needs a DOT medical card to drive a package car. In general, you cannot be insulin dependent. There is a DOT exemption, but they are rare and can take up to 6 months.
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Hi I work at the brown curtain in louisville wff.I got hurt my boss that I reported it to said since I didnt turn it in that day to put the injury on my insurance something didnt seem right to me so I went to hospital and reported it as work related.Then I was sit down intergated for two hours with out pay sent to baptistwox for two months they ref me to ortho dr who the union and the att said dont go to there doctors so stdd turn me down and hr coded me as being on personal leave long and short they have canceled my insurance ive been off since may its now july .Ive had to sell my car to make my house pymnt Ive not received any wcomp money and my attorney says I need to hire another attorney to appeal std .What a joke this is to the highest heights of nuts!I went back to work one day was treated like a dogg yelled at threatened the operations mgr thru a skid off a table near me .tryed to report to hr and they said they wouldnt worry about any of that only if i where coming back to work .Is this for real or am i dreamin when i came out of training the OManger said to the 10 people in my training class if you think your going to move up here quick get out now.I wish i had listened to my gut and sprinted out of that building the worst mistake i ever made now im hurt and ups could give a sh__ ! about me or my family how saD this is the short side of this whole drama im in.
This is a sad story on many levels. The lessons to be learned are: Report injuries when they happen. Don't let a supervisor write the accident report for you. Insist on a union steward to be in the room when you are interrogated. Report acts of violence by management toward you. And please don't be offended but, I would be remiss if I didn't tell you to go back to school. The lack of communication skills will hinder you the rest of your life. Even the email address you gave, didn't work.
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if a company gives a driver a check it said ok to take a check and bounces it's the driver to blame.i got news for them i won't sign anything about payroll dections.until i talk with a lawyer and national grieves has heard my case. i don't sign anything exceptmy time card car condition report and paycheck.if they tell me to sign payroll slip i will say i refuse.
Listen up. A driver is this situation has already gone to the National Grievance Board. They made the driver 50% liable for the bounced check. He was locked out of working until he signed for the payroll deduction. Unless there are thousands of dollars involved, a lawyer isn't going to take the case. The best court action might be taking the company that cut the bad check to small claims court. Call the local tv news to let them know of the injustice.
The Teamsters have already sold out the driver on this one and set a bad precedent for any future grievances on this issue.
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hi,i am ****, a feeder driver out of ****,ct.have a BIG PROBLEM but my buss. agent insists i bow to company demands even though i did nothing wrong.in the past on this issue i was out of work for 10 months.i have contacted the i'ntl in d.c.,but no help.i can prove failure to represent but no one will listen,anyone out there help me?
It sounds like you may have a 301h complaint. But without more information, it is impossible to answer you. Send us your contact info and we can have someone who has gone through the process contact you
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I hurt my back 9 months ago. I've been working off and on sence. I was told if I sued. then I would have to give my notice. If I take what they offer me. And give my notice, Then I won't be able to get a job anywhere else because of my restrictions. what shall I do?
Employers can't make you quit because you file a workers' comp claim. GET A LAWYER.
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can my employer terminate me after you file a lawsuit against my employer for unpaid workers compensation in Chicago
Termination after filing a workers comp claim can be RETALLIATION. Filing a claim of course doesn't protect you from termination because of stealing or insubordination.
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if im injured at work and my employer pays the medical bills and then offers me five thousand dollars to settle the case is that accepting liability
Not sure if I understand the question...If you accept a blanket settlement, the employer is compensating you for any lost income, any suffering you experienced, and any future medical bills. Of course, the settlement can also make the company bear the responsibility for any future medical bills related to this injury. And the settlement should hold you harmless for reimbursing the workers' comp carrier.
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Is there a company policy through UPS that can be used to combat production harrassment? I know that ART. 36,37, and 66 can be grieved. I'm just courious.
The quick and dirty answer is no. "The fair days' work for a fair days' pay" is definitely open to interpretation. Most of the words of founder Jim Casey have systemically been tossed aside. UPS (as well as other companies) have won the court battles that "Company Policy" statements are not legally binding to that company. "UPS has clear workplace policies and practices... to ensure all employees are treated with respect and dignity." That would seem to disallow harassment.
In addition to this policy, workplace harassment is forbidden by the National Teamster Agreement. But (in many areas) the Teamsters are ineffective and unmotivated in preventing workplace harassment. The cards are clearly stacked against the employee. Industrial Engineering dictates to Operations how many drivers and how quickly they must work. Nevermind the fact that there have not been recent timestudies of workareas in which to accurately gauge the amount of work that can be safely done in a given time. No attention is given that there has never been an independent timestudy but rather biased timestudies that kept the carrot (being under the time allowance) just beyond the reach.
"Develop relationships with your customers." How is that possible, given the gerryrigging of routes and the lack of an allowance of time to discuss customer needs and possible sales leads with them? It's easier just to 'run and gun', be borderline rude and uncaring, just get it done, And hope that you are close enough to fly under the radar that day.
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I just recently employeed with UPS and I am intrested in transferring.. I am afraid I will be introuble for asking. is there any legnth of time that I have to be employeed at that UPS before I can transferr to another..?
UPS does not allow transfers for hourly personnel. You can only reapply at the new location. Of course, UPS also has a policy of not rehiring former employees. That policy is broken all the time when students return for peak and summer employment.
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My husband has 22 years with brown were getting divorced can we do pension sharing with his defined benefit plan . Could i take a lump sum . Whats my best option for a clean break.?
NABER gets a question like this every 6 months or so. As usual we must stress you discuss this with your attorney as the laws vary. Assets in a marriage need to be split. Pensions that were earned by either partner (while they were married) are in effect compensation earned while married but paid at some future date (in retirement). There are no lump sum pension terms available for any UPS pension that NABER has heard about.
While the pension can be split when your husband retires, this is not always the best solution. Your husband could pass away before retirement in which case you would receive no benefits because you will no longer be eligible for a widow's pension. Your husband could delay taking his pension as long as he chooses. In fact, he may want to work a few more years to build up his pension credits since some of the pension will be going to you.
You both might benefit if you can negotiate a buyout. That is, if you took a greater % of other assets to compensate for your husband getting his entire pension when he retires. In previous years, I have recommended trading house equity for pension equity. This was easier before house values dropped. Realize too, that present value of the pension is worth less than the value it will have in the future (and spread over time).
- For example, if you were married 10 of the years that he worked at UPS and his pension is $100/month/year of service, your half would be $500/month. If he gets his pension at 65 (normal retirement age) and lives until he is 80, you would receive $90,000. But if you received $45,000 today and invested it at 5% it would be worth $90,000 in about 12 years and 10 months. This is how, in general, present value of future assets is determined.
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i'am a preloader and load three trucks.one driver always complains about his load or next day air gets mixed in the loads.i'am doing the best i can.preload sup is always on my back.the next time they say anything to me i may do 2or3things.1.just tell him i refuse to load 3 trucks?or have all loaders get together some morning take them by suprise everyone call in sick?just pretend i'am going to lose my temper with driver or preload sup tell them to back off?what should i do?show them i"am not going to be pushed around?i was sick one morning but came to work.the next time i call in sick they try to talk me into it i'am going to say i'am sick just hang up.and come in the next day.
Let's analyse this for a moment. Refuse to load the 3 trucks, you'll get fired. Organize a "Brown Out" of preloaders, you'll all get fired. Lose your temper at you preload sup, you'll get fired if you touch him, so keep your hands in your pockets. If you are so hell-bent on getting fired, you would be better off quitting.
If you want to keep your job, get your union steward and have a meeting with the manager. Tell the manager that you are doing your best and that the preload sup riding you makes the matter worse. Should you expect a radical change that lasts more than a couple days after the meeting? Probably not. Quitting is better than getting fired. In the meantime, you can always be looking for a new and better job. But if you were hoping to get a full-time job, realize that it isn't any better being a driver. (See the following email from a driver of similar temperment.)
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Why combining 3 routes to make 1? Why so much dispatch favortism? Why aren't 1 set rules for everyone at UPS? Why the lie of loosing business? Management has created a hostile environment thats getting very volitale.
To "make the numbers".
Management treats employees who "make the numbers" better than those who don't.
Same as above.
To motivate employees to "make the numbers" by fear of losing job.
Management doesn't care if its hostile as long as employees "make the numbers."
Things ("making the numbers") haven't changed in 35 or 40 years. Expect management to tighten the thumbscrew a little bit each year. Expect the union to get weaker every year. (There are a few exceptions.) Expect fewer and fewer drivers to last until retirement.
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I'm the wife of a UPS employee in Delaware, who has worked for UPS since 2000. Today I went to the pharmacy to pick up a prescription for oral contraceptives only to find out that my coverage termed yesterday. No notification was mailed stating the change in coverage. Could you please advise me on how to proceed with either reimbursement of $68.00 for 28 pills. More ideally, I would like to see that contraceptives are covered again. Thank you.
Add Delaware to the list of states that UPS no longer covers contraceptives. The company has also been cutting coverage for PAP Smears and Mammograms. The tactic has been to cut coverage one district/area at a time. NABER believes that this tactic keeps women employees/spouses from forming a large organized protest. NABER has been informing UPSers about this issue since 2004. SEE INSURANCE PAGE
It's interesting that the EEOC affirmed contraceptive coverage in the year 2000, yet are not enforcing the decision made in federal court. Also the company is required, by federal law, to notify participants in the plan of a substantial change in coverage. Healthcare Coverage is a part of a contractually agreement. Yet, the Teamster refuse to get involved.
But to answer your question: The "how to" file a benefit appeal is detailled on the INSURANCE PAGE.
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where can NYS UPS employees (drivers), purchase disability insurance? thanks
Considering the number of drivers that get injured/disabled, disability insurance is a wise move. Assuming that you have decided to forgo UPS's Long Term Disability insurance, you have a lot of choices. GOOGLE SEARCH LINK What % of income will you need to survive? Do you want to have a wait period until UPS's short term disability insurance runs out? (What if you are denied the short term benefit? I had a work injury and was denied both workers comp and STD.) What are you willing to spend? Like any insurance, rates vary from state to state, so there is no "right" answer. Shop around.
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Where do you go to find information on the pension and how
it'd doing?
Once a year, by Federal law, a pension plan must send all participants (employees and retirees covered by the plan) a summary of plan statement which includes the percentage a pension plan is funded. You will also be given the opportunity to purchase the full financial statement.
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I am a 29 year old white male employed with United Parcel
Service nonunion for over 2 years. Throughout my career with UPS I have
maintained an above average employee appraisal. I have also extended
myself beyond my normal job responsibilities as being elected team
ambassador by my co-workers to represent our needs and concerns to management. I
have always fostered a positive attitude towards change, and have
maintained an excellent relationship with my co-workers and higher
management... our site was to receive a visitor from our
corporate location, the visitor serves on the UPS Board of Directors with
Business Development. Each supervisor within my department was to pick
the best individual to serve as a member of a focus group and discuss our
departments processes and procedures. This not only was an opportunity
to discuss relevant issues that our department faces, but also as an
opportunity to meet with an individual that could possibly help further
my career with United Parcel Service. I was chosen by my team leader as
the individual best suited to attend this focus group. When my
supervisor approached our department manager with his decision, the department
manager stated that he did not want me to represent our team. His
reasoning was due to my earrings and a single tattoo on my right arm that
is not usually visible even with a short sleeve shirt on. Mind that our
dress code at United Parcel Service is business casual, and does not
limit visible tattoos and or earrings. I was informed of this decision by
my supervisor, who confided that this was just business politics. He
stated that the manager specifically stated that if he were to decline
the attendance of such meeting to an individual with burn scars, then it
would be discrimination. The manager stated that the burn victim,
unlike myself does not have the ability to control their appearance. I did
approach our HR department about said comments, and was ensured that
under no circumstances should I be judged not fit to attend the meeting
because of my outward appearance. The manager advised that the same
statement could be utilized to describe an individual that is overweight,
or of a specific religious background. The HR manager apologized on
behalf of UPS for the comments. At this point I am very concerned with my
career at UPS. The manager that commented on my appearance is not only
in control of any advancement within our department, but also our
individual pay raise.
UPS has "traditionally" maintained appearance standards for drivers and management. You would have to lose the earrings and hide the tattoo at some point (or level) if you ever became management . So if advancement/promotion is your goal, then control your appearance to conform to what your boss (or boss's boss) expects. UPS is not Google, it is still a conservative company.
Think about the possibility of this Board Member really having a thing against tats and piercings. You would have done yourself more harm than good showing up with earrings.
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I work for UPS for almost 8 years and I had a family emergency where my
wife was admitted into the hospital. I had to miss work for 3 days due
to my family emergency. I have no family members other than my wife to
watch our 1 year old daughter. Besides my wife being in the hospital
my daughter had a medical emergency to see a neurologist for her brain
because she needs medical attention. My daughter has been having
fainting spells and was given an emergency referral. I was the only legal
person around at the time to help meet her medical needs. I have proof of
all documentation to prove my situation. I feel that UPS is been unfair
to my extreme situation. UPS wants to write me up and suspend me for
calling out. This can lead to termination which can cause me and my
family grief since I am the only one currently working. Please help me out
by trying to understand and take my family emergency into great
consideration
UPS must have "forgotten" there are federal laws protecting individuals such as yourself with family medical emergencies. The Family and Medical Leave Act (FMLA website) is administrated by the U.S. Department of Labor. FMLA "provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that group health benefits be maintained during the leave. The FMLA is designed to help employees balance their work and family responsibilities by taking reasonable unpaid leave for certain family and medical reasons." Some states have their own set of FMLA which offer even more protection to employees. It sounds like your emergency would be protected by FMLA provisions. You may want to contact an attorney familiar with FMLA if you are in any way harassed or disciplined over this matter. FMLA is just not for childbirth leave as some individuals believe.
SEC. 102. LEAVE REQUIREMENT
DOL has developed an optional form (Form WH-380, as revised) for
employees' (or their family members') use in obtaining medical
certification, including second and third opinions, from health care
providers that meets FMLA's certification requirements.
(b) FMLA leave may be taken ``intermittently or on a reduced leave
schedule'' under certain circumstances. Intermittent leave is FMLA leave
taken in separate blocks of time due to a single qualifying reason. A
reduced leave schedule is a leave schedule that reduces an employee's
usual number of working hours per workweek, or hours per workday. A
reduced leave schedule is a change in the employee's schedule for a
period of time, normally from full-time to part-time.
SEC. 104. EMPLOYMENT AND BENEFITS PROTECTION.
(1) IN GENERAL.--Except as provided in subsection (b), any eligible employee who takes leave under section 102 for the intended purpose of the leave shall be entitled, on return from such leave--
(A) to be restored by the employer to the position of employment held by the employee when the leave commenced; or
(B) to be restored to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.
SEC. 105. PROHIBITED ACTS.
(a) INTERFERENCE WITH RIGHTS.--
(1) EXERCISE OF RIGHTS.--It shall be unlawful for any employer to interfere with, restrain, or deny the exercise of or the attempt to exercise, any right provided under this title.
(2) DISCRIMINATION.--It shall be unlawful for any employer to discharge or in any other manner discriminate against any individual for opposing any practice made unlawful by this title.
SEC.107. ENFORCEMENT.
(1) LIABILITY.-Any employer who violates section 105 shall be liable to any eligible employee affected--
(A) for damages equal to--
(i) the amount of--
(I) any wages, salary, employment benefits, or other compensation denied or lost to such employee by reason of the violation; or
(II) in a case in which wages, salary, employment benefits, or other compensation have not been denied or lost to the employee, any actual monetary losses sustained by the employee as a direct result of the violation, such as the cost of providing care, up to a sum equal to 12 weeks of wages or salary for the employee;
(ii) the interest on the amount described in clause (i) calculated at the prevailing rate; and
(iii) an additional amount as liquidated damages equal to the sum of the amount described in clause (i) and the interest described in clause (ii), except that if an employer who has violated section 105 proves to the satisfaction of the court that the act or omission which violated section 105 was in good faith and that the employer had reasonable grounds for believing that the act or omission was not a violation of section 105, such court may, in the discretion of the court, reduce the amount of the liability to the amount and interest determined under clauses (i) and (ii), respectively; and
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missed packages and not recording them.even if it's a misload. is it true they could say it's dishonest and could fire a driver for that?
The DenverBrown.com (March edition) addressed just that issue.
"I've never seen as many drivers fired as we have right now. Every week a couple more go out the door. Sometimes it's 2 or 3 a day. Most of them are under the age of 25 and not yet fully indoctrinated in the UPS mindset. Most of them have been accused of bringing back packages unsheeted and unattempted.
Now I know not running packages and then not sheeting them is serious mistake. But should it be a termination on the first offense? UPS claims that people just aren't getting the message and they have talked about it and talked about it and they aren't going to talk about it anymore. They are going to fire people and maybe they will give them another chance and maybe they won't. They feel bagging packages involves a certain amount of dishonesty and being fired for dishonesty is not something you generally come back from.
I know UPS is tired of talking about running misloads and tired of having drivers not do what they are supposed to do, but is that really so very different from how UPS conducts themselves on an everyday basis. Aren't all the drivers just as tired of hearing that management is going to fix the misload problem..."
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Does it matter if you give 2 weeks notice of leaving if you
are a part-time supervisor?
It's a courtesy. If lack of notice is the worst thing a former employer can say in a reference check it doesn't matter. If you don't care or would never use UPS as a reference, leave when you want.
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Was injured on job and state comp doctor imposed weight
restriction of 20 lbs. Now company says "get restrction taken off, or no
work" Have been working with same restriction for 6 1/2 months, now all of
a sudden I can't work. What do I do?
First, get a Workers' Comp lawyer and get on "Comp" if you are not on it now. Because you have been working you and your family should have insurance coverage for the time stipulated in your contract (6 months or 12 months from your last day of work). Also check out the Class Action being taken against UPS by Scott and Scott, LLP Lawsuit LINK
"...the complaint alleges UPS, a multi-billion dollar company and the world’s largest package delivery service, systematically violates the ADA by, among other things, employing a corporate-wide “100% healed” policy before any medically impaired employee on leave can return to work. A “100% healed” policy discriminates against qualified individuals with disabilities under the ADA... "
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I retired from UPS in 2002, at the age of 54 with 30 years
of service.I just received my medical insurance bill from UPS saying
as of Feb.1 I will be paying 72.00 more a month,which will bring my bill
to 622.00 a month.I cant get anyone to tell me if this is the correct
amount for my age which is 59 now.It says on central states website it
should be 552.00 a month.I guess retires were not put in the new UPS
contract.Can someone help me as to how much i should be paying.NO one at
the union or UPS will answer me.I hope you can help me out. Thanks.
We are not sure why your current cost is what it is, you would have to contact the Central States Pension Plan directly to get an answer. But the good news is, you will participate in the new price of $200 per person as of Aug. 1, 2008.
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If a FT UPSer in Central States has 21 years of service at age
42, what are the retirement options? The new Master agreement doesn't
include this information in the chart............it refers to the
"plan document," but I can't locate it! The spouse has been offered a
relocation job, but the UPSer is uncertain about when/if he can
retire...............Help.
If I retire after 20 years of service, can I get rehired as PT
in another state/location?
It is our understanding that the UPS/Central States Pension Plan has restored the "25 and Out" option, but there is no "20 and Out". You can only receive pension benefits at normal retirement age. The new and improved pension plan has not released the Summary Plan Document(SPD) as of Feb. 2008.
The UPS/CS Pension Plan does not have reciprocity with any other pension plan. That means a UPSer can't move from say Omaha to Chicago or from Denver to San Francisco and add to pension credits.
UPS does rehire good former employees depending on the company's need. NABER can speculate that the company is having trouble hiring quality employees. Be forewarned you may lose all benefits of seniority.
This answer is subject to changes that may exist in the new SPD.
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Can my employer terminate me while I am on workman compensation?
Sure, if it came to light that you had stolen (for example), your employer can terminate you. Workers' comp is not some kind of pardon (Get outta jail free card.) But if your employer trumps up some fireable offense to get you off workers' comp, that would be illegal.
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Hi, Do you know if there is a copy of the Local 710 UPS Agreement on-line
that I can download?
UPS Steward, Local 135
Sure, NABER's got it. LINK It's a big pdf. file but it's completely searchable by word or phrase.
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what is the name of UPS'S safety person
Vague, but let me give it a shot. UPS's Director of Corporate Health and Safety is Kevin Strahan. He is also a member of the National Safety Council Board of Directors.
Ronald Sowder a feeder driver out of West Carrollton Ohio has 45 years and 3 million miles without an accident. He is is UPS's real safety person, not some pencil pusher.
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I have been going through a complete NIGHTMARE with my
perscription bebefits through MEDCO-dont worry I have the all universal
benefits center # imprinted permanently in my head forever. I have called
EVERYONE and do not know what else to do at this point. There is some sort
of wire crossed between what my SPD says - wich would give me a flat
rate $20/45 co-pay for 90 mail order scripts- wich is what I had been
getting ( and this is what is in my 2008 SPD) and according to Medco I am
only covered at a copay of 25% no matter what the medication. I have
never heard of that before ever. I take several medications vital to my
daily function and am coming up in another order. Last year my
medication was $530 paying by the copays and would have been a little over
$5,000 without. I cannot afford that as a PT local sorter at all.
Who do I talk to??? The benefits center is "researching" this and has
had over a month to fix this, my HR guy has basically also washed his
hands of it too, and just referred me back to the 1-800-877-1508....There
has to be some other route than that number! Please help me somehow! I
cant even work w.out thinking about this!
UPS is self insured. Medco only pays what UPS tells them to pay. Medco manages the costs for UPS by negotiating discounts with drug companies or drugstore chains and/or by asking/demanding doctors to prescribe something cheaper. You generally won't get anywhere by calling Medco. They won't intervene to straighten out a HR problem.
This sounds like an HR screw-up. You are most likely coded wrong in the system. It doesn't take a month to fix this. It's time to start making some waves. Ask your manager (then in 10 days your division manager) to intervene. Ask for the district HR phone number. Talk to your union business rep. These are negotiated benefits. Expect to be harassed by company management.
I would be remiss if I didn't bring up the possibility of you being retalliated against by the company for costing the system too much $. If you quit, the company replaces you with a healthy person that doesn't have $5k/year in medical bills. Why else would your HR person neglect doing his job, unless he had supervisory approval? The Dept. of Labor might end up be the ultimate solution for this problem. You have a right to these benefits.
Feel free to post an edit this as an update. I just want any one else that might be going through the same nightmare to know they arent alone! Today our local sort is calling our union rep any for another grievance issue and I plan to discuss this with him. is this the appropriate plan of action since this is a contract neg thing?? I would think so.. I have already exhausted ALL other routes. I have gotten off the phone this morning with the benefits line and they admitted- once again that they have messed up, and its not fixed- but this time they copped to opening and closing a prior "research article" as being resolved. That just turns my stomach. So now I have to wait several more days (all of wich I will be calling them you better believe) before their head honcho is supposed to call me. And I am just supposed have faith I guess that it will be fixed. I have already paid over $200 at their 25% covered ( I foot 75%)copay for one medicine that I needed and cant afford to refill the other 3 and act as a bank to file claims and get money back later on. So when I dont have my medicine, cant work and have to be hospitilized....I guess there will be a lot of paperwork for someone to do....
Please let me know what other steps I should complete to be absolutely thorough. I have documented times and date of people I have spoken to- ID number, ect. Is there other alleys I should go down? If this goes to court I dont want to hear I didnt do everything I could have done. I just have no belief that this will be fixed. thanks so much for your time and answer!!! I cant tell you how much I appreciate it!!! You have NOOOOO idea!
Wow, we are not surprised that the Benefit Line didn't follow up as promised. Part of the job description there seems to be to stall and misdirect. In situations like yours, they seem to act as the "gate keeper". They won't tell you how to get your problem resolved.
Appeal the problem as directed in the SPD (Summary Plan Description), with the TPP (Third Party Provider), then an appeal with the Administrator of the plan in Atlanta GA. File a grievance with the union, as your benefits are contractual,
After that if your problems are not resolved contact the DOL/EBSA in Atlanta as they have oversight with regard the Health & Welfare & Pension problems. The necessary addresses and contacts are as follows;
United Parcel Service of America, Inc.
Attn.: Mr. Brian M. Brum Corporate Legal
& Mr. Dale Whitney Corporate Benefits
55 Glenlake Parkway, NE
Atlanta, GA 30328
Mr. Howard Marsh
Regional Director
US Department of Labor
Atlanta Regional Office EBSA
61 Forsyth Street
Suite 7 B 54
Atlanta Ga. 30303
404.562.2164
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ups has alot of good benifits and good pay.saw aguy on my
route one day and he told me ups employees have nothing to complain
about.if we had to work for min wage and ciuldn't afford benifits it would be
different.rememeber there are people who would work for free benifits
anytime.as far as 25.00 an hour he would do this job for12.50-13.00 an
hour.he would even work 60hours a week.doing 50-55 hours a week
now.there are people out there who would work for less.
UPS does indeed have good benefits and pay. Okay, maybe not such good benefits if you are a woman or are on expensive medication. (Read elsewhere on this page.) Oh, and don't get hurt or have an accident, either.
So this guy on your route told you that you and every other UPSer is overpaid and a whiner to boot. He never worked for UPS. And this guy has probably never worked (even one day) as hard as you do every day of every week. You earn your pay, health benefits, and pension.
Using his logic, the more you get paid, the worse your employer can treat you.
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I worked for UPS for 10 years and loved my job, due to some
personal things tha I was going though I put in my 2 weeks notice. I
ended up quitting before that two weeks was up (management ended up
starting a fight with me in the back of my truck and threatened to kick my
ass). Anyway I quit two years ago (although they said I walked off the
job even though I had already worked 10 hours before this altercation
happened) and now I would like to have my job back and after talking to
the union they said it should not be a problem but I have to speak with
my old boss, at first he said no but eventually agreed, anyway my
question is everytime I try to apply online to be considered for a job (not
asking for my driving job, willing to start at the bottom and prove
that I deserve a second chance)it said I an unable to apply as I am a
former employee. What should I do?
Click your heels together and spin around 3 times saying "I'm a glutton for punishment, I'm a glutton for punishment." Sorry at my attempt to be humorous. For years, BROWN has waffled on the issue of hiring former employees and hiring relatives. Obviously, from your experience, the online form is set to reject former employees. Yet, during peak and summer vacation season college students are rehired. If I were you, I would contact your former boss and explain the online situration. If he really wants to rehire you, he could get HR to make it happen.
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I've been a service provider for almost 4 years now. Summer of
2006 my husband and I decided that it was time to have a baby. As soon
as I got pregnant I was put on a weight lifting restriction of 30lbs
to avoid a pre-term pregnancy. My OB explained that this is protocol for
every pregnancy regardless of what your body is used to doing. I
thought that I would be able to do light duty work until I was full-term.
However, UPS treats pregnancy the same way they would treat an outside
injury, accident or illness. I was told that I'd have to go on
disability. I went on short-term disability which is a straight $225 for the 1st
13wks and $250 for the 2nd. A full-term pregnancy is 36-40 wks so you
do the math. Long-term disability was a little better. Going from a net
monthly salary of about $4400 to around $800 almost cost us our home.
We thought that since I wasn't really 'disabled' that I could find
other work to help offset the $3600 deficit. I was told that I wasn't
allowed to collect disability and maintain another job. The only way I could
keep my job at UPS was to go on disability. Then my teamster rep. told
me that I should have purchased the income subsidy insurance that we
can get through them. Sounds great in theory only there's a catch. The
insurance covers time loss due to outside injuries, accidents and
illnesses but they don't cover pregnancy related time loss. Hmmm, so
pregnancy is considered to be one-in-the-same w/ outside injuries, accidents
and illnesses by UPS but not with insurance that we can get through them.
Then to top it off, once I returned to work I found out that I had
skin cancer. I had to have surgery right away and missed 2wks. I submitted
my FMLA only to find that it had been denied because I had already
exhausted my 12wks while I was pregnant. Heaven forbid my son get sick.
Another occurrence!!!! I feel that the way UPS handles maternity issues
is extremely discriminatory. Both men and women can get cancer, break a
leg, throw out their back. Only women can be 'afflicted'(since they
literally told me that they considered it to be the equivalent of an
illness. Personally I loved being pregnant.)with a pregnancy. I'd heard that
UPS has had pregnancy disputes before but don't how they were
initiated or what the results were. Still waiting to hear from our union rep on
that one. (It's been over a year now. Obviously not a priority.) Any
guidance here would be greatly appreciated. Also, FYI for Mr. Clueless,
almost half of the 60+ service providers at our center have a bachelor
degree – and I’m not talkin’ community colleges either. Myself
included.
NABER hasn't addressed woman't health issues in awhile. But it doesn't appear much has changed. (See http://pupsinc.homestead.com/sexharass.html)
Since UPS is self-insured (and basically dictate policy to the 3rd party insurance facilitators) how can they be on both sides of the fence about the status of pregnant workers. Are they disabled or not? This would seem to be the basis of a future Title IX discrimination lawsuit.
To give you an idea about the inconsistancies that UPSers have to deal with: In some areas, insurance coverage ends 6 months after leaving the job. In those areas, a UPSer would have to work through the first trimester to be covered for a full term pregnancy. In California, light duty has to be offered to pregnant employees by state law. In similar fashion, pap smears and mammograms are covered where required by state law (while in most states, they are not). Testing for testicular or prostate cancer is covered everywhere.
The Teamsters should have addressed the issue of equal treatment of woman employees no matter where they worked or the type of cancer that was being tested. To our knowledge, these inequalities were not addressed in the latest collective bargaining agreement (CBA). The company seems to have taken the road of least coverage not equal coverage.
I guess the only real solution is to take it up with state legislators to equalize the playing field for all employees.
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I have been driving Feeders for 13yrs and now I'm going back
to package car. Were do I stand on the driver list??? Do I go to the
bottom???
This is one of those items that "local practices" apply. You, of course, retain "company seniority". So you should be dovetailed into vacations. But some places pick vacations in November and others are picking now (January). Some locations will respect any vacation dates already picked in feeder. In small centers, they may not able to go over the maximum and won't let you bounce vacations already picked. In that case, you may indeed be at the bottom of the list this year. Get with your union steward.
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