ADVICE FOR THE DRIVERS OUT PAST 10PM --OVER DISPATCHED ETC

[10:30 resi]

Yep, that’s why I said after four which would be the fifth you could file and ask to have the meeting. We already have about 50 drivers on the elevated quadruple time pay. Probably about that many more getting ready to go..

There’s very little plan to reduce hours only continue paying. Most likely why there wasn’t a lot of arguing at the elevated meeting about giving quadruple time..

Yes, all the regional chairs are at the elevated meeting. It’s not just a business agent and labor manager.

No grievances have been heard in our center since February. Plenty of people have filed 10 or 12 excessive overtime grievances but nobody has been paid more than 4 times.

 

[Thebrownblob]

That is ridiculous

It’s the process and you’re not even guaranteed quadruple time. A lot of guys think it’s automatic it is not.

 

[Thebrownblob]

No grievances have been heard in our center since February. Plenty of people have filed 10 or 12 excessive overtime grievances but nobody has been paid more than 4 times.

Damn, I don’t know the situation obviously in your area, but I can promise you the ups labor department is dragging their feet as much as possible. Definitely have to stay on top of them.

 

[Wally]

Nope go straight to the gut… All grievance hours paid to pension. No hour limit. They don’t want none of this. Screw checks.

No way. Too many sticky fingers thinking that money is their personal piggy bank.

Bump your own 401k or roth.

 

[Over70irregs]

No way. Too many sticky fingers thinking that money is their personal piggy bank.

Bump your own 401k or roth.

Portable controllable yours

 

[textat3]

By a new F350 dually and $200 in scratch offs every Friday

 

[Pullman Brown]

Yep, the bean counters had that all figured out before the ink was dry on the contract.

I bet you ChatGPT can come up with a solution!

 

[Brownwind]

F250 king ranch crew cab

 

[100%ORIONComplianceGuy]

Yep, that’s why I said after four which would be the fifth you could file and ask to have the meeting. We already have about 50 drivers on the elevated quadruple time pay. Probably about that many more getting ready to go..

There’s very little plan to reduce hours only continue paying. Most likely why there wasn’t a lot of arguing at the elevated meeting about giving quadruple time..

Yes, all the regional chairs are at the elevated meeting. It’s not just a business agent and labor manager.

There were so many grievances in our local many drivers weren’t added to the elevated list at the last panel/committee. Now they have to wait until the next just to get on the list. Let alone receive quadruple pay. Some will end up with eight weeks (grievances) in a row at normal penalty pay instead of quadruple after the fifth.

This whole process is gay. It should be quadruple time automatically. Having to wait for a committee is a waste of time and screws the members.

 

[Thebrownblob]

There were so many grievances in our local many drivers weren’t added to the elevated list at the last panel/committee. Now they have to wait until the next just to get on the list. Let alone receive quadruple pay. Some will end up with eight weeks (grievances) in a row at normal penalty pay instead of quadruple after the fifth.

This whole process is gay. It should be quadruple time automatically. Having to wait for a committee is a waste of time and screws the members.

Yep, I understand your frustration. You’re correct that is the process and it is slow and the company is using it to their advantage to avoid quadruple as long as possible.

I appreciate the effort the contract made in trying to curtail the overtime or at least add more penalty.

But as you point out, there is a flaw in the way it is written. Since the beginning of the 9.5 language, it has been constantly abused by the company and we try to address it at contract time to make it better Keep notes and voice your opinion at the next contract proposal meetings.

 

[100%ORIONComplianceGuy]

Yep, I understand your frustration. You’re correctthat is the process and it is slow and the company is using it to their advantage to avoid quadruple as long as possible.

I appreciate the effort the contract made in trying to curtail the overtime or at least add more penalty.

But as you point out, there is a flaw in the way it is written. Since the beginning of the 9.6 language, it has been constantly abused by the company and we try to address it at contract time to make it better Keep notes and voice your opinion at the next contract Pro proposal meetings.

A bunch of ours had between six and eight ours that should have been paid at quadruple but didn’t make the cut. I was one of them.

I also heard the two day grievances, many of which go back over a year ago, were deadlocked.

Sometimes I think those contract proposal mattings and proposal forms fall on deaf ears. But we keep trying.

 

[Thebrownblob]

A bunch of ours had between six and eight ours that should have been paid at quadruple but didn’t make the cut. I was one of them.

I also heard the two day grievances, many of which go back over a year ago, were deadlocked.

Sometimes I think those contract proposal mattings and proposal forms fall on deaf ears. But we keep trying.

They don’t fall on deaf ears, and some of that stuff actually gets in. Keep pushing.

Yes, the two day grievances are deadlocked.

We also had quite a few with many more than five before quadruple time was approved.

 

[Wally]

One of the benefits of an union is collective bargaining. Where we went wrong is implementing the grievance process as the solution to excessive overtime. If excessive OT is a problem, negotiate it as such, make pay automatic.

If over 9.5 pay was automatic vs our current jumping through hoops process, the result for the company would be financially more severe.

Talk tough all you want, but the fact is many simply do not file 9-5 grievances. The company, if payment was automatic, might be incentivized by this larger number to put more drivers on the street.

 

[Thebrownblob]

One of the benefits of an union is collective bargaining. Where we went wrong is implementing the grievance process as the solution to excessive overtime. If excessive OT is a problem, negotiate it as such, make pay automatic.

If over 9.5 pay was automatic vs our current jumping through hoops process, the result for the company would be financially more severe.

Talk tough all you want, but the fact is many simply do not file 9-5 grievances. The company, if payment was automatic, might be incentivized by this larger number to put more drivers on the street.

We’ve had over 90% participation this year of people filing 9.5. Mostly because it’s been worse than ever..

But I do agree with you if the penalty was automatic, it would be taken a lot more serious. The problem is getting the company to agree to that and the members to demand it.

The process of filing, logging, and hearing that many 9.5 grievances is quite a challenge for local unions. Very time-consuming. The company certainly uses that to their advantage.