Hi, My question is this. I was hired in 1992 as a casual
driver. In January 26 of 2004 I received my seniority. I was hired under the
3 to 1 contract meaning 3 part timers would fill full time positions
then a casual would get the 4th. I,m in my 3rd contract and the ratio now
stands at 5 to 1. This is the number I fell under. I feel the contract
I was hired under should have followed me through right? I would guess
at least 5 other part timers with a hell of alot less years than me
jumped ahead in seniority. Is this legal from a labor stand point? I feel
as though I was screwed not only by UPS but our union,Teamsters Local
294. Any help and or advice will be appreciated.
When the terms of a contract (collective bargaining agreement) change, they change for all. Unless there is a separate class (classification ) of individuals is formed (or exists) with language such as "exempting current employees" or "except for employees hired before ..." It's referred to as a "grandfather clause" which makes an exception to a new rule or in this case, a clause of a CBA.
The change in the ratio was to allow more long-time part-timers to become full-time. Management used to frequently use the old 3:1 ratio to move favored individuals such as part time sups into driving quickly.
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A union steward from Colorado writes:
I have a driver friend who is a lesbian and I told her she could put her partner on the insurance and she jumped through all the hoops to get this accomplished only to be told that she is not eligible once they determined that she is a driver. The program is for management only, she was told.
Gosh, you don't suppose we all have been mislead about this, do you?
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Could you point me in the right direction for more info on this? I was driving a p500 that did a 180 and flipped off the road when I hit the brakes at highway speed, and of course UPS is trying to hang me for it. I have heard anecdotes and stories from other drivers about the instability of these vehicles, but I so far I haven't been able to come up with any hard numbers from an outside source. Any help would be greatly appreciated.
I wish I could give you some hard numbers. There is only anecodotal evidence of the roll-over problem. The Federal Motor Carrier Safety Administration has stats on traffic accidents and deaths but doesn't show accidents by package car model. The National Highway Traffic Safety Administration has a place to log a complaint about a particular vehicles' defects. http://www-odi.nhtsa.dot.gov/ivoq/
But of course if you do file a complaint expect to be harassed until you leave UPS. If you have a union local with some guts perhaps they could file one on your behalf. If the locals talked to each other this problem might get resolved. But they don't. Filing a safety complaint at nhtsa, might be saving someone elses' life.
To answer you, yes p5's seem to have a real roll-over problem. It may have to do with underinflated tires. The union is doing nothing about it. But until the individuals having the roll-overs start reporting them to the government, nothing will get done about it.
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Hello,
My husband is driver for UPS. We do NOT have any type of preventative
care coverage for women. It is crazy. I guess they would rather wait and pay
after you become ill. UPS doesn't even pay for your child's vaccinations.
Preventative care should be covered, period. As a one income family
we don't have other insurance to fall back on.
It doesn't seem logical, does it? UPS probably has figured it out to the penny what preventative care cost versus the actual cost of a cancer victim. But in much of the country these diagnostic test are covered. That even makes even less sense. What other company has coverage differing from state to state. UPS is self insured. No matter what healthcare company processes your claim, UPS has the final say-so. BROWN advertises constantly how they can organize other companies. Yet they don't seem so organized themselves. Unless their intention is to fragment coverage.
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is upsers.com not working because i use safari for my internet
Many websites are optimized for MS Internet Explorer. Anytime a website doesn't work, it's smart to try with IE. Access may also depend on which version of Safari you use. The newest version of any browsers usually has the best access, security and features.
NABER's LINKS page suggests 3 alternative browsers.
Supported Internet Browser:
Microsoft® Internet Explorer version 6.0 or higher
Microsoft Internet Explorer version 5.5 with Service Pack 2
Netscape versions 7.0 or higher
Mozilla 1.2.1
Opera 7.11
Note: Beta versions of browser software are not supported.
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I am looking for disability ins., seeing that if I have a
long illness I would only get about 10% of my weekly take home pay.
UPS pays 50% of the premium for the optional Long Term Disability insurance that it offers. The UPS LTD pays 60% of your average weekly pay ($500 max.) Only 50% of the paid benefits are taxable.
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Current female employees, or female spouses are not even getting anything paid on pap smears. UPS is saying they don't cover that. They paid for mine for twenty years! They also are not paying for mammograms, even though the SPD says they pay for diagnostics. They pay for dental x-rays, which are basically the same tool. According to an article, they are planning on cutting expenses by $200 million this year, guess where they are "saving"?! I guess they would rather pay for surgery and chemo than paps and mammograms! The odd thing about UPS' denial of mammograms, is that they say it is "preventive". ... First of all, having a mammogram does not prevent cancer, it detects cancer. That would be like saying dental x-rays prevent cavities!! They are purposely substituting preventive with diagnostic. Second, our plan has not changed, so they should not have stopped paying for them. I wonder if NOW or the Cancer Society would be interested to know that mammograms prevent cancer? Ridiculous.
The BCBS PPN pays for both pap smears and mammograms in Illinois (in-network only). Where do they pay for female diagonostics and where don't they? UPSers, please submit an answer in the above box or email us at info@naberinc.org.
If Brown pays for a diagnostic like a colonoscopy, it would seem as if they would be bound to pay for female-specific diagnostics. That's how the EEOC case was made for the company to cover contraceptives. ARTICLE. (MSWord required.)
This may be a case of sexual discrimination. See an attorney.
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I am a southern california teamster, according to what I have
read recently, our lunch breaks start from the minute we arrive at our
destination to the minute we get back to our route. Is this correct?
Or does the contract state differently? Thanx
The law (in both its present form and its proposed form) says:
"Meal period" means the period of time during which an employee is relieved of all work duties and not subject to the control of the employer."
A NABER in California is of the understanding, "Labor code recognizes "net time" as break. For example, you arrive at McDonalds at 11am, but spend 10 minutes looking for a parking space: your actual break time starts at 11:10, because that would account for "net break time". Looking for a parking spot does not constitute a break. Cal Labor website gives more and better examples." Meal Period.
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I AM CONCERNED ABOUT THE NEW MIP(BONUS) PLAN UPS IS NOW
CHANGING TO HIDE INFO FROM INVESTORS. THE NEW PLAN IS A WAY OF NOT LETTING
MANAGEMENT SELL ALL OF THEIR STOCK, THEREFORE INFLATING NUMBERS TO THE
PUBLIC. WHAT I MEAN IS HIDING OR PROLONGING THE BONUS OVER A 5 YEAR
PLAN....I BELIEVE THE COMPANY IS HEADING FOR SOME LEGAL ISSUES WITH THE
SEC.....CAN U EXPLAIN
Not an easy question to answer. I am not a CPA. That being said....
FACT: The rules of accounting have changed for accounting for Equity-based compensation.
For the full story of the changes, see http://www.fasb.org/project/equity-based_comp.shtml In part it says:
"Users of financial statements, including institutional and individual investors, as well as many other parties expressed to the FASB their concerns that using Opinion 25’s intrinsic value method results in financial statements that do not faithfully represent the economic transactions affecting the issuer, namely, the receipt and consumption of employee services in exchange for equity instruments. Financial statements that do not faithfully represent those economic transactions can distort the issuer’s reported financial condition and results of operations, which can lead to the inappropriate allocation of resources in the capital markets...
Entities are required to estimate the number of instruments for which the requisite service is expected to be rendered. Statement 123 permitted entities to account for forfeitures as they occur."
A key part of that is "expected to be rendered".
Opinion: That number can be very small if the company does not foresee management making their year-end numbers and receiving the "bonus".
Another opinion rom Teamster.net
"One part of it is the new MIP: That has not to do now with real money but with the rules of accounting and balancing.
If you plan to give Management people end of year lets say 15% of net income of the company then you have to make "set asides" each quarter. That lowers the revenue of that quarter. But when you say: maybe we give that money end of year (depending of the figures at year end) then you do not have to make setasides as nobody knows the statistics end of year. "
As long as the company stays within reasonable estimates of exercised stock options, the SEC won't have a problem with that part of the financial statements.
It's my humble opinion, however, that the company (as it becomes more diversified) did not want to give 15% of profit away. Especially not to the package division which is expected to have low growth rate and low margins compared to other segments of the company
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how do you go about applying for a job on the internet
The website you are looking for is UPS careers.
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Anyone out their know if you have a date setup for arbitration can it be moved? and if so how far can it be moved up.
The Wheels of Justice move slowly, I'm afraid. If you are asking about a grievence or termination going to panels, DenverBrown has a good article about them. Article reprinted with permission.
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Supreme Court re-employment rules
How does the recent Supreme Court's June 04
ruling on retirees re-employment effect the re-employment status of ...
retirees? In other words has [THE TEAMSTERS] liberalized its stand on where and
what we reirees can do for supplemental income via a second career/job?
The Supreme Court decision has NO Bearing in fact on any Pension Plan as far as their restrictions on re-employment in retirement. The case before the Supreme Court was in essence unique, because these two fellas were retired carpenters, who sought out work in retirement in the same industry. "Then their Pension Plan made an amendment (after the fact) to restrict what they were already doing." Consequently the new amendment to the Plan only has an effect on those retiring after the amendment was instituted. The decision won't help those in Central States, the Western Conference, the Eastern Conference, or any other Teamster pension Plan. DPC.
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I was hired as a driver for UPS as a Temp in late November 2004. I
can't believe the way the company treated me. They had me working 12
hour days and only paying me for 8.
What really pissed me off was they didn't have a package truck for
me to drive, so they asked me if I would deliver next day air using
my own personal vehicle. Tom ****** the center manager at West *********
Metro asked me to use my personal car, and I did. He said I
would be reimbursed for my mileage and I would be covered under the
companies liability insurance. Man was that a lie, December 24th
christmas eve I got into an accident and was hurt.
To make a long story short the supervisor at UPS refused for me to
go see a doctor knowing I was covered under workmens comp. My car
also received extensive damage, but UPS refuses to pay for any of
it. I am thinking about filing a lawsuit, what is your feedback on
my intentions to file a suit?
Start by informing the UPS HOTLINE @1-800-220-4126 about the lack of integrity. Then, find the baddest attorney in Florida who specializes in personal injury and also does labor law. It sounds like you have multiple lawsuit against Brown and perhaps even the center manager and supervisor as individuals.
Folks, this is why we need recommendations of great attorneys across the country.
Submit an attorney.
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I NEED TO KNOW WHO MY DENTAL COVERAGE IS WITH? MY NAME IS Cxxxxxxx L Mxxxx SS# xxx-xx-xxxx
NABER IS NOT UPS'S HUMAN RESOURCE DEPARTMENT!! Don't give us your SSN. In fact don't give it out freely to anyone. In fact,when the UPS Benefit Center calls me... I refuse to give them my ssn. The center blocks Caller ID, instead call them back. At least you know who you're talking to.
Okay, to answer your question. Probably Aetna Dental (877)263-0659. If not call the Benefits Service Center at 800-353-9877.
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Do u have the phone number for upsers.com, I can not access my account?
The Human Resources Department is responsible for resetting your password. You'll probably have to talk to a HR person on the district level. Did you make sure you selected a language when you tried to log in? You can have your identity and password correct but the website won't let you in unless you have selected a language.
Yes, they could let you log in and then ask language preference like most other websites, but then it wouldn't be UPS.
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when should I tell you that I am going to retire?
Gee, I don't know why you want to tell us.
But, you should to start the process with the union about 3 months in advance. You have to send proof to the union of your age and your spouse's age. If you need to get a birth certificate from a foreign country, request it well before you need it. If you have been divorced, the union is going to ask for a copy of that decree also. The union wants to know if your ex-spouse has any rights to your pension.
The anniversary date of your hire is not the day that you are eligible for that year's pension credit. Eligibility starts when the company started making contributions to the pension fund in your behalf. That date might be as much as two months after your start date.
When you get all these details worked out, then talk to your manager. If you will be receiving health benefits from the company you should also talk to the division HR representative and the district's HR retiree specialist. You really want the make the transition of benefits as smooth as possible. Make sure you find out what the company wants from from you. Some folks have had to provide "proof of pension" before retiree healthcare benefits begin. Some others (in the same district) haven't had to.
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I heard that this years Merit increases and MIP stock awards are going to be reduced. Is this true. Also where can I learn more about this.
MIP = management incentive program.
Yes, the rumor is that MIP is going down. So cost cutting is now hitting management compensation. But not for Mike E.
According to the Wall Street Journal (3/22/05), in 2004, Mike Eskew got a 7.5% salary increase and a 24% bonus increase. PLUS $1.67 million from exercising stock options.
Mike E. also gets a retainers from IBM ($100,000) and 3M ($80,000) for being on their Board of Directors. Plus if he actually shows up for meetings or is on a committee he receives fees and all his expenses are covered.
But at Brown, morale is down. The new package flow technology doesn't flow at all. Injuries are up.
So why cut management's incentive to do better?
To read more about the MIP cuts: BrownCafe Discussion Board
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What's the web site for upsers?
I imagine you are referring to www.upsers.com
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Subject:UPS Retirement insurance
I am a 30 plus year employee, of UPS driver for 28 years and 2 1/2 yeas part-time. My husband retired 10 years ago, with 30 yrs. as a driver. My husband had UPS retiree insurance, until he became medicare disability,covered. They_UPS terminated his retiree insurance. We had counted on. I have been planning on retireing myself, but the insurance problem(none) as I am 49 years old. I had planned to retire in May with my 30 reciprical, retirement. Now they say I am inellagble, for retirement insurance. If they(UPS) had not taken away my husband's retiree medical benifits, then I could retire. Is this makeing any sence?? My husband had his own retiree insurance..... When he go put on Medicare because of disability, he lost his retiree, health plan. So he fell on to my plan for coverage, using Medicare as a secondary. Now I want to retire,.... I am too young (with all the new changes) I can not get retiree health insurance until 57??????????? Any way I am seeing now under the ERISA laws this viiolates, the company can not terminate his retiree insurance is this correct?? Please explain! I need health benifits. I am an injured UPS driver(knee injury), I asked for reasonable accom. a lower step package car, not only are they refusing to accomodate my lower step, they have added an industrial park, extra heavy packages to my route. Knowing there is no way I can hold up. Any one have any ideas???
I did join that class action law suit for injured workers,,,, but I need health insurance so I can retire.
K.
Hi,
I'll do my best to answer your questions. Your query leaves out a lot of details necessary to give you an informed response. Your reference to ERISA Law is correct to a point. HIPAA Law was enacted in 1996 that forbids the employer from discriminating against the disabled, among other things. The Law is 29 USC 1182 a through h. There are certain guidelines that make the Law applicable.
Do you have the Plan Documents, or the SPD? Is your Husband’s Plan one that has working participants in it? Or is it a Plan that only covers Retirees. Need to know details that you didn't mention. Too many to cover here.
I would suggest you call me so that we can discuss the specifics. Sorry there is no pat answer to your plight.
In Solidarity,
Douglas Page Chapman Sr.
6619 Dralle Road
Monee, IL. 60449-9431
708-534-0490-evenings
