APWA's initial arguement that set their campaign in motion is the mismanagement of the pension funds, specifically Central States and now the others that have followed suit. Poor enforcement of the contract across the country also adds to the APWA arguement. From what I've read here, people in 705 have taken care of themselves and would probably not be interested in what APWA has to offer. Why would you sell ice to eskimos? The people under the national contract, IMHO, would benefit the most from a change in CBA.There is a strong presumption by the NLRB that an existing bargaining unit is the appropriate unit in an NLRB election. UPS has one national unit, (the National Master, created in 1979, I believe), and two other Chicago area units that never joined the national effort, (Local 705, and Local 710.) The APWA could start with either of the two local units, or both of them, *if* it wanted to.
Further, when the APWA petitions for an election, it can also petition the NLRB to combine or carve-up the Teamsters/UPSers workforce in any way they want. There is a presumption that the existing order is correct, but the APWA, or any other labor organization on the ballot, can make a case to change the composition of the unit or units. You have to have a strong case, but it can be done. Each seperate unit would have a seperate vote. See . . .
http://www.nlrb.gov
But start here at Chapter 12 first . . .
http://www.nlrb.gov
[Caution: Extensive reading of this NLRB manual may put you in a coma. Proceed at your own risk.]
Obviously the NLRB has not found the current defined unit in conflict with the above premise or they would have intervened well before now. So the APWA would have to present a valid arguement that would withstand the requisite desribed above. Your reasoning to break up the current unit just for the sake of giving the APWA some "practice" doesn't hold water.12. APPROPRIATE UNIT: GENERAL PRINCIPLES said:12-220 History of Collective Bargaining
420-1200 et seq.
In determining the appropriateness of a bargaining unit, prior bargaining history is given substantial weight. As a general rule, the Board is reluctant to disturb a unit established by collective bargaining which is not repugnant to Board policy or so constituted as to hamper employees in fully exercising rights guaranteed by the Act.......The rationale for this policy is based on the statutory objective of stability in industrial relations.
If the national strikes, you call the union every morning. Their answer "you don't have to honor the strike, but work at your own risk".
Ups79 Your wrong! When the national went on strike we here in 705 honored it and went out with the national! 710 did not go on strike and we in 705 put up picket lines at every 710 facility and for the mosr part 710 honored all of 705s pickets. After the national went back to work (16 or 17 days) We in 705 held out for 19 days before going back.If the national strikes, you call the union every morning. Their answer "you don't have to honor the strike, but work at your own risk".
Our contracts run side by side with contract dates. I have heard if we would call a strike here that the national might honor it, i think it all depends on the situation. To the best of my knowledge the national has not honored our past work stoppages over sups working, etc..,. Brother if you go out im sure we will be right there with you! Any time a company here in chicago goes out i go and show support by walking the line and bringing coffee, food whatever they need, i remember in 97 how many other unions came out in support and i will never forget that.RED,
Since you guys are under a different contract than the rest of the nation. Does your contract run out at the same time as ours, and what happens if the rest of the nation calls a strike and your local doesn't or vise versa?
After the national went back to work (16 or 17 days) We in 705 held out for 19 days before going back.
I agree with your outlook against a single employer fund, but no where have i read abuut ups, abf, and yellow having to contribute to the cs fund if they do decide to leave, do you have a link to any of that info for all of our reading pleasures?
Cole.....love the 'slingblade' avatar !!
You would be the first! I havent meet that many people from 710 that did know what they were talking about, nice to finally meet one, i think. At least from the local side of 710, are you employed by 710?No since I am local 710 I guess you could say I know what I am talking about.
I remember hearing about that. Wasn't 710 Hogan's local?
Hogan ran the movie industry local here in chicago, i cant remember the #.710 was Frank Wsol's, I believe 705 was Hogan's
Hogan ran the movie industry local here in chicago, i cant remember the #.
Cole.....love the 'slingblade' avatar !!
You can be a ups employee and go to work for the local! I was attempting to be nice to a fellow upser from local 710, but as always you think your better than all other ups teamsters. The only local with no back bone to go on strike in 97 and encourage their members to collect unemployment while everyone in the country was living off of a weak strike fund. Not to mention that your feeders crossed our picket lines at will wt the cach facility.Wouldn't anyone with any intelligence deduce that someone with "ups79" as a username, that my employer is UPS and not "local710"?
Jon, if this is the case, then how would the current retiree be effected by a UPS withdrawal or an APWA decert win? According to you the vested benefits would be covered by the withdrawal liability that UPS would be required to pay. And I've tried reading ERISA but my eye balls 'bout damn near explode. Do you know the specific area where that withdrawal unfunded liability commitment is defined?Every company that stops contributing to a multi-employer pension fund is legally obligated to pay its Withdrawal Liability to the fund to cover the unfunded, vested benefits of its own employees. If, say, Central States is 63% funded, then UPS owes the other 37%, and the bill comes due as soon as Central States realizes UPS is no longer making its regular monthly contributions. The exact amount of the Withdrawal Liability is slightly debatable, because there are several ways to calculate it, but the fact that the bill is owed is *not* debatable. Withdrawal Liability is a basic feature of ERISA and is also spelled out in every plan's trust document.