FIGHT FOR A FAIR CONTRACT AT UPS
UPS "LAST, BEST AND FINAL" AVAILABLE FOR DOWNLOAD/VIEWING
As ballots will mailed out on March 21st, it is important that the membership has the ability to study this concessionary "last, best and final offer". You can view it here. This is a scan of the document UPS submitted to the Local Negotiating Committee on Feb. 28th. If you have any questions about this proposal, please give us a call at 502-368-5885.
UPDATE ON BALLOT MAILING
We were informed by the IBT that Louisville Air Supplement ballots will be sent out “on, or about” Friday, March 21st. Local 89 and the Negotiating Committee are recommending a NO vote on this proposal. We believe this “offer” fails to address key issues in need of resolution and is, in fact, worse than the previously rejected proposal.
UPS HURLS “LAST, BEST AND FINAL” AT ITS WORKERS—LOCAL 89 RECOMMENDS MEMBERS VOTE NO!
In its blind arrogance, UPS is once again attempting to force through a dangerously substandard Louisville Air Supplement. Local 89 was informed this week that a proposal submitted by UPS on Feb. 28, was intended by the company to be a “last, best and final offer” and will be sent out for a vote by the membership.
This “offer” is essentially unchanged from the previous proposal, which was soundly rejected by a staggering 89% of Air District voters. As in the rejected agreement, UPS has again failed to properly address key issues such as the broken shuttle system, full-time jobs, healthcare, 6-hour pensions and subcontracting. One very noticeable distinction from the prior proposal, however, is the removal of the $1000 “incentive” bonus.
VOTE NO AGAIN!
Teamsters Local 89 is urging the membership to VOTE NO on this latest attempt by UPS to force through a substandard contract. Though we do not have the date in which ballots will be sent to the membership, it is of extreme importance that all members stay informed and engaged in this process. Further, we encourage all members to educate our newest sisters and brothers in the importance of voting down this potentially catastrophic proposal.
A YEAR AND A HALF OF NEGOTIATIONS AND UPS CONTINUES TO DISREGARD CRUCIAL ISSUES NECESSARY TO SECURE AN AGREEMENT
The Company’s proposal fails to properly address the following issues:
President Zuckerman and the Air Supplement Negotiating Committee have worked tirelessly to provide creative and practical solutions to the ever-increasing problems with shuttle transportation at Worldport.However, UPS has only made trivial attempts in their proposals to reduce the many unpaid hours its employees lose to an ill-equipped tram system. It is no surprise that UPS sees no problem with the shuttle system.Upper management drive their luxury vehicles to their offices in Worldport, while thousands of workers--including its supervisors and administration employees--are forced into dangerously overcrowded and inefficient shuttles.
The outcry against the reduction of healthcare benefits resulted in the rejection of several supplements throughout the nation. In an attempt to pass the rejected supplements (including the massive Central Region Supplement), UPS/Ken Hall was forced to modify the initial Teamcare plan.While improvements were made, the plan remained concessionary. Part-time employees and their families have been subjected to particular financial burdens as the conversion to Teamcare will bring greater out-of-pocket costs.
President Zuckerman and the Local 89 Executive Board have been particularly responsive to the concerns of the membership.The Local 89 Negotiating Committee has continually pursued guarantees in its Air Supplement proposals that would minimize costs and offset negative outcomes in the transfer to Teamcare.To be expected, the Company has taken a “washed hands” position regarding healthcare and remains callously indifferent to the needs of its employees and their families.
The Local 89 Negotiating Committee offered a proposal that would create 250 more full-time jobs over the life of the Agreement.Fifty of these jobs would be created per each year of the Contract.This would prevent a situation in which the Company could stall the bidding of jobs until the end of the Agreement.Of each of these annual fifty jobs, ten per year would be created as Monday through Friday “day shift” positions.
The addition of 250 new full-time jobs will bring positive change to the lives of a sizable portion of the workforce.Many other members would benefit from movement to 6-hour and more desirable 3-hour positions created by the jobs vacated by newly promoted full-time workers.
However, the Company is only willing to create fifty full-time jobs over the life of the Agreement. Essentially, UPS has affirmed it is perfectly content in restraining employees’ efforts to create better lives for themselves and their families.This is further proof UPS is not only indifferent to, but in fact promotes perpetual part-time poverty.
In an effort to secure a “yes” vote on the Central Region and other supplements, new members of Teamcare (those who would be moved from existing company plans) were promised superior benefits. Newly promoted full-time and current part-time employees would receive a benefit of 60% of their pay up to $500 per week, while current full-time employees would receive only $300 per week in disability pay.Local 89 has taken a firm stand against this “tiered” disability plan, believing it disproportionately penalizes existing full-time employees.
The Company rejected the opportunity to address this issue so vital to the financial and physical well being of its employees.Local 89 will hold firm in its insistence that current full-time members should enjoy equal benefits to their co-workers.
Local 89 submitted a number of proposals that would dramatically decrease the Company’s use of subcontractors. UPS has a highly professional workforce that is exceedingly qualified to perform nearly every job necessary in the Air District.However, the Company continues to shift union work to outside contractors.
Limiting subcontracting will generate more full-time opportunities and will encourage movement in the part-time ranks.Further, UPS will have the accountability and dedication to service only possible through those with a vested interest in the success of the Company.
Over the course of negotiations, Local 89 has submitted several proposals related to safety.Two major issues UPS has refused to truly address in its latest proposal, involve incidents related to faulty dolly and tug hitches as well as damaged casters and ball mats in the buildings.
Despite having been cited by OSHA for issues related to tugs and dollies, UPS has refused to accept language that will prevent the unjust firing of our members in incidents resulting from the Company’s faulty equipment. Had UPS adhered to OSHA’s recommendations and installed safer locking mechanisms on its equipment, there would have been no need to further discuss these matters in negotiations.
The replacement of damaged casters and ball mats in the building has been a lingering issue for years.While our stewards and safety committees have continually brought attention to the problem, the Company refuses to provide the extra time to its maintenance employees necessary to replace damaged and worn casters and ball mats.
We have submitted workable solutions establishing a firm timeline on the replacement of this equipment.However, UPS has refused to address this in its proposals, instead choosing the “bottom line” over the health of its employees.
During negotiations, UPS “unilaterally” changed the existing 6-hour pension plan, gutting retiree benefits for long-term employees.Local 89 took swift action through the grievance process, various legal avenues, and in Air Supplement negotiations.
Sadly, UPS has not only attempted to blackmail its employees into accepting a dangerously substandard agreement, but it has also presented a “plan” that is terribly deficient in providing the level of benefits promised to its 6-hour workers.UPS has manufactured a problem and is wanting to you accept a substandard agreement to fix it.
UPS UNDERMINES ITSELF THROUGH CORPORATE GREED
UPS, once again, has done a great disservice to its employees, customers and stockholders by failing to properly address the issues necessary to secure an agreement worthy of ratification by the membership. The Company’s current and future success hinges on the hard work of its employees in the Worldport Operation, yet it recklessly puts its longevity in jeopardy through its blind greed. The reputation of UPS as a robust and healthy company is moving in downward trajectory through its continued attacks on its employees and indifference to the concerns of its customers.
RETRO PAY. DON’T SELL YOURSELF SHORT!
UPS/Ken Hall will undoubtedly pull out all the stops to sell this concessionary proposal. The latest high-dollar PR from the IBT sent to voters in other locals across the nation attempts to convince the members that they should accept their respective supplements to receive a “retro check” for their .70 raises. While it is certainly understandable that members want their back pay as soon as possible, there are a few things all voters should be aware of prior to casting a catastrophic “yes” vote.
Page Last Updated: Feb 06, 2017 (06:20:00)