UPS Contract--A Year Later
04-08-2008, 12:57 PM
#51
Gets Weekends Off
Joined APC: Jan 2008
Posts: 210
Unity requires sacrifice on everyones part. Just because the contract allows it, one must logically apply the circumstance to which it is applied to see if it benefits the group, thus the individual. The contract is laden with language to give the company operational flexibility at our expense and for their thrift and business necessities. Example: Management Emergency Flying. No limits, get a trip inside 24 hours and it is theirs. I don't like management reminding me that "the contract allows it".
We have a contract, but it requires a personal sacrifice to enforce the contract for the benefit of your fellow pilot. UPS does not enforce, takes great pride in the fact that only 10% or so will grieve a blatant violation. They win every time it is not grieved. It is a painful exercise to file a grievance. UPS wants to drag it out to make you sure you will be exasperated with the IPA's inability to settle and never file again. It works. Ask any Grievance committee volunteer. This lack of ownership hurts everyone, thus the individual.
Tough to write a contract to protect a QOL with an employer AND from your fellow pilots at the same time. I push for someway to autofile a grievance process. I can't file for my crewmembers, since I'm not personally aggrieved even though it is a violation of MY contract, but I can urge them to do so. Sadly, the response is. "Why bother", and then continue to complain. Such irony.
We have a contract, but it requires a personal sacrifice to enforce the contract for the benefit of your fellow pilot. UPS does not enforce, takes great pride in the fact that only 10% or so will grieve a blatant violation. They win every time it is not grieved. It is a painful exercise to file a grievance. UPS wants to drag it out to make you sure you will be exasperated with the IPA's inability to settle and never file again. It works. Ask any Grievance committee volunteer. This lack of ownership hurts everyone, thus the individual.
Tough to write a contract to protect a QOL with an employer AND from your fellow pilots at the same time. I push for someway to autofile a grievance process. I can't file for my crewmembers, since I'm not personally aggrieved even though it is a violation of MY contract, but I can urge them to do so. Sadly, the response is. "Why bother", and then continue to complain. Such irony.
The above quote by SaltyDog explains it perfectly. I regulary post here pointing out discrepancies in people's positions or their arrogance. I have been zinged before by de727ups and that is why he has my attention more than others here lately. He purports to support all pilots in the profession, but on this thread in his own words he doesn't care about his fellow pilots at his own place of employment nor does he believe he should care. Striking difference from other posts admonishing others here for bad attitudes.
I hope all the UPS pilots pull together for better QOL for all over there. I know some good folks over there. I hope they have more trips with pilots like Salty Dog rather than some other esteemed professionals here.
04-08-2008, 04:47 PM
#53
Gets Weekends Off
Joined APC: Nov 2005
Position: UPS 757/767 Capt ONT
Posts: 4,357
"I have been zinged before by de727ups and that is why he has my attention more than others here lately."
How do you define "zinged"? I'm a moderator. I gave you a well deserved flamebait infraction and you've been following me around APC slinging mud ever since. I feel like I'm being stalked....
How do you define "zinged"? I'm a moderator. I gave you a well deserved flamebait infraction and you've been following me around APC slinging mud ever since. I feel like I'm being stalked....
04-08-2008, 05:16 PM
#54
Freightmama!
Joined APC: Dec 2005
Position: 757/767 FO
Posts: 2,880
Unity requires sacrifice on everyones part. Just because the contract allows it, one must logically apply the circumstance to which it is applied to see if it benefits the group, thus the individual. The contract is laden with language to give the company operational flexibility at our expense and for their thrift and business necessities. Example: Management Emergency Flying. No limits, get a trip inside 24 hours and it is theirs. I don't like management reminding me that "the contract allows it".
We have a contract, but it requires a personal sacrifice to enforce the contract for the benefit of your fellow pilot. UPS does not enforce, takes great pride in the fact that only 10% or so will grieve a blatant violation. They win every time it is not grieved. It is a painful exercise to file a grievance. UPS wants to drag it out to make you sure you will be exasperated with the IPA's inability to settle and never file again. It works. Ask any Grievance committee volunteer. This lack of ownership hurts everyone, thus the individual.
Tough to write a contract to protect a QOL with an employer AND from your fellow pilots at the same time. I push for someway to autofile a grievance process. I can't file for my crewmembers, since I'm not personally aggrieved even though it is a violation of MY contract, but I can urge them to do so. Sadly, the response is. "Why bother", and then continue to complain. Such irony.
We have a contract, but it requires a personal sacrifice to enforce the contract for the benefit of your fellow pilot. UPS does not enforce, takes great pride in the fact that only 10% or so will grieve a blatant violation. They win every time it is not grieved. It is a painful exercise to file a grievance. UPS wants to drag it out to make you sure you will be exasperated with the IPA's inability to settle and never file again. It works. Ask any Grievance committee volunteer. This lack of ownership hurts everyone, thus the individual.
Tough to write a contract to protect a QOL with an employer AND from your fellow pilots at the same time. I push for someway to autofile a grievance process. I can't file for my crewmembers, since I'm not personally aggrieved even though it is a violation of MY contract, but I can urge them to do so. Sadly, the response is. "Why bother", and then continue to complain. Such irony.
I think it's easy...just dragged out by the company.
I filed 3 in about a month. I got my pay for the 2 so far. The other one was a j/s matrix et al so I don't know what is going on with it.
04-08-2008, 06:18 PM
#55
Gets Weekends Off
Joined APC: Dec 2005
Position: Leftof longitudinal
Posts: 1,899
My previous post was not aimed at anyone on this forum. We have a great bunch of people in the IPA who will stick by each other when the chips are down.
04-09-2008, 07:32 AM
#57
Freightmama!
Joined APC: Dec 2005
Position: 757/767 FO
Posts: 2,880
I'm about to file another one regarding how they pay out maternity leave.
Well, since I brought it up....tell me what y'all think?
You get 66% of guarantee for 2 months after the baby is born. Well, the last check I still had 21 hours of sick.
Now.....how should they pay?
Since each check is 37.5, should they take 37.5-21 and then take the remainder (16.5) and give you 66% of that????
Or should they take 37.5 X 66% which is 24.75 and subtract 21 of your sick and pay you 3.75 out of the bank????
I'm curious as to what y'all think is the right way. I know what I think is the right way and I'm about to file if I don't get my money!!!
04-09-2008, 08:23 AM
#59
Banned
Joined APC: May 2006
Posts: 540
04-09-2008, 08:27 AM
#60
Gets Weekends Off
Joined APC: May 2006
Posts: 2,889
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