UPS Contract Negotiations Update

February 20, 2013: Ken Hall and the International Union have dug in and said NO to members paying toward our healthcare premiums. Find out where we stand on other key contract issues.

Technology / Dishonesty

The company has dug in at the bargaining table on "dishonesty."

UPS wants to preserve the loophole in Article 6 that enabled management to terminate drivers for "dishonesty" based solely on information from technology. Ken Hall says UPS is abusing the language.

The International Union and the company are at a stand off on the issue. Who will blink first?

Harassment / 9.5 Language

Production harassment is a signature issue of the negotiations. Volume is growing but full-time driving jobs are not. UPS is just piling more work on us.

The International Union has negotiated language that says the company will "maintain a sufficient workforce." Unresolved grievances could be taken to arbitration.

This is a positive step but too vague to protect drivers from exploding stop counts, nonstop harassment and excessive hours.

Compare this proposal with the existing Article 22.3 language which requires the company in black-and-white to maintain all full-time combo jobs created under the 1997 and 2002 contracts.

This language is much stronger—and is backed up by a 22.3 arbitration victory we won after the strike.

But UPS has gotten away with eliminating thousands of 22.3 full-time jobs. The violation has gone on for years. While some 22.3 vacancies have been filled; UPS has not filled anywhere near the 20,000 positions required by the contract.

The lesson is clear: package car drivers need clear language, stiff penalties and strong enforcement mechanisms to make UPS create more package jobs or the company will violate the contract and the harassment and excessive loads will continue.

SurePost

The Union reportedly has agreement on three restrictions on SurePost:

  1. Packages can be no larger than 12 inches by 12 inches by 12 inches.
  2. SurePost can only be offered to get new business or to keep existing business from leaving.
  3. If other carriers like FedEx end their version of SurePost service than UPS must do the same.

The Union's opening contract proposals also called for "a program to ensure that where package car drivers are delivering ground packages at the same address or to nearby addresses of SurePost packages, bargaining unit members will deliver the packages instead of the Post Office." (Article 26, New Section 4)

But the company had already started introducing this service—SurePost Redirect—for the purpose of making more profits, not protecting Teamsters.

Part-Time Wages

The Company has proposed eliminating the $1 per hour premium for preloaders. That's not the kind of change in pay that part-timers have in mind.

Ken Hall has promised to negotiate an increase in starting wages for part-timers. What's less clear is what the IBT has in mind for existing part-timers.

In 1997, starting pay for part-timers was increased by 50¢ an hour and every part-timer got an extra $1 "catch-up" increase, on top of the other contractual raises, to narrow the pay gap between part-time and full-time pay.

Sixteen years later, part-time starting wages are at an all-time low and the wage gap is bigger than ever. Members need and expect significant increases in starting pay and catch-up increases.

More To Come

These are just a few of the main contract issues. The International Union has not put any economic issues on the table. Pensions, wage increases and new full-time jobs have yet to be discussed.

And other key language issues remain to be dealt with, including subcontracting where the International Union is bargaining the issue simultaneously for UPS, UPS Freight and UPS CSI.

The International Union has done a good job informing members about the company's demands that we pay for healthcare and the Union's clear stand on the issue. As a result, members are energized and united.

It's time for the IBT to lift the Brownout so members know what we're fighting for on harassment, 9.5, subcontracting, full-time jobs, technology and other priority issues. It's hard to back our union and pressure the company when we're kept in the dark about what what we’re fighting for.

Let’s unite around the issues and Make UPS Deliver a fair contract.

Comments

I WOULD LIKE TO SEE SOMETHING IN WRITING ABOUT THE ABUSE THAT WE ARE TAKING FROM CENTER MANAGEMENT REGARDING THE ABUSE PART-TIME EMPLOYEES ARE RECEIVING.  WE ARE BEING ASKED TO GIVE UPS PRIORITY SOTHAT THEY CAN USE US FOR DELIVERY PURPOSES.  THE PROBLEM IS THAT WHEN WE COMMIT TO THEM THEY USE US AND THEN THROW US BACK INTO PART-TIME POSITIONS.  SOME OF US HAVE BEEN DRIVING ON AN OTHERWISE FULL-TIME BASIS.  WHY ARE WE NOT PROMOTED TO FULL-TIME??? I PERSONALLY ARRANGED MY WORK SCHEDULE , GIVING UP A THIRD JOB AND BACKING DOWN MY AVAILABILTY AT THE SECOND JOB TO MAKE MYSELF AVAILABLE TO MY CENTER (1380) 2-1/2 YEARS AGO.  I WAS THEN WORKING PRIMARILY AS A COVER DRIVER.  THEN LAST SEPTEMBER WAS BROUGHT BACK INSIDE INTO THE PRELOAD.  THEY WOULD TELL ME THAT THEY WOULD HAVE ME DRIVING NEXT WEEK AND WOULD GIVE ME MAYBE 2 DAYS OR PART-TIME AIR DELIVERY.  i HAVE BEEN INSIDE ON PRELOAD SINCE DECEMBER 31, 2012.  I HAVE FINALLY GAINED MORE HOURS AT MY OTHER PART-TIME JOB BUT DON'T MAKE ENOUGH TO COVER BILLS BETWEEN WORKING TWO PART-TIME JOBS.  WHERE IS THE COMMITTMENT TO ME FROM UPS??!!!!  WHERE IS THE UNION IN ALL THIS???  ALL I READ ABOUT IS THE LANGUAGE FAVORING THE FULL-TIME BUT NOT THE PART-TIM EMPLOYEES.  hOW MANY PART-TIME VERSUS FULL-TIME EMPLOYEES ARE THERE??? HOW WOULD UPS OR THE UNION EXIST WITHOUT THE PART-TIMEERS??? COMPANIES AND CORPORATIONS ARE MADE ON THE BACKS OF THEIR EMPLOYEES BOTH FULL-TIME AND PART-TIME...LET'S HAVE THE SAME RESPECT AND ATTENTION THEN ALSO!!!!

I am currently an employee of the same company and maybe I can say something towards your issue. Every year there is an agrement as to which allows for the UPS, in whole, to hire outside peoples in order to maintain a certain level of work force during the peak seasons of the year. This in term permits for temp drivers and also temp inside employees. But there some loop holes within this clause which does not state just how these temp employees are to be used mostly to ensure this does not become abused. They hire people and work them on this notion, and it is ok wth the union, pending that it does abuse their employees. The probem is being, that if no one ask they simply will not tell you anything...NOTHING! That is how the make their "bonus checks" up for the end of the year. If you feel that you have been wronged in this matter filing with the Union will be a slow proccess since there will be no hearings till the middle of March the following year...simply put, you have the right to KNOW that you HAVE NO RIGHTS. So cross every "T" and dot very "I" if you feel there are issues.