UpstateNYUPSer(Ret)
Well-Known Member
$18-20 over 5 years equates to $3.60-4/year. Never, ever gonna happen.
MRA is also never, ever gonna happen.
Negotiating Paused
- Thread starter Pullman Brown
- Start date
MRA is also never, ever gonna happen.
UpstateNYUPSer(Ret)
Well-Known Member
Paid cash for a 2021 Hyundai Kona EV end of May 2021. Best move I ever made.
UnionStrong
Sorry, but I don’t care anymore.
No one cares
UnionStrong
Sorry, but I don’t care anymore.
No one cares
Just A UPS Guy
Bully.
Didn't ask.
UnionStrong
Sorry, but I don’t care anymore.
Reddit is down so I thought I would come here and offer a little "knowledge".
It is obvious to me what the Company is trying to do. They agreed to the AC "concession" in order to gain public favor but the reality is that they are not required to retrofit any of the existing fleet (two vans and additional vents) but rather must install AC in any new vehicles put in to service on or after 1/1/24, which means they will order a ton of new vehicles before the end of this year and slowly integrate them in to the fleet, beginning in our southern states. BTW, do those white, motion activated fans in the roofs do anything to reduce the heat in the cargo area or are they more of a public relations optic? They appear to be attempting an end around by eliminating the 22.4's and replacing them with a greatly reduced proposed "top rate" of $32/hr (with GWI raises) for those who complete their progression or on after 8/1/23, which has led to the confusion from some younger drivers as to whether their pay will be cut $10/hr----it won't. I never understood the $10-11/hr bump when progression was completed and tried to advise those who were comfortable at their current wage to throw the "extra" in to their 401k's. As has been stated earlier, Carol Tome has identified labor as the single largest cost that the Company (and most companies) has (have) to deal with. She is 100% correct----$100K (or more) for a job that requires only a HS diploma and valid driver's license is absurd. To that end, the Company has proposed significantly reducing "top rate" from $42/hr to $32.hr. While I don't see the $32/hr sticking, I do see a number in the $35-36/hr range in the final agreement. While it will take some time to "get rid of" those top rate drivers, whether through attrition, retirement or performance/production terminations, the end goal will be a much leaner operation in regard to labor cost, which will make the shareholders happy. Yes, production/performance will become even more of a "thing" in this agreement and you know that the "slugs" and "problem children" will have a target on their backs.
Amazon and FedEx Ground have both proven that the job can be adequately performed without $100K drivers.
The Company's economic proposal was a joke. 5 years of meager split raises with COLA only during the last two years is unprecedented and unacceptable. The Company saves a ton of money with split raises. I will admit that I chuckled when I read predictions from some of the more optimistic members here of annual raises in the $1-2/hr range. Well, it is pretty clear that the raises won't be anywhere near those numbers. I predict that the final numbers will be in the $.60-.75/hr area (not split) or $.80-$1/hr (split) for each year of the 5 year deal. The pensions have been bailed out----CSPF received a handout of $35B with an additional $5B to come when their supplemental application is approved----and are projected to have balances sufficient to pay benefits through at least 2051. Mine (NYST) was bailed out in late 2022----pensions restored 11/1/22 with lump sum "back pay" disbursed 3/1/23---nice rollover to my IRA. On a side note, I have to wonder if the Company will get any of the $6.1B that they paid to bailout CSPF back.
PVD's are not going anywhere. Those PC's without forward and driver facing cameras will have them installed within the first two years of this agreement. Taking pictures of all DR's without contact, which Amazon does with no issue, will become a standard method and will prove invaluable when closing out DFU's. "Stop, drop, click, roll."
I have heard talk of an additional vacation week and a paid day off for Juneteenth. Neither is going to happen.
Sean's tough guy stance may work in Boston but is going over like a ton of bricks in DC. His "48 hour mandate" is a joke. Both sides have shown their hole/hold cards. They must now work together to find common ground between the ridiculous economic proposals offered by the Company----way too low----and the Union----way too high. $60B - $9B = a lot of work to do without a whole lot of time left in which to do it. I do see them reaching a handshake agreement in principle NLT 7/10-15 with the Union agreeing to extend the current agreement beyond 7/30 until the new agreement can be reviewed and voted on at the local level. Yes, there would be "back pay" if this process extends beyond 8/1. Paychecks will not be interrupted. Life will go on.
Ryan Seacrest was not my first choice.
UnionStrong
Sorry, but I don’t care anymore.
I have NOT been lurking
Eat. Sleep. Work. Jork.
Go big rig then
Coldworld
Well-Known Member
Don’t forget the condo with all the bells and whistles…
I have NOT been lurking
Eat. Sleep. Work. Jork.
Coldworld
Well-Known Member
I can only imagine him over on Reddit dropping some “knowledge” on a bunch of 18 year olds…damn, probably a total sht show.
Just A UPS Guy
Bully.
Makes total sense when you look at the lower seniority drivers lately...
Coldworld
Well-Known Member
true… most of the sups around here also. I thought I heard that 40% of the drivers now only have been here 5 years or less…a little scaryMakes total sense when you look at the lower seniority drivers lately...
Just A UPS Guy
Bully.
Not really surprising when you look at the volume increase since 2019. We've increased our driving roster 80% since 2018, add in natural attrition and retirements, pretty easy number to believe.
Jkloc420
Do you need an air compressor or tire gauge
It is scary my friend
Fido
Don’t worry he’s friendly
Bout the gayest thing I’ve read.Reddit is down so I thought I would come here and offer a little "knowledge".
It is obvious to me what the Company is trying to do. They agreed to the AC "concession" in order to gain public favor but the reality is that they are not required to retrofit any of the existing fleet (two vans and additional vents) but rather must install AC in any new vehicles put in to service on or after 1/1/24, which means they will order a ton of new vehicles before the end of this year and slowly integrate them in to the fleet, beginning in our southern states. BTW, do those white, motion activated fans in the roofs do anything to reduce the heat in the cargo area or are they more of a public relations optic? They appear to be attempting an end around by eliminating the 22.4's and replacing them with a greatly reduced proposed "top rate" of $32/hr (with GWI raises) for those who complete their progression or on after 8/1/23, which has led to the confusion from some younger drivers as to whether their pay will be cut $10/hr----it won't. I never understood the $10-11/hr bump when progression was completed and tried to advise those who were comfortable at their current wage to throw the "extra" in to their 401k's. As has been stated earlier, Carol Tome has identified labor as the single largest cost that the Company (and most companies) has (have) to deal with. She is 100% correct----$100K (or more) for a job that requires only a HS diploma and valid driver's license is absurd. To that end, the Company has proposed significantly reducing "top rate" from $42/hr to $32.hr. While I don't see the $32/hr sticking, I do see a number in the $35-36/hr range in the final agreement. While it will take some time to "get rid of" those top rate drivers, whether through attrition, retirement or performance/production terminations, the end goal will be a much leaner operation in regard to labor cost, which will make the shareholders happy. Yes, production/performance will become even more of a "thing" in this agreement and you know that the "slugs" and "problem children" will have a target on their backs.
Amazon and FedEx Ground have both proven that the job can be adequately performed without $100K drivers.
The Company's economic proposal was a joke. 5 years of meager split raises with COLA only during the last two years is unprecedented and unacceptable. The Company saves a ton of money with split raises. I will admit that I chuckled when I read predictions from some of the more optimistic members here of annual raises in the $1-2/hr range. Well, it is pretty clear that the raises won't be anywhere near those numbers. I predict that the final numbers will be in the $.60-.75/hr area (not split) or $.80-$1/hr (split) for each year of the 5 year deal. The pensions have been bailed out----CSPF received a handout of $35B with an additional $5B to come when their supplemental application is approved----and are projected to have balances sufficient to pay benefits through at least 2051. Mine (NYST) was bailed out in late 2022----pensions restored 11/1/22 with lump sum "back pay" disbursed 3/1/23---nice rollover to my IRA. On a side note, I have to wonder if the Company will get any of the $6.1B that they paid to bailout CSPF back.
PVD's are not going anywhere. Those PC's without forward and driver facing cameras will have them installed within the first two years of this agreement. Taking pictures of all DR's without contact, which Amazon does with no issue, will become a standard method and will prove invaluable when closing out DFU's. "Stop, drop, click, roll."
I have heard talk of an additional vacation week and a paid day off for Juneteenth. Neither is going to happen.
Sean's tough guy stance may work in Boston but is going over like a ton of bricks in DC. His "48 hour mandate" is a joke. Both sides have shown their hole/hold cards. They must now work together to find common ground between the ridiculous economic proposals offered by the Company----way too low----and the Union----way too high. $60B - $9B = a lot of work to do without a whole lot of time left in which to do it. I do see them reaching a handshake agreement in principle NLT 7/10-15 with the Union agreeing to extend the current agreement beyond 7/30 until the new agreement can be reviewed and voted on at the local level. Yes, there would be "back pay" if this process extends beyond 8/1. Paychecks will not be interrupted. Life will go on.
Ryan Seacrest was not my first choice.
And @MECH-II talks about his ass a lot
UnionStrong
Sorry, but I don’t care anymore.
Early winner today. But I think very deserving.Reddit is down so I thought I would come here and offer a little "knowledge".
It is obvious to me what the Company is trying to do. They agreed to the AC "concession" in order to gain public favor but the reality is that they are not required to retrofit any of the existing fleet (two vans and additional vents) but rather must install AC in any new vehicles put in to service on or after 1/1/24, which means they will order a ton of new vehicles before the end of this year and slowly integrate them in to the fleet, beginning in our southern states. BTW, do those white, motion activated fans in the roofs do anything to reduce the heat in the cargo area or are they more of a public relations optic? They appear to be attempting an end around by eliminating the 22.4's and replacing them with a greatly reduced proposed "top rate" of $32/hr (with GWI raises) for those who complete their progression or on after 8/1/23, which has led to the confusion from some younger drivers as to whether their pay will be cut $10/hr----it won't. I never understood the $10-11/hr bump when progression was completed and tried to advise those who were comfortable at their current wage to throw the "extra" in to their 401k's. As has been stated earlier, Carol Tome has identified labor as the single largest cost that the Company (and most companies) has (have) to deal with. She is 100% correct----$100K (or more) for a job that requires only a HS diploma and valid driver's license is absurd. To that end, the Company has proposed significantly reducing "top rate" from $42/hr to $32.hr. While I don't see the $32/hr sticking, I do see a number in the $35-36/hr range in the final agreement. While it will take some time to "get rid of" those top rate drivers, whether through attrition, retirement or performance/production terminations, the end goal will be a much leaner operation in regard to labor cost, which will make the shareholders happy. Yes, production/performance will become even more of a "thing" in this agreement and you know that the "slugs" and "problem children" will have a target on their backs.
Amazon and FedEx Ground have both proven that the job can be adequately performed without $100K drivers.
The Company's economic proposal was a joke. 5 years of meager split raises with COLA only during the last two years is unprecedented and unacceptable. The Company saves a ton of money with split raises. I will admit that I chuckled when I read predictions from some of the more optimistic members here of annual raises in the $1-2/hr range. Well, it is pretty clear that the raises won't be anywhere near those numbers. I predict that the final numbers will be in the $.60-.75/hr area (not split) or $.80-$1/hr (split) for each year of the 5 year deal. The pensions have been bailed out----CSPF received a handout of $35B with an additional $5B to come when their supplemental application is approved----and are projected to have balances sufficient to pay benefits through at least 2051. Mine (NYST) was bailed out in late 2022----pensions restored 11/1/22 with lump sum "back pay" disbursed 3/1/23---nice rollover to my IRA. On a side note, I have to wonder if the Company will get any of the $6.1B that they paid to bailout CSPF back.
PVD's are not going anywhere. Those PC's without forward and driver facing cameras will have them installed within the first two years of this agreement. Taking pictures of all DR's without contact, which Amazon does with no issue, will become a standard method and will prove invaluable when closing out DFU's. "Stop, drop, click, roll."
I have heard talk of an additional vacation week and a paid day off for Juneteenth. Neither is going to happen.
Sean's tough guy stance may work in Boston but is going over like a ton of bricks in DC. His "48 hour mandate" is a joke. Both sides have shown their hole/hold cards. They must now work together to find common ground between the ridiculous economic proposals offered by the Company----way too low----and the Union----way too high. $60B - $9B = a lot of work to do without a whole lot of time left in which to do it. I do see them reaching a handshake agreement in principle NLT 7/10-15 with the Union agreeing to extend the current agreement beyond 7/30 until the new agreement can be reviewed and voted on at the local level. Yes, there would be "back pay" if this process extends beyond 8/1. Paychecks will not be interrupted. Life will go on.
Ryan Seacrest was not my first choice.
Jkloc420
Do you need an air compressor or tire gauge
That's @IVE GOTTA PACKAGE 4U best friend
At least he gave me a good laugh today
UnionStrong
Sorry, but I don’t care anymore.
What a doosh bag that guy is. He sounds like management.
