November 26, 2014

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UPS Contract Updates

 

Here are the new UPS contract updates. Scroll to the bottom for earlier updates. Check back.

Local 150 UPS Teamsters News

5-1-14
CONTRACT NEWS  - 
 
Here is what the IBT sent the Local Unions regarding Pay Increase and Retro Checks
 
"Your UPS members will see the 70 cent contractual wage increase in their paychecks this week for all hours worked last week.  We have also been informed that the retro checks will be issued on or about May 27th.  The retro check will be a separate check from the usual paycheck and will not be taxed at a higher rate.  Retro checks will be paid for all hours worked since August 1, 2013, including overtime hours.
 
Your members will receive their retro check in the same manner in which they receive their regular paycheck.  If they are on direct deposit, the retro check will be directly deposited.  If they usually receive a paper check, the retro check will also be a paper check."
 
Fraternally,

Your UPS Teamster Business Agents-Alan Daurie, Lealon Raley, Perry Hogan

 

4/23/14
CONTRACT NEWS  - 
 
Breaking news!!!
 
The Contract Goes In Effect on Friday April 25, 2014
 
--The Teamsters UPS National Negotiating Committee pursuant to Article XII of the IBT Constitution announced the 2013 National Master UPS Agreement,  All Supplements, Riders and Addenda will be in effect starting April 25, 2014
--The wages in the agreement are retroactive to August 1, 2013.  (Make sure you check your pay stubs to make sure that the retroactive check is accurate).
--The retro check will be expedited so that you receive it as soon as possible and issued on a separate check. (Hopefully that will help avert Uncle Sam from grabbing a bigger tax bite out of it).
--UPS currently owes over $300 million to our members and to the various pension and health and welfare funds
--The new wages and new language including the improved 9.5 language, better protection from harassment and retaliation and other improvements will take effect with this new agreement
 
GRIEVANCE NEWS - Local 150 continues to catch the Company violating the Contract with Supervisors doing our Bargaining Unit Work or giving out excessive overtime to those who sign up for the 9.5 protections.  For those who sign up for 9.5 protection it doesn't always stop the Company from giving them excessive overtime but at least they get compensated for that.  We are also winning Supervisor working grievances but until more Teamsters file grievances on that the Company will continue to try and get away with doing our work.  We are winning several thousands of dollars worth of grievances each month for Local 150 UPS Teamsters over Supervisors doing our Bargaining Unit Work and over 9.5 violations.  The only way to win these issues is for Teamsters to sign up for 9.5 protection and grieve it when Supervisors work.
 
Fraternally,
Jim Tobin, Secretary Treasurer
 
Your UPS Teamsters Business Agents-Alan Daurie, Lealon Raley, Perry Hogan
 

 

 

Here is the latest update from the Teamsters/UPS Nor Cal Committee on the UPS Contract.

4/10/14

UPS Contract Update, Mass Discharge Update

CONTRACT-There are currently only 3 Supplements/Riders left in the entire country left that must be approved before your contract takes place, you receive the superior contract protections that were won for you in the NorCal Sort Rider and Supplemental Agreements and get a retroactive raise going all the way back until August 1st of 2013.  That sounds simple doesn’t it.  Why doesn’t the leadership of the International Union get it done would on the surface seem to be the obvious question.   Why isn’t the Contract done? Let’s look at the answer to that and that will let you know that there are plenty of big questions that need to be resolved and to point to where the problems at getting this contract done are actually located.

Some brief historical background is important for you to know in achieving the answer to these questions.  Currently all of the Supplements and Riders must be approved before the Contract is fully ratified and put into place.  This was a result of an important change to our IBT Constitution a few conventions ago.  Prior to this change the National language superceded the regional supplements and riders.  Imagine if that change had not been in place the contract prior to this one when the Company wanted to take away our health care as we have it.  We were one of the last places in the country to get their local agreement worked out.  Without that change the Company would not have had to have negotiated in truly good faith…the entire UPS Contract would have been put in place, and we would have lost our health care.  This language in the IBT Constitution that was changed protected us and all other areas of the country from having things like that happen.  That language protected us and other areas of the country from UPS forcing concessions down our throats.  Without it, there is no way that the rest of the country would have held up their contract to protect a superior condition that we in NorCal enjoy and that they do not.

This language has protected us so isn’t it always a good thing?  If used as it was designed clearly it is a good thing.  What if instead the Company gave the people in that Supplement/Rider everything they said they wanted and didn’t try and force any concessions on the Teamsters and  even with that, the members still repeatedly voted no?  Then what?  That is the question in front of over 250,000 Teamsters nationally who work at UPS including those working under the NorCal agreement and for UPS Teamsters in our Local.  The current open three agreements have been turned down at least once.  The Local 89 agreement was predictably turned down since the previous agreement got voted down after the Company sweetened the pot by offering them $1000 each as a signing bonus and the offer that got turned down today didn't have the bonus in it anymore.  For the 9,000 Teamsters there that amounts to $9 million.  Their Local leadership are closely tied to an outside group and they listened to the urgings of that group to turn down this agreement.  That outside group promised the members a better deal if they turned the agreement down and the members bought that promise.  Since the members turned that down then UPS took the bonus off the table and the offer they just finished voting on was worth $9 million less as a result.  A $9 million dollar decrease in the offer certainly is not getting them more as that outside group had made in their latest empty promise.

So what happens if some part or parts of the country turn down their supplements/riders no matter whether or not they are offered what they say they want from the Company?  What happens if the agenda of  some  outside group is followed and that agenda is merely to turn down any contract?  The current IBT Constitution protects those supplements/riders from having the contract forced on them but what if they blindly say no because someone convinces them that the message preached in an outside groups empty promise is the way?  What if the commitment of the leaders and members of one or more of the supplements and riders is not to get a fair contract, not to protect the members but instead they are committed to make sure that the contract never gets ratified as part of some political game no matter how good of an offer they get and no matter whether or not the Company offers them everything that they said that they want?

Every day that a contract doesn’t materialize then our non-union competition such as Fed Ex and On-Trac are benefiting by stealing business that should be done by Teamsters at UPS.  Should Teamsters nation-wide and in Local 150 be held hostage over a supplement or rider that doesn’t have concessions and is as rich as that gained by every other area of the country?

Is there a way that the IBT can implement the agreement?  If so, can they do that legally?  If so, can they do that without destroying the protections that the change in the IBT Constitution made a few IBT Conventions gave us?  What can we do to better educate members and protect them against empty promises made by employer funded outside groups?

Hopefully there will be good answers to these questions and a favorable ending.  Your better contractual protections, your better and retroactive raises have all been held up by this and now thanks to this outside group and who knows how long they will manage to hijack your future and that of the rest of the Teamsters in this country.   The Local 89 vote was counted today and over 90% of the voters rejected this offer that had gone backwards because they listened to this outside group who aren't democratically elected, who aren't led by Teamsters and whose funding comes from employers.  Hang onto your hats and stay tuned.

MASS DISCHARGE- With the help of Ken Hall and other top leaders of our International Union the Company is rescinding the discharges of the 250 people that they had fired after a wild cat strike.  The Local Union as part of the agreement had to acknowledge that the walkout was illegal and unauthorized as well as to agree to compensate UPS for damages.  The 250 people who were fired will also serve a suspension instead of a discharge.  We are glad that our IBT Leaders and the Local 804 leaders were able to work together to negotiate with UPS the bringing back 250 of our Brothers and Sisters to work.

Teamsters Reach Settlement With UPS Over Fired Local 804 Members | Teamsters  

Fraternally,

Jim Tobin, Secretary-Treasurer

Your UPS Teamsters Business Agents,

Alan Daurie, Lealon Raley, Perry Hogan

 

 

2-8-14
UPS CONTRACT - Many of you have been patiently waiting and asking when the UPS Contract will go into effect, and how soon we can expect to start seeing the wages and benefit increases.
 
In order for the UPS National Master Agreement to be finalized and the wages and new contractual language to be implemented, all supplemental agreements have to be ratified by the members working under those particular supplements. At this time, there are four (4) area supplements that are open and still being negotiated. They are as follows, Local 89 in Louisville, Local 623 in Philadelphia, the Ohio Conference, and Central Pennsylvania. The I.B.T. and UPS are currently operating on an extension agreement while these supplements remain in negotiations. Once the remaining supplements are ratified all active wage increases will be paid retroactively back to August 1, 2013.
We understand this process has been long and frustrating for you as members; however we need to continue to be patient and allow this process to work in the best interests of those members directly affected.
Some things to consider while you await a retroactive check, you should be keeping track of your straight time and overtime hours. This will allow you to have a better idea of the hours your retro check should be paid on. If there is a question, having the hours yourself rather than waiting for the company to look into it will ensure a smoother process if there is a discrepancy in what you believe the amount should be.
If you are a part time employee who is still in progression under Article 18 of the Nor Cal Sort Rider, you will continue to receive your increase on your anniversary date until your progression is complete, once completed; you would then receive the general wage increases August 1st of each contractual year.
TEMPORARY CLOSURE of NORTH BAY HUB – UPS is closing the North Bay facility located in Richmond, Ca. on March 1, 2014 to begin the process of automating the facility. The closure is expected to remain in effect until sometime in November 2014. The Company has had numerous discussions with the effected Local Unions who will absorb much of the North Bay volume for the period of the closure.
The change in work will be as follows;
? Work on the Oakland night shift will move to the San Bruno building.
? Most of the North Bay Hub work will move to the Oakland building.
? The North Bay feeder operation will be split between North Bay (rail yard) and the Oakland feeder   department.
? The package work in North Bay will be split between the Oakland building and temporary buildings set up for dispatching delivery routes.
While we anticipate numerous challenges with the co-mingling of the Local 315 and Local 70 work forces, we trust our members will help us to work through those issues.
One change that will affect all of the Nor Cal Locals is the feeder annual bids. For this reason, we have agreed to change the feeder bids to coincide with the changes in feeder runs and the closure dates. The feeder annual bids will be bid in February 2014 to take effect in March 2014; a second feeder temporary bid will be posted October 1, 2014 to take effect in November 2014. The feeder annual bids will go back to April 1st in 2015. This change is
necessary and will allow feeder drivers to exercise their seniority as the work changes. Employees who are trained after the feeder annual bid will not be allowed to exercise their seniority for the 2nd feeder temporary bid but will be able to do so for the next feeder annual bid in 2015.
UTILITY DRIVER PROGRESSION – The issues surrounding the training of NEW utility drivers was partially addressed in negotiations and clarified; part time employees would start their driving progression once they successfully bid and were trained as a utility driver. A letter of understanding was drafted and signed that further clarified the utility progression issue.
UPS COMPETITION – The Nor Cal Committee is continually looking at ways and strategies to organize UPS’s competitors in the package industry. On Trac, FedEx, Supply Chains Solutions and others threaten to take volume and work away from UPS and you. Everyone has a stake in this challenge and your help is necessary if we are to be successful in protecting the work we have and the future of this industry. We will have more information on this in future newsletters so please stay committed to this goal.
If you have any questions regarding these issues, please contact your Local Union Business Agent. The Nor Cal Committee will be distributing newsletters quarterly to update you on the contract and its enforcement.
In Union,
Nor Cal Committee
 
Representing UPS Teamsters Local 150 members
Secretary Treasurer-Jim Tobin
UPS Business Agents-Alan Daurie, Lealon Raley, Perry Hogan

 

LOCAL 150 UPS CONTRACT UPDATE AND BRIEF NEWSLETTER

1-2-14

CONTRACT UPDATE:  The Company has been trying to get an extension of the Peak Season before the entire contract is ratified.  THERE IS NO AGREEMENT TO EXTEND PEAK SEASON.    The 2007-2013 contract language still applies.  The Union has to wait for ratification for wage increases, 9.5 language and other contractual improvements.  UPS also must wait.  While the National Master UPS Agreement is ratified as well as the Nor Cal Supplemental Agreement and the Nor Cal Sort Rider there are still a few supplements that have not been ratified in other regions of the country.  Effective 1/1/14 peak season drivers and driver helpers are no longer allowed.  UPS can use utility drivers and part time employees by seniority as driver helpers but they must pay them the top rate as a driver plus all other terms and conditions as a driver.  Local 150 proudly stands in solidarity with the rest of the Teamsters Nor Cal Committee local unions in this matter.

NEWSLETTER:  Late start (package car drivers).  The Contract in NCSA Art. 22, Sec. 2, ( c ) “Employees who are ordered to report to work later than their scheduled starting time should receive time and one half (1 ½) for the number of hours equal to the number of hours called into work after their scheduled starting time.”  If this happened to you please make sure you were properly paid from your scheduled start time until your actual start time.  Sunday Starts NCSR Article 19, Sec. 2  “The overtime rate shall be one and one half ( 1 ½) times the regular straight time rate.  However the rate of double (2) time shall be paid for all work performed on Sundays.  The overtime rate shall be paid for all hours worked.” People starting their shift on Sunday  (for example- 11 pm Sundaynight) should be paid at the double time rate for the balance of their normal scheduled shift and not just for the time from their Sunday start through Midnight. The Company had taken the position that they would only pay for the time prior to Midnight.  However, we have convinced the Company that the Contract calls for all of the normally scheduled shift to also be paid at the double time rate of pay.  RTO’s –February is always a short month.  Part timers should be very careful not to RTO and lose their health benefits by not having enough hours worked in the month.  Excessive Overtime – Peak Season is over.  If you have been working excessive overtime please take advantage of the 9.5 language.  Please file a grievance including notifying your manager to make sure that Local 150 can prove the date that you have requested to be on the 9.5 list.

Wishing each of you a Happy New Year!

Fraternally,

Perry Hogan, Alan Daurie, Lealon Raley –UPS Business Agents, L-150

Jim Tobin-Secretary Treasurer, Local 150

12-11-2013
TO ALL LOCAL 150 MEMBERS EMPLOYED AT UPS

UPS Contract Update

Local 150 update-UPS Business Agents Lealon Raley, Alan Daurie and Perry Hogan

 

The Western Supplement, the Southwest Rider and the Local 177 Supplement each easily passed in the newest round of contract votes.  Each of these supplements and riders passed by an approximately  2 to 1 margin by the Teamsters who voted on them.  That leaves 6 supplements to get done before we have a contract in place and we can enjoy the retroactive raise and improved language that the new contract will bring to our members.  So far each of the riders and supplements that have been brought forward for a second vote before the Teamster members has been passed.

---------

Here are the new UPS contract updates. Scroll to the bottom for earlier updates. Check back.

Fraternally, Lealon Raley, Alan Daurie, Perry Hogan

11-7-13
TO ALL LOCAL 150 MEMBERS EMPLOYED AT UPS
ROBOCALL CONFUSION -OUR HEALTH CARE PLAN REMAINS THE SAME.  NO NEW VOTING FOR US
                                                 
 
 
 
 
11-7-2013
 
ROBOCALL CONFUSION -OUR HEALTH CARE PLAN REMAINS THE SAME.  NO NEW VOTING FOR US
 
A number of you either may have got or heard about a robocall from the IBT asking you to participate in a conference call and to tell you that you will be getting new balloting material that you will vote on.  This was an error made when the list of members and phone numbers were put together.  While Local 150 is certainly geographically out West we are in the NorCal Sort Rider and the NorCal Supplemental Agreement...and not the Western UPS Agreement.  We have a separate agreement than the West and it is also a superior agreement.
 
The West was under a Company health plan which no longer will exist.  The call was to tell the people in the West about a different health plan that they will be part of and of an upcoming voting opportunity they will have with that change in place.  WE ARE NOT PART OF THE WEST, WE WILL NOT BE VOTING.
 
MOST IMPORTANTLY....OUR HEALTHPLAN REMAINS UNCHANGED HERE IN LOCAL 150...HERE IN THE NORCAL AGREEMENT THAT LOCAL 150 IS UNDER.
 
Please do your best to share this information to anyone that may have been confused by the robocall that was made on our members in error.  Your assistance is greatly appreciated.
 

UPS Contract Update

10-10-13

 

UPS Contract Update 10-10-13
On 10/10/13 the votes for 7 of the supplements/riders were counted.  The results were that 5 of them passed and two of them failed to pass by a narrow margin.  Among those that passed were the Central Region Supplement by approximately 1600 votes  the Local 804 Supplement passed by almost a 2 to 1 ratio, the other three that passed...the Michigan rider, the Local 243 rider and the Metro Philadelphia rider each passed by approximately a 3 to 2 ratio.
There were two riders that narrowly were defeated.  The Ohio Rider was defeated by less than 400 votes and the Local 623 Rider was defeated by less than 500 votes.
 
The Western Supplement has not been voted on yet.  However, the most common criticism of the Contract was the heath care.  Details have been worked out for the West to carve themselves away from the Central States health care and have their own health care plan comparable to the one it is replacing.  That improvement could well win the ratification of that supplement.

 

 

UPS Contract Update

10-6-13

 

Many of you have been asking about whether or not the contract is done or when will it be done.  There are several parts of that answer that I will address.  First, the National Contract ratified so it is done.   Secondly the Nor Cal Sort and the Nor Cal Supplemental Agreements are both ratified so we in Local 150 are done voting on this agreement.

 

The Contract isn’t done until all the supplements are ratified by their members.  Currently there are seven supplements that are being voted on and the ballots should be counted in about a week.  In addition to these seven supplements the supplements for the West needs to be completed.

 

The biggest issue out there for any of the remaining supplements is the health care part of it and that is covered under the National Master UPS portion of the contract.  So what has happened since the no votes?  First, the West were under the Company plan (we are under the Nor Cal agreement…not the West and our health plan is unchanged) and so they were going to be part of the TeamCare that is tied to the Central States Health Plan.  A framework of an agreement to let them carve out their own version of TeamCare has been reached so once those details are worked out then the West will likely settle.

 

But what about the other supplements…what are their issues?   First their issue was that the TeamCare Health coverage was not fully equal to that of what they had before in some ways…but health coverage was covered under the National Master UPS agreement that got ratified.  That health coverage got improved anyway.  TDU has ran around banging the victory drums taking credit for this with their vote no campaign.  Is it truly a victory?  Where did that money for the improvements come from?  If it is from UPS then yes, it is a victory…although TDU claiming they caused that victory is like them claiming they caused the sun to come up this morning…it would have happened anyhow.  If it came because the health plan is dipping into the reserves as is likely then it is a rather hollow victory.  Now TDU is telling the members to vote no again. Why are they saying vote no again? 

 

What is their issue this time?  They claim it is a two tier plan that the members would be under.  What they fail to say is that there already were two tiers of plans.  There was the Central States Health Plan that the full time Teamsters were part of and there was the Company plan that the part timers were part of.  The part time Teamsters will be going to TeamCare and the full time Teamsters will keep what they have.  So the full time people maintained their health care at the same level they have now just as we did and got the same raises we did on top of that.  The problem is that TeamCare that the part time UPS Teamsters went into is superior to the plan that the full time UPS Teamsters already had and were remaining in.  With one breath TDU said the IBT didn’t give the part time Teamsters enough new money in their economics and in the next breath TDU is talking out of the other side of their mouth and saying that if the part timers got more, then the full timers should get even more yet.  This is pure hypocrisy on TDU’s part! 

 

Why does this matter to us in Local 150 and in Nor Cal?  Well first, we are not getting improved language or our raise yet while we wait for the other supplements to pass.  If ultimately all the supplements get ratified we will get all that.  While we are waiting and heading into the peak holiday shipping season customers are looking at what if there is a strike and they are likely taking some or all of our business to FedEx and other competitors and with it your Teamster jobs.  That lost business costs you overtime, chances to double, bids and jobs.

 

There are about 10,000 UPS Teamsters working in Louisville under Teamsters Local 89 which is mounting a vote no campaign once more.  Their leaders who are following the lead of TDU and not the IBT had a chance to ask questions or express concerns about the agreement at the two person meeting in DC when the contract was presented to all the Local Unions.  They were silent.  If this agreement is so bad why didn’t they try and lobby other Local Unions there or at least raise questions or concerns?  When the vote was called to recommend the contract to the members the vote was unanimous.  Why did they not vote no if this is such a bad deal?

 

TDU is claiming that voting no again can pay off for the members because it would force a strike vote.  Think about that.  TDU gets them to vote no because the full time Teamsters kept what they had for their health coverage and got the same raises we got and because the part time Teamsters got more…which TDU had earlier demanded.  What happens then?  Does UPS cave?  They could.  What else can happen?  Well we can lose more business throughout the country for one possibility and with that lost business we lose Teamsters work to our non-union competition.  The Central States could go on strike and if so and UPS tries to run those packages anyhow that strike could spread nationwide.

 

So now you see what TDU is trying to cause and how that impacts you and your family.   Let’s look at TDU to see who they are.  I should add that each of you are free to listen to or support groups such as TDU but I strongly urge you not to.  TDU stands for Teamsters for a Democratic Union.  Their name implies that they are democratic and that your IBT is not.  We elect our leaders of our IBT.  TDU on the other hand is run by people who aren’t even Teamsters and who get “elected: at a convention where the delegates are not elected and who will be kicked out if they disagree with the TDU leadership.  The top leader of TDU is not even a Teamster.  TDU has about 4,000 members paying $40 a year in dues so their revenue is $160,000 a year. Out of that money they pay for two building to operate out of, building expenses, utilities, travel expenses, their leadership wages, pay to have attorneys on staff and to print and ship their newspaper.  Unless they are printing their own money or have someone there feeding the multitudes with a few loaves and fishes this doesn’t remotely add up.  TDU is funded by major employers who wish to undermine your Union who funnel money to them through anti-union foundations.  Please keep that math in mind before you listen to them.  They may talk the talk but following the money should help you understand what the true purpose of this divisive organization that undermines your Union and your future is really about.

 

 
9-14-13
TO ALL LOCAL 150 MEMBERS EMPLOYED AT UPS
 
RE: HEALTHCARE/UPS CONTRACT UPDATE
Dear Brothers and Sisters,
As we all know the Health Care issue has been the biggest obstacle to successfully getting the UPS Contract completely ratified.  First there were issues across the country regarding the Central States/Team Care Plan and that plan has since been enhanced which we believe will likely take care of the primary outstanding issue for most of the country with the primary exception of the Western Agreement (We are part of the NorCal agreement). 
The other issue regarding Healthcare is an issue that the Western Locals were dealing with.  The Western Locals were trying to carve out a Teamster Taft-Hartley Heathcare plan of their own and not be part of the Team Care Plan.  Here in Teamsters Local 150 we were able to keep the health care plan we already had intact.  Our health care remains one of, if not the best plan in the country.  Our Nor Cal Sort Rider, our Nor Cal Supplemental Agreement and the National Master UPS Agreement have already been accepted by majority vote of the members. 
The good news is that the Western Locals and New Jersey Local 177 have successfully reached an agreement with UPS to form a Taft-Hartley Healthcare plan that will be equal to or better than the enhanced Central States/Team Care plan.  The agreement is reached pursuant to the Memorandum of Understanding in the National Master Contract.
This plan was negotiated by the Teamster leadership from the highest level and through the extremely hard work by the Western Region Package Director Andy Marshall (L-104), IBT VP Randy Cammack (JC-42, L-63), Rick Middleton (L-572), Rome Aloise (JC-7, L-853) and the Southwest Negotiating Committee.  Our new contract is not complete until all of the supplements are ratified by the members covered by the ones that haven’t been ratified yet.  Once completed the raises will become effective retroactive to August 1, 2013.
We will keep you informed as further contract information becomes available.
Fraternally,
Your UPS Teamsters Local 150 Business Agents,
Lealon Raley, Alan Daurie, Perry Hogan
Secretary-Treasurer   Jim Tobin
Here are the new UPS contract updates. Scroll to the bottom for earlier updates. Check back.
Fraternally, Lealon Raley, Alan Daurie, Perry Hogan
 
9/5/13
Local 150 understands the importance of your health benefits.  We were able to stand tall from the beginning and successfully preserve our health benefits in the NorCal UPS agreement that we are part of.  It looks like the rest of the country will finally have the health care issue worked out that had so many supplements vote down the initial contract.  Once the supplements have all been ratified you will have your new contract take place with the raises being paid to you retroactively to August 1st.  Local 150 UPS members do not have to vote on anything anymore as the National Master UPS Agreement was ratified and both our Northern California Supplemental Agreement and our Northern California Sort Rider were also ratified.

TeamCare Improvements Announced for UPS Teamsters

September 4, 2013
Re-vote On 7 Supplements And Riders Scheduled For Sept. 18

Local union leaders representing UPS Teamsters who currently receive TeamCare health care benefits and those moving into the TeamCare plan met in Chicago today to learn about improvements made since the UPS National Master Agreement was ratified in June.

"When we started our contract negotiations with UPS last year, the company made it abundantly clear that they wanted out of the health insurance business," said Ken Hall, General Secretary-Treasurer and Co-Chair of the UPS National Negotiating Committee. "They were intent on replacing the company plan with one that cut benefits, slashed retiree health care and required UPS members to contribute thousands of dollars every year in premiums, deductibles and co-pays."

TeamCare today unveiled changes the trustees have made to the plan, which were made possible by the influx of new participants into TeamCare. The improvements apply to all UPS Teamsters covered by TeamCare, existing participants and new participants.

"We know that many of these supplements and riders went down because of our member's concerns over switching from the company plan to TeamCare," said Jim Hoffa, General President and Chairman of the UPS National Negotiating Committee. "And even though the change from the company plan to TeamCare was in the National Master agreement, Ken and I knew we had to improve the plan before we went back to vote the supplements and riders. We heard our members' concerns and we went to work to address them."

"Since TeamCare will have an influx of hundreds of thousands of Teamster participants and their families, their bargaining power in the industry has increased," added Hall. "We went to TeamCare to find out what improvements would be possible with this increased power. This allowed the trustees of the plan to make some improvements to the initial plan that are important to our members."

The improvements were well received by local union leaders.

"I'm impressed with the improvements that were made to the plan," said Greg Lowran, Secretary-Treasurer of Local 243 and Michigan UPS State Chairman. "We've seen what UPS is doing to the health care of their nonunion employees. This plan ensures our members have the best health care available for the full term of the national contract."

Members can go to www.myteamcare.org or www.upscontractfacts.com for more information. Additionally, DVD information packets are being mailed to member's homes this week. Ballots for the Central Region, Ohio, Michigan, Local 243, Metro Philly, Local 623 and Western Pennsylvania supplements and riders will be mailed on September 18.

8-22-13

Wage Increase, Other Improvements Await Passage of Area Supplements

National Agreement Not In Effect Until All Supplements, Riders Ratified

The UPS National Master Agreement,
which was approved in June by a majority
of UPS Teamsters who voted, achieves
many contract enhancements that members
identified as extremely important, including
wage and benefit increases, additional fulltime
jobs and language improvements on
issues such as harassment, 9.5, SurePost and
military leave.
Those provisions, including a 70-cent per
hour wage increase, were negotiated to take
effect Aug. 1. But members probably have
noticed the raises have not been reflected in
their paychecks yet.
That’s because the national agreement
does not take effect until all regional supplements
and riders have been approved. As of this
press date, there are 17 supplements and riders
that have not been approved. Bargaining committees
are working diligently with their members
and negotiating with the company to
address issues so ballots can be sent out again.
We have extended the current Agreement on a
month-to-month basis to give the supplemental
negotiating committees time to address issues.
Many supplements and riders failed
because of confusion and misinformation
about a change in some members’ health care
benefits in the national agreement. Members
currently in a UPS health insurance plan are
being moved to alternative plans in order to
ensure that they continue to receive excellent
health insurance benefits without having to
pay a monthly premium.
Because health care is contained in the
national agreement, votes against the 17 supplements
and riders will not impact health
care. Supplements deal strictly with local area
issues, not the broader, national economic and
language issues that are covered by the national
agreement, which was approved.
The longer the approval process takes for
the 17 supplements and riders, the longer members’
wage and pension increases and other benefits
will be delayed. Once all supplements and
riders are approved, wage and pension increases
will be paid retroactively to Aug. 1.
Wage Increases
Under the new contract, both full- and
part-time workers will receive the following
wage increases:
• August 2013: 70 cents (delayed,
but will be paid retroactively)
• August 2014: 70 cents
• August 2015: 70 cents
• August 2016: 40 cents
• February 2017: 40 cents
• August 2017: 50 cents
• February 2018: 50 cents
Based on a 46-hour work week, a fulltime
driver will earn $25,000 more under
the new five-year contract than under the
previous agreement.
For part-timers, who will receive the
same general wage increases as full-time
workers, the start rate will increase by $1.50.
Excellent Health Care Benefits
UPS was already moving forward to replace
the current company health care plan with one
that cut benefits, slashed retiree health care and
required members to contribute thousands of
dollars every year in premiums, deductibles
and co-pays.
When negotiations began, UPS demanded
major concessions in health care. The
company announced it was terminating the
existing company health plan and replacing
it with a plan that would cost members
thousands of dollars a year for less coverage,
including a monthly premium for family care
that would be deducted out of workers’ paychecks.
UPS recently severely cut the health
insurance plan it offers its own management
and was looking for similar savings in the
Teamster contract.
The National Negotiating Committee
stood firm and rejected those benefit cuts,
premiums and out-of-pocket costs that UPS
demanded. Instead, the committee proposed
that Teamsters move out of the company plan.
UPS Teamsters will be receiving more information
about the new health care plans soon.
Both full- and part-time workers will
continue to pay zero in premiums for health
insurance. These new plans maintain exceptional
coverage to UPS Teamsters and their
families at low cost.
Harassment Addressed
The agreement adds new language to deal with
the underlying issues of harassment based on
technology, 9.5 and grievance filing. For example,
new language makes it easier to get on the
9.5 list, provides access to 9.5 penalty pay on
the first week of the violation after going on the
list, provides protections against retaliation for
filing 9.5 grievances, prohibits the company
from piling on work at the end of the week and
allows the union to address inadequate staffing.
Also, the new agreement specifically
prohibits the company from retaliating against
workers for exercising their rights under this
agreement, including grievance filing.
SurePost, Military Service
Protections, New Jobs
New language sets guidelines for the size and
weight of packages, puts more packages back
on UPS trucks and protects Teamster work.
Also, under the new contract, UPS
employees who have been serving in the military
will be able to continue accruing vacation
to be used upon their return. This means that
when they return to their jobs, they will have
vacation available to use immediately.
The new contract also provides for an
additional 2,350 full-time jobs during the first
three years of the contract and protects current
22.3 jobs.

UPS Contract Update

July 29, 2013

As you are aware, the national agreement was approved by a majority of Teamsters who voted. However, 17 supplements and riders were not approved.

Unfortunately, until all of the supplements and riders have been approved, the wage increases, benefit increases and language improvements dealing with issues such as 9.5, harassment, SurePost, Premium Services, military leave, additional full time jobs, and an increase in the starting wage for part-timers cannot be implemented.

The bargaining committees are working with their members to make changes to the supplements and riders that did not receive a majority of votes so that they can address issues and send them out for balloting.

When negotiations opened, UPS was demanding major concessions in health care, including the proposal that UPS employees pay a significant share of the monthly premium currently paid entirely by the company. We attempted, and we believe we were successful, in bargaining a new health care plan, TeamCare, that is comparable to the former UPS company plan and does not require UPS Teamsters to pay a monthly premium. Nevertheless, the prospect of changing health care plans produced uncertainty among many UPS members and, in some areas, led to a vote against some of the supplemental agreements.

Although some members voted down their supplements because they were unhappy with a change in their health care, it is the national agreement that covers economic issues, including health care. Because it was approved by the membership, it is a binding agreement that cannot and will not be re-opened.

Now that the new TeamCare plan has been ratified in the national agreement, the International will begin an effort to educate members on its basic features. The International believes members will find that it is an excellent health care plan and that the benefits are comparable to those they had under the company plan and superior to those that most Americans receive.

However, the National Negotiating Committee will be working with the TeamCare trustees and administration to make improvements in areas that members were most concerned with. In the end, this will make TeamCare a comparable plan to the UPS company plan and UPS Teamsters will continue to receive excellent health care benefits with very low out of pocket costs, including not having to pay a monthly premium

 

Here are the latest contract updates.  You will also find these on the Local 150 web site behind the UPS Icon within the next 24 hours.
Fraternally, Alan Daurie, Lealon Raley, Perry Hogan-Your UPS Business Agents, Jim Tobin   Secretary Treasurer
 

 


To: UPS Local Unions
From: Ken Hall, Co-Chair UPS National Negotiating Committee
Re: Contract Extension
Date: June 28, 2013
UPS and the Union have agreed to an extension of the current UPS National Master Agreement and all Supplements, Riders and Addenda. The extension does not have a specific end date, but can be terminated by either side with a 30 day notice.
This means that all of the current Agreements will remain in place until the Supplements that did not receive a majority of votes have been re-voted and agreed to. Any increases in wages, pensions and health and welfare contributions that were agreed to in the new National Master Agreement will be made retroactively to August 1, 2013but will not take effect until the Supplements have been re-voted and agreed to.
In addition, UPS has agreed not to implement the increase in retiree contributions to retiree health insurance on August 1, 2013 as set forth in letters that were sent out to Retirees in December of 2012.
KH:lfr
 
6-28-13
 
NOR CAL COMMITTEE NATIONAL - SUPPLEMENT AND SORT RIDER UPDATE
 
FYI As many of you have heard, the National Agreement, the Nor Cal Supplement and Sort Rider were ratified.
 
15 supplements around the Country however did not ratify, in large part due to the issue of moving from the Company plan to the Central States health and welfare plan.
 
The consensus from the National committee is to leave the National alone and to negotiate the issues in those supplements that were not ratified.
 
The Company and the Union are considering and extension agreement in part to give those supplements time to negotiate and to dispel any rumors of a possible strike and from having customers leave in fear of a strike.
 
Please inform your membership and dispel any rumors contrary to this statement.
 
Nor Cal Committee
 
 
Peter Núñez
Nor Cal Committee Recording Secretary
 

UPS National Agreement Ratified By Members

 
June 26, 2013

Today the vote count on the UPS National Agreement, Supplements and Riders was concluded.  The National Agreement in its entirety has been ratified by the members.  This means that all articles of the Agreement have been agreed to. 

Some of the Supplements and Riders did not get a majority of votes from those members who voted.  They are: Central Region Supplement, Ohio Rider, Michigan Rider, Local Union 243 Rider, Local Union 177 (both Drivers and Mechanics), Local Union 804, Upstate NY, Metro Philadelphia, Local Union 623, Western Pennsylvania, Southwest Package and Sort, Western Region Supplement, Local Union 89, Local Union 135, Trailer Conditioners (TCI), and Latin America Inc. 

The National Negotiating Committee will continue to work with the negotiating committees for the Supplements and Riders that did not get a majority of votes for ratification to resolve the issues in each area in order to achieve our members’ goals.

Here are the new UPS contract updates.  Scroll to the bottom for earlier updates.  Check back.

5-31-13
TWO IMPORTANT MESSAGES REGARDING YOUR BALLOTS.  PLEASE READ UNTIL THE END. 
1ST MESSAGE IS WHAT TO DO IF YOUR RETURN ENVELOPE SAYS UPS FREIGHT ON THE FRONT.  2ND MESSAGE IS REGARDING REPLACEMENTS FOR MISSING BALLOTS. 
 
1ST MESSAGE:
***** IMPORTANT NOTICE REGARDING BALLOTS ****
Some of the packets of ballots mailed to UPS Package Teamsters contain a return envelope that says “UPS Freight” on the front.
Please be assured that all of these will be counted in the UPS Package Referendum with the appropriate supplements and riders. The envelopes contain a unique identification code that allows the Independent Election Supervisor to make sure the ballot is counted with the UPS Package Referendum.
In addition, all ballots are clearly marked as to which Agreement the ballots are for and they are color coded. Observers and the Election Supervisor will be able to clearly see that they are being sorted and counted with the proper Agreement.
There is no need to request a replacement ballot. Please return the ballot in the envelope that was in your packet and it will be counted.
We apologize for any confusion.
***** IMPORTANT NOTICE REGARDING BALLOTS ****
 
2ND MESSAGE:
 

TEAMSTER LOCAL 150 MEMBERS WHO HAVE NOT RECEIVED A BALLOT BY THURSDAY JUNE 6, 2013 SHOULD CONTACT THEIR LOCAL 150 UNION OFFICE AT (916) 392-7070 TO REQUEST A BALLOT.  -----please read the notice below regarding replacing a missing ballot.

 

5-13-2013
Here are the changes found in the Tentative Agreement for the Nor Cal UPS Agreement that you will be voting on.
 
Meetings will be scheduled in the near future to discuss these changes with Local 150 members.  Please pay attention to your bulletin board for dates, times and locations of these meeting.  Ballots are tentatively scheduled to be mailed out on May 24th to May 28th, 2013 and tentatively due to be counted on June 20th, 2013 by an independent election service.  It is expected to take approximately 2-3 days for the election service to complete the counting of the ballots.  Make sure that you have a current address on file with Teamsters Local 150 so that you get a ballot.
 
 
Please note.  This is the tentative agreement of the Nor-Cal Contracts.  In addition to the wage increases in the National Agreement there will be a $1.00 per year allocation to cover the cost of Health & Welfare and Pension contributions.  The division of the $1.00 will be determined each year.  There will not be any out of pocket cost to cover the medical insurance premium.
 
Fraternally,
Jim Tobin, Secretary Treasurer,

Lealon Raley, Alan Daurie,& Perry Hogan-Business Agents Representing UPS

 

NORTHERN CALIFORNIA SUPPLEMENTAL AGREEMENT

 

ARTICLE 1-SENIORITY AND LAYOFFS

                                               

SECTION 2 - UNION MEMBERSHIP

 

a)       All present employees who are members of the Local Union on the effective date of this subsection or on the date of execution of this Agreement, whichever is the later, shall remain members of the Local Union in good standing as a condition of employ­ment. All present employees who are not members of the Local Union and all employees who are hired hereafter shall become and remain members in good standing of the Local Union as a condition of employment on and after the thirty-first (3 1st) day following the effective date of this subsection or the date of this Agreement whichever is the later. An employee who has failed to acquire or thereafter maintain, membership in the Union as herein provided, shall be terminated seventy-two (72) hours after his Employer has received written notice from an author­ized representative of the Local Union, certifying that member­ship has been, and is continuing to be, offered to such employ­ee on the same basis as all other members and, further, that the employee has had notice and opportunity to make all dues or initiation fee payments. This provision shall be made and become effective as of such time as it be made and become effective under the provisions of the National Labor Relations Act but not retroactively.

 

b)       When the Employer needs additional employees, the Employer shall give the Local Union equal opportunity with all other sources to provide suitable applicants, but the Employer shall not hebe required to hire those referred by the Local Union. Business agents and/or the Steward shall be permitted to attend new employee orientations. The Company, on a monthly basis, will send any change of classification from part time to full time, new hires, transfers, and terminated employees to the affected local union.

 

c)       No Provision of this Article shall apply in any state to the extent that it may be prohibited by State law.  If under applicable State law additional requirements must be met before any such provi­sions may become effective, such additional requirements shall be first met. If any agency shop clause is permissible in any state where the provisions of this Article relating to the Union Shop cannot apply, the following Agency Clause shall prevail:

1)       Membership in the Local Union is not compulsory.  Employees have the right to join, not join, maintain, or drop their membership in the Local Union, as they see fit. Neither party shall exert any pressure on, nor discriminate against, an employee as regards such matters.

2)       Membership in the Local Union is separate, apart and distinct from the assumption by one of his equal obligation to the extent that he receives equal benefits.  The Local Union is required under this Agreement to represent all of the employees in the bargaining unit fairly and equally without regard to whether or not an employee is a member of the Local Union.  The terms of this Agreement have been made for all employees in the bargaining unit and not only for members in the Local Union, and the Agreement has been executed by the Employer after it has satisfied itself that the Local Union is the choice of a majority of the employees in the bargaining unit.  Accordingly, it is fair that each employee in the bargaining unit pay his own way and assumes his fair share of the obligation along with the grant of equal benefits contained in this Agreement.

3)       In accordance with the policy set forth under subparagraphs (1) and (2) of this Section, all employees shall, as a condi­tion of continued employment, pay to the Local Union the employee’s exclusive collective bargaining representative, an amount of money equal to that paid by other employees in the bargaining unit who are members of the Local Union, which shall be limited to an amount of money equal to the Local Union’s regular and usual dues. For the present employees, such payments shall commence thirty-one (31) days following the effective date or on the date of execution of this Agreement, whichever is the later, and for new employees, the payment shall start thirty-one (31) days fol­lowing the date of employment.

 

 

d)       If any provision of this Article is invalid under the law of any state wherein this Agreement is executed, such provision shall be mod­ified to comply with the requirements of state law or shall be rene­gotiated for the purpose of adequate replacement. If such negotia­tions shall not result in mutual satisfactory agreement, either party shall be permitted all legal or economic recourse.

e)       In those instances where Subsection (b) hereof may not be validly applied, the Employer agrees to recommend to all employees that they become members of the Local Union and maintain such memberships during the life of this Agreement, to refer new employees to the Local Union representative, and to recommend to delinquent members that they pay their dues since they are receiving the benefits of this Agreement.

 

To the extent such amendments may become permissible under applicable federal and state law during the life of this Agreement, as a result of legislative, administrative, or judicial determination, all of the provisions of this Article shall be automatically amended to embody the greater Union Security provisions.

 

SECTION 3 - DUES CHECKOFF

               

The Employer agrees to deduct from the pay of all employees covered by this Agreement the dues, initiation fees and/or uniform assessments of the Local Union having jurisdiction over such employees and agrees to remit to said Local Union all such deductions prior to the end of the month for which the deduction is made. Where laws require written authorization by the employee, the same is to be furnished in the form required. The Local Union shall certify to the Employer in writing each month a list of its members working for the Employer who have furnished to the Employer the required authorization, together with an itemized statement of dues, initiation fees (full or installments) or uniform assessments owed and to be deducted for such month from the pay of such member, and the Employer shall deduct such amount from the first (1st) paycheck following receipts of statement of certification of the member and remit to the Local Union in one lump sum. The Employer shall add to the list submitted by the Local Union, the names of all regular new employees hired since the last list was submitted and delete the names of employees who are no longer employed.

 

Where an employee who is on check off is not on the payroll during the week in which time the deduction is to be made, or has no earnings or insufficient earnings during that week, or is on leave of absence, the employee must make arrangements with the Local Union to pay such dues in advance.

 

The Employer will recognize authorization for deductions from wages, if in compliance with state law, to be transmitted to the Local Union.

 

No such authorization shall be recognized if in violation of federal or state law. No deduction shall be made which is prohibited by applicable law. In the event that an Employer has been determined to be in violation of this Article by the decision of an appropriate grievance committee and if such Employer subsequently is in violation thereof after receipt of seventy-two (72) hour’s written notice of specific delinquencies, the Local Union may strike to enforce this Article. However, such strike shall be terminated upon the delivery thereof. Errors or inadvertent omissions relating to the individual employees shall not constitute a violation.

 

Check off shall be on a weekly,monthly, or quarterly basis at the option of the Union.

 

Check off shall be optional with each Local Union.

 

ARTICLE 3 – SENIORITY AND LAYOFFS                                   

 

SECTION 3 – NOTICE OF LAYOFF

               

All employees are to be given written notice or notice posted on abulletin board of impending layoffs not later than the beginning of the last shift worked prior to the commencement of such layoffs. It is the responsibility of the employer to notify by phone, any affected employees that are not working the day of the posting. All phone calls will be verified by a shop steward of the Local Union and a log be maintained. It is the responsibility of the employee to insure his/her contact information is accurate. The Union will be provided a copy of the layoff notices by fax or by emailon the same day they are written and/or posted. The above notice of layoff shall not apply during any emergency beyond the Employer’s control, provided notification is given to the employee at least one (1) hour prior to the start of the employee’s shift.

 

SECTION 6 - CLOSED OR PARTIALLY CLOSED CENTERS OR HUBS

 

Whenever a center or hub is closed or partially closed, the employ­ees affected will be entitled to follow the work and their seniority will be dovetailed in the new location. In the event the employees affected elect not to follow the work, it shall be offered to the other employees at the center or hub in seniority order. In the event no employee elected to follow the work and it becomes necessary to reduce the working force, the provisions of Article 3, Section 2- Application of Seniority, shall apply. In the event of closing or par­tially closing any hub or operating center, the Employer shall noti­fy the Union of its intent and post the amount and type of positions affected and the date of such contemplated action at least thirty (30) days in advance.

 

(a) Transfers: In cases of proven need it is agreed by the Employer and the Local Union involved, that an employee shall be permit­ted to transfer from one (1) company facility to another, provid­ed said employee has a letterTransfer Request Form on file stating his/her reasons and desired facility into which they wish to transfer. Any such trans­fer shall take place only within the area covered by the Northern California Supplemental Agreement and only prior to hiring from the outside. Any such transfers shall be limited to four (4) people, two (2) full-time and two (2) part-time, per year per des­tination facility. Such employees shall retain company seniority for the purpose of fringe benefits but shall be placed at the bot­tom of the appropriate seniority list. It is the employee’s respon­sibility to verify all benefits at the requested transfer location. Benefits may vary by state and location. The medical, dental, vision, retiree medical coverage and pension rates may be less or non-existent in the location you desire. Contact the Local Union having jurisdiction over the area you wish to transfer to for all information pertaining to the area benefits.

 

SECTION 12 - PACKAGE CAR VACANCIES

 

(a)  A package car delivery area permanently vacated or a newly established delivery area, excluding those extra delivery areas established during the peak season, shall be posted and bid in accordance with the posting and bidding procedures set forth in Article 31 Section 2.

 

When a package route becomes vacant, the company will post the vacant route for bid within five (5) business days and the route will be awarded within five (5) business days upon completion of the bidding process.

 

(b) NO CHANGE

 

(c) NO CHANGE

 

(d) Training Areas: In order to provide for more favorable training for new employees, the Company shall designate certain areas in each center to be used as training areas. Once designated, these areas shall not be changed until discussed with the Local involved. These areas shall be subject to the job bidding procedure. Employees who presently hold bid areas will not have their bid changed as a result of this provision.

 

Employees who bid training areas will be removed from those areas when it becomes necessary to train on these areas.

 

01 - 15                     PACKAGE CAR DRIVERS - 1 TRAINING AREA

16 - 30                     PACKAGE CAR DRIVERS - 2 TRAINING AREAS

31-45                       PACKAGE CAR DRIVERS - 3 TRAINING AREAS

46-60                       PACKAGE CAR DRIVERS - 4 TRAINING AREAS

61 or More            PACKAGE CAR DRIVERS – 5 TRAINING AREAS

 

It is the intention of the parties that part-time employees who accept full-time package car positions will remain on a given training route for the duration of the training period.

 

ARTICLE 6 - PROTECTION OF RIGHTS                        

 

SECTION 1 - PICKET LINES

               

It shall not be a violation of this Agreement and it shall not be cause for discharge or disciplinary action in the event an employee refuses to enter upon any property involved in a primary labor dispute, or refuses to go through or work behind any primary picket line, including the primary picket line of unions party to the Agreement, and including primary picket lines at the Employer’s place of business, provided picket line is sanctioned by Joint Council No. 7 or Joint Council No. 38.

 

ARTICLE 7 – GRIEVANCE PROCEDURE                      

 

SECTION 2 – TEAMSTERS/UNITED PARCEL SERVICE LABOR MANAGEMENT COMMITTEE

               

 (a) There shall be a Teamsters/United Parcel Service Labor-Management Committee composed of three (3) representatives of the Union and there shall be three (3) representatives of the Employer. None of these representatives shall be involved in the dispute. The Committee shall formulate such rules of procedure as it may deem advisable and such rules of procedure will be made known to all parties under this Agreement. Regular meetings of the Committee shall be held on the agreed upon day of each month to pass upon matters referred to it. If no cases are on the agenda, meetings may be canceled. If grievances develop which require more immediate action, the Committee may meet on any other date which may be agreed upon. The Committee shall be obligated to remain in session until the agenda is completed. If the Employer fails to appear at the designated time and place of the hearing, such failure shall result in default decision against the Employer for cases which are on the agenda for that date. Default decisions against the Union involved shall likewise apply if a representative of the Union involved fails to appear. A majority decision of the Committee shall be final and binding upon the parties. Any discharge or suspension case deadlocked by this Committee may be submitted to an impartial arbitrator by either the Employer or the Union. All other deadlocked cases shall be referred to a Western Region-UPS Committee as outlined in Section 2(b).

 

(b) The Western Region-UPS Committee shall be composed of three (3) representatives of the Union one (1) of whom shall be appointed by the Western Region Director, one (1) of whom shall be the negotiating Committee Chairman for the appropriate contract grieved, and one (1) shall be appointed by the Union Chairman, and three (3) representatives of the Employer, one (1) of whom shall be the Regional Labor Relations Manager, or his designee, and the other two (2) representatives designated by the Employer. Issues resolved at this level shall be final and binding. Any case deadlocked by the Committee will be referred to an International Teamster-UPS Committee composed of the President of the International Brotherhood of Teamsters and the Vice President of Labor Relations of UPS, or their designees. Issues resolved at this level shall be final and binding. Any case deadlocked by this Committee may be submitted to arbitration by either the Employer or the Union.

 

SECTION 7 – GRIEVANCE SETTLEMENTS 

 

All monetary grievance decisions or settlements shall be submitted by separate check payable to the grievant or grievants and a copy of same sent to the Local Union for the records. Such settlements shall be paid within five (5) days of the settlement. If the Employer fails to make the payment available on the employee’s fifth (5th) scheduled workday, the employee will be paid an additional amount equal to one-half (1/2) of his/her daily guarantee at his/her regular hourly rate for every full pay period in which the shortage is not paid after the fifth (5th) scheduled work day, until corrected.

 

ARTICLE 8 - LEAVE OF ABSENCE

                                               

SECTION 1 - APPROVED LEAVE

 

Any employee desiring a leave of absence shall secure written permission from both the Local Union and the Employer. Except as otherwise provided in this Article, the maximum leave of absence shall be for ninety (90) days and may be extended for like periods. Written permission for such extended periods shall be secured from both the Union and the Employer. The first (1st) approved leave of absence plus approved extended leaves of absence shall not exceed a maximum time period of twelve (12) months. During an approved leave of absence, the employee shall not engage in gainful employment in the same industry. Leaves of ten (10) days or less do not require Union approval. Disputes concerning request for leaves of absence are subject to the grievance procedure.

 

Any employee who is unable to work because of sickness or injury shall be deemed to be on leave of absence. Such leave will not exceed two (2)three (3)years unless extended by written consent of the Union and the Employer. In the absence of such consent, a request for extension of such leave shall be subject to dispute procedure, but in no event shall such leave of absence exceed three (3) years, except with the written consent of the Union and the Employer.

 

A leave of absence, as provided, shall not result in the loss of seniority rights. An employee shall be granted unpaid time off in emergency situations involving illness or accident of a member of the employee’s immediate family up to fifteen (15) days.

 

SECTION 2 - EFFECT ON VACATION/HOLIDAYS

 

Time off in excess of fourteen (14) days due to an approved leave of absence other than for sickness or injury shall not be accumulative for vacation purposes.

 

All regular employees off the job due to illness or injury shall accumulate vacation rights,andholiday pay and sick leave beginning with the date of illness or injury and continuing to the end of the month and two (2) months thereafter.

 

SECTION 3 - HEALTH & WELFARE AND PENSION WHEN ON LEAVE

The employee may, if the employee desires to continue coverage, make suitable arrangements for continuance of health and welfare payments consistent with the health and welfare policy before the leave is approved by both the Union and the Employer. For employ­ees on leave due to a non-job connected illness or injury, health and welfare payments shall be borne by the Employer up to a maximum period of six (6) months and pension payments shall be borne by the Employer for a period of six (6) months. For employees on leave due to an industrial injury, health & welfare and pension payments shall be borne by the Employer for a period of one (1) year.

 

It is agreed by the parties that Health and Welfare and Pension payments as provided for in this article are not predicated on “paid and/or documented” illness. The Company reserves the right to send a seventy-two (72) hour notice in case of lack of communication from the employee. Failure of the employee to respond to said notice may subject the employee to a loss of benefits under this article.

 

ARTICLE 21 - JOB CLASSIFICATION AND RATE OF PAY                     

 

SECTION - 1

 

Job classifications and straight time hourly rates of pay are as follows:

 

8/1/08                     2/1/09                     8/1/09                     2/1/10                     8/1/10

Package Driver                                     28.82                       29.17                       29.545                     29.92                       30.295

Delivery Center Positioner                 28.74                       29.09                       29.465                     29.84                       30.215

Automotive Service                             28.29                       28.64                       29.015                     29.39                       29.765

Center Clerks                                        27.81                       28.16                       28.535                     28.91                       29.285

Forklift Drivers                                     28.82                       29.17                       29.545                     29.92                       30.295

Air Shuttle Drivers                               28.82                       29.17                       29.545                     29.92                       30.295

Tractor Drivers and Hostlers:

(Including Casuals)

Single                                                     28.99                       29.34                       29.715                     30.09                       30.465

Double Headers                                   29.17                       29.52                       29.895                     30.27                       30.645

2-40’s or Triples                                   29.82                       30.17                       30.545                     30.92                       31.295

Article 22.3 Positions (inside/inside)

(inside/air driving see Article 40 of the National Master Agreement.

 

 

2/1/11                     8/1/11                     2/1/12                     8/1/12                     2/1/13

Package Driver                                     30.67                       31.095                     31.52                       31.995                     32.47

Delivery Center Positioner                 30.59                       31.015                     31.44                       31.915                     32.39

Automotive Service                             30.14                       30.565                     30.99                       31.465                     31.94

Center Clerks                                        29.66                       30.085                     30.51                       30.985                     31.46

Forklift Drivers                                     30.67                       31.095                     31.52                       31.995                     32.47

Air Shuttle Drivers                               30.67                       31.095                     31.52                       31.995                     32.47

Tractor Drivers and Hostlers:

(Including Casuals)

Single                                                     30.84                       31.265                     31.69                       32.165                     32.64

Double Headers                                   31.02                       31.445                     31.87                       32.345                     32.82

2-40’s or Triples                                   31.67                       32.095                     32.52                       32.995                     33.47

Article 22.3 Positions (inside/inside)

(inside/air driving see Article 40 of the National Master Agreement.

 

(All above rates reflect a 12¢ per hour

COLA increase given in 20052011)

 

Full-time Employees Hired During Seasonal Period (Oct. 1 through Dec. 31)(November 1 through January 15) 75% of start rate

Any employee who is assigned to deliver packages other than from a package car (i.e. bicycles, golf carts, etc.),including delivering out of another location, will be paid at their appropriate package rate of pay.

 

2007                        2008                        2009                        2010                        2011                        2012

Inside Peak

Season Helper      $14.20                     $14.20                     $14.45                     $14.70                     $14.95                     $15.20

 

Inside Peak Season Helper rate of pay will be $15.20 and will increase to $15.50 in 2015 and $15.80 in 2018.

 

Off the Street peak

Season Helper      $8.25                       $8.25                       $8.25                       $8.25                       $8.25                       $8.25

 

Off the Street Peak Season Helper rate of pay will be $8.25 per/hour.

 

Class “C” drivers pulling pup trailers or scat trailers with a package car shall be paid fifteen ($.15)thirty ($.30) cents per hour in addition to theirnormal rate of pay for the entire day.

 

Vans (Bobtails): All drivers who operate large vans (bobtails) will have an additional ten ($.10) cents per hour added to their existing wage rate when working in this classification.

 

All full-time employees who have attained seniority as of August 1, 20082013shall receive the following general wageincreases:

 

Effective Date                                                       Amount

August 1, 2008                                                     $ .35UPDATE PER NATIONAL AGREEMENT

February 1, 2009                                                   $ .35

August 1, 2009                                                     $ .375

February 1, 2010                                                   $ .375

August 1, 2010                                                     $ .375

February 1, 2011                                                   $ .375

August 1, 2011                                                     $ .425

February 1, 2012                                                   $ .425

August 1, 2012                                                     $ .475

February 1, 2013                                                   $ .475

 

Full-time employees still in progression on the effective date of this Agreement shall receive the above contractual increases and will be paid no less than what they are entitled to in accordance with Article 41, Section 2 of the 2008-2013 Master Agreement.

 

ARTICLE 22 - HOURS OF WORK                                   

 

SECTION – 3 - OVERTIME

 

The overtime rate shall be one and one half (1 1/2) times the regularstraight time rate. However, the rate of double (2) time shall bepaid for all work performed on Sundays. The overtime rate shall be paid for all hours worked:

 

(a) Before the employee’s regular starting time or after the employee’sregular quitting time;

(b) In excess of eight (8) hours in any workday;

(c) In excess of forty (40) straight time hours in any work week;

(d) For all hours worked on a sixth (6th) day of work during thework week;

(e) For work on Saturdays for those employees on a Mondaythrough Friday workweek.

 (f) Weekend work, holidays, special sorts, article 22.3 employees are eligible to work based on building seniority and qualifications with the eight (8) hour shift guarantee waived if there is not eight (8) hours of work. Daily extra work, double shifting will be subject to building seniority and qualifications.

 

The Employer agrees that extra overtime in a classification (over-time that is not part of the employee’s daily assignment) shall beoffered to the senior employee in that classification on the senioritylist who is available for the assignment. This shall be confined to theoriginal assignment and one (1) further move by seniority.

 

The Company shall continue its efforts to reduce overtime whererequested. If the review does not indicate that progress is beingmade in the reduction of assigned hours of work, the following language shall apply. An employee shall have the right to file a grievanceif the Company has continually caused him to work over nineand one half (9 1/2) hours per day. The Company agrees to abide bythe language approved at the National table. In addition, theCompany will continue its panel practice regarding excessive overtime when deemed applicable by either mutual agreement of theLabor-Management parties involved or by the grievance committee.This procedure shall not apply in the peak season of November and DecemberNovember 1st through January 15th.The company recognizes the desirability to minimize the number of employees working during holiday periods.

 

SECTION 5- LUNCH PERIOD

 

The lunch period shall not be less than one half (1/2) hour or morethan one (1) hour in duration. The lunch period shall commence notless than four (4) hours after the employee starts work, and shall be completed no later than six (6) hours after the commencement of theemployee’s work. If the employee is directed to take a one half (1/2)hour lunch, the remaining one half (1/2) hour will be paid at theovertime rate.

 

ARTICLE 23 - SICK LEAVE                                                              

SECTION 1

All full-time regular employees shall receive nine (9) days of sick leave with pay each year commencing with the first (1st)day of ill­ness. All full-time regular employees shall be eligible for sick leave on a pro rate basis after four (4) months of service with the Employer retroactive to the date of employment.

 

Employees who are on leave of absence due to injury or illness will have their nine (9) days of sick pay populated upon return from such leave, and after they have worked a minimum of five (5) days. 

Unused sick leave shall be granted once each year to each full-time regular employee, in cash at the current daily rate, in an amount not to exceed nine (9) days, or by mutual agreement between the Employer and the employee as paid time off to be taken at a time mutually agreed upon. The cash payoff shall occur either on July 1st or December 15th of each year at the option of the Local Union for all members of that Local Union.

On resignation, discharge or death, an employee or his estate shall collect cash payment for all unused accumulated sick leave.

ARTICLE 25 - VACATIONS                                                                             

SECTION 2

All accrued vacation pay for the amount of vacation time to be taken is to be paid to the employee one (1) day before the employee’s last shift worked by separate check. No employee shall be shorted his/her vacation pay for all vacations properly selected during the annual March selection. If there is a dispute regarding vacation pay, the Company will issue the disputed pay until such time that theCompany provides proof of all other vacation payments for that cur­rent year. If the records prove that the employee has been overpaid the vacation pay, the Company may deduct this overpayment by deducting an equal amount of vacation from next year’s accrual.

It is agreed that for each week of paid vacation, the employee shall receive an additional five (5) hours pay at the straight time hourly rate.

 

The employer may not go back more than the previous vacation scheduling period from the day the error is discovered to correct any over payments of vacation.

 

SECTION 3

Vacation periods are not to be arbitrarily assigned to employees dur­ing the months of NovemberJanuarythrough March unless mutually agreed upon. Based on seniority, vacation periods will be assigned at the employee’s choice during the months of April through OctoberThanksgiving week, and during the week between Christmas and New Year’s Day.

It is the understanding of the parties that fromJanuary 1stthe third full week of January through the first three weeks of November, employees shall be allowed to select vacation at 100% of the normal vacation selection ratio. During theThanksgivingweekand the week after Christmas through the second full week of January, that number shall be reduced to 75%.

The employees who select Thanksgiving week as a vacation week shall normally have the prior Thursday and Friday off. When the staffing permits, the Company shall allow employees to take the Monday and Tuesday off in the week immediately after the holiday week. These days, (if any) will be offered by seniority.

The total amount of accrued vacation weeks for the period of April 1st to October 31stThanksgiving week will be subtracted by employees taking vaca­tions from January 1st to March 31st and that figure divided by thir­ty (30)thirty-five (35)weeks will be the number of employees allowed to take vacations in the same week for the balance of the vacation period. Any fraction of a whole number shall be rounded up to the next highest number.

Whenever possible and when desired by employees, they may stag­ger or spread their vacation period throughout the year. However, in no case shall any portion of vacation be less than one (1) week.

 

SECTION 4

It is agreed by both parties to this Agreement that employees must take their accrued vacation each year and that no arrangement to work for additional compensation during their earned vacation will be allowed except where mutually agreed upon by the Employer and the Union.

 

Employees on approved leave will be contacted by management in accordance with vacation selection process.

 

By April 15th of each year, the Manager and the Business Agent or their designees will meet to review the vacation selection calendar.  All unscheduled vacation at that time will be assigned by the manager at that meeting.

 

SECTION – 7

 

The vacation list shall be posted not later than March 1st of each year.For choice of vacations, once a vacation selection list is posted, one(1) week is allowed for the first twenty-five percent (25%) on the seniority list to select, then one (1) week will be allowed for the secondtwenty-five percent (25%) to select then one (1) week shall be allowedfor the third twenty-five percent (25%) to select, then one (1) weekshall be allowed for the fourth and final twenty-five percent (25%) on the seniority list to select. Those not signing up in the correct week shall lose their choice of vacation and must take what is left.Vacation selection shall occur during March. Once completed the vacation schedule shall be posted on the bulletinboard. The Union will be sent a copy of the vacation selection list and a copy of each employees completed vacation selection form when requested within five (5) days.

 

ARTICLE 29 - MISCELLANEOUS PROVISIONS                          

SECTION 1 - PAY PERIODS

The members of the Union shall be paid weekly for their labor. Not more than one (1) week’s wages shall be withheld. Each employee shall be provided with a statement of total hours and gross earnings and an itemized statement of all deductions made for any purpose. A regular weekly payday shall be established, provided that if such payday falls on a paid holiday, the preceding workday shall be pay­day.

Any error on a payroll check will be paid by the Employer no later than the end of the next regular workday following notification of the error. Check stubs will itemize total hours, in addition to all deductions.

Grievance payments will include grievance number, hours, and rate of pay.

Upon discharge or quitting, the Employer shall pay all money due to the employee on the payday in the week following such quitting.

In the event State law would require earlier payment, the Company agrees to comply.

Seasonal employees hired during October, November and December shall be paid all monies due to the employee on the pay­day in the week following such quitting and/or termination.

 

ARTICLE 31 - FEEDER DRIVERS                                    

 

SECTION 5 - CASUAL FEEDER DRIVERS

 

Casual feeder drivers may be utilized in the months ofNovember 1st thru January 15thNovember and December. All feeder drivers will be offered the right to work prior to any casuals. No casual feeder drivers will be utilized outside oftheNovember 1st thru January 15th of each yearNovember and December period except when there are conditionsbeyond the Employers control such as fire, flood, or other Actsof God.

 

Extra peak season feeder schedules that are established prior to the first full week of December shall be first offered, on a senioritybasis, to the seniority feeder drivers and then to the backup feederdrivers prior to filling such extra schedules with peak season hires.Seniority drivers will not be allowed to exercise seniority, to fillextra peak season schedules more than one time during each peak season and seniority drivers\ filling such extra schedules shall returnto his/her bid at the time such extra schedule is abolished.

 

It is further agreed that the intent of this clause is for casual feederdrivers to supplement the work force when no qualified regular seniorityemployee is available to perform the work.

 

It is agreed that ten percent (10%) of the seniority feeder drivers shall be allowed to take vacation between December 25th and January 1st provided there are casual feeder drivers to cover such vacation.

 

SECTION 6 - FEEDER WORK RULES

 

1.        United Parcel Service shall maintain an adequate number of utility drivers in each center so that qualified feeder drivers in package will be available to relieve on feeder jobs for vacations, absenteeism, etc.

2.        United Parcel Service shall qualify and maintain a number of qualified feeder drivers in the package operations equal to 33 1/3% of the number of full-time regular feeder jobs as a mini­mum.

3.        Qualified feeder drivers who are returned to package because of lack of work in feeders shall be returned to the original center where hired, within the Local Union’s jurisdiction to maintain productivity.

4.    The procedure to become a qualified feeder driver shall be as follows:

When additional feeder drivers are needed, United Parcel Service shall post a specific number of available jobs for all package drivers (and other full-time employees where applica­ble). Those who are interested in becoming feeder drivers shall sign up for training. The number of employees to be qualified shall be taken from said list in seniority order for training. Once this bid is completed and additional feeder drivers are needed, the process will start over with a new bid. Once notified, the employee will have fifteen (15) calendar days to get the required permit.Training is to be com­pleted within ninety (90)sixty (60) calendar days from the date the employee provides the required documentation.end of bid. Those qual­ifying after training shall be placed at the bottom of the list of qualified feeder drivers. However, they shall be integrated in seniority order on the list of qualified feeder drivers at the time of the annual bid.

5. Once a feeder driver is qualified he/she will be responsible for remaining qualified unless mutually agreed upon between the Employer and the Local Union. In the absence of mutual agree­ment on removal from the feeder list such request after being denied shall be subject to the grievance procedure of the agree­ment.

6. Whenever a job is eliminated the driver whose job is eliminated shall have the right to bump anyone below him in seniority. That driver, in turn shall have the same right. This bumping process shall continue until all bumping by seniority is completed. If any job is eliminated for thirty (30) days the above procedures shall apply. However, if the job is recreated during the period the driver affected shall be returned to the original job.

7.   In the event that single work becomes doubles work for that day and the company has prior knowledge, it shall be offered to the highest affected senior driver at that particular start time.

8. Qualified feeder drivers who do not bid full-time feeder jobs or because of seniority are unable to secure a full-time job in feed­er shall be assigned in seniority order on the relief list. All relief positions shall be bid by the relief feeder drivers off the relief feeder list in seniority order. On weekly bids, all relief drivers shall be required to bid feeder jobs if there is a like number of feeder jobs available. On weeks where there are surplus relief feeder drivers, seniority will determine which drivers can refuse to bid feeder jobs and be assigned to package driving for that week. While in package, if unplanned feeder jobs develop, they will be filled by seniority. To select a preferred available job each relief driver shall contact the feeder department no later than 12:00 midnight on Tuesday prior to the Monday for which the job becomes effective.

If unplanned feeder jobs develop for one (1) week prior to the posting of the starting schedule, these jobs will be filled by sen­iority from the remainder of the relief feeder list.

Senior relief feeder drivers with early Monday a.m. start times who are required to work a late p.m. shift on the last working day of the week, will be given consideration to have a junior relief feeder driver cover that late p.m. shift providing they are available.

9. Effective with the signing of this agreement all former letters of
    agreement conflicting with these rules shall be null and void.

 

ARTICLE 32 - UTILITY DRIVERS

 

It is agreed that package operations shall hire utility drivers.

Regular part-time employees (in order of location seniority) who desire to be hired as utility drivers shall so inform the center man­ager. Those part-time employees who successfully meet the qualifi­cation standards for UPS drivers will be considered for the utility driving job.

These utility drivers may be used to cover absentees, overflow work, etc.

Utility drivers, who work in centers located in hub buildings where hub work is available, will be guaranteed eight (8) hours pay at the driver rates. In other locations where hub work is not available, the eight (8) hour guarantee will not apply. Starting time restriction shall not apply to utility drivers.

The company shall post a bid for utility drivers in the first week of March each year.  An employee who desires to be added to the current utility list, and who has more seniority than the junior employee on the current list shall place their name on the bid.  Employees who successfully meet the qualification standards for UPS drivers and complete the orientation training will be added to the list.  The training shall commence within ninety (90) days.

Progression scale for utility drivers (Refer to Article 21, Section 2).

 

ARTICLE 33 - SUPERVISORS WORKING

 

The Employer agrees that the function of supervisors is the super­vision of employees and not the performance of the work of the employees they supervise. The Union agrees that the Employer must train employees and must prevent service failures.

Accordingly, the parties agree that supervisors will not perform the work of the employees they supervise except during training, demonstration, and safety education; and supervisors will not per­form Union member’s work until all reasonable efforts have been exhausted to have the work covered by Union employees of United Parcel Service.

It is the responsibility of the employer to have a sufficient number of employees on roll to cover the work, in addition to a sufficient number of utility drivers on roll.  All violations will be paid at the double time rate of pay to the affected employee or the bounty system within five (5) days of settlement.

Local practice as it relates to payment under this Article and under Article 3, Section 7 of the National Master United Parcel Service Agreement shall prevail.

 

Addendum No. 2 – Job Descriptions

 

JOB DESCRIPTIONS

Accounts payable Clerk

·   Responsible for processing payments of district’s bills currently paid at this site including the coding and verification of coding of invoices to ensure proper payment and expense distribution, inclusive of acknowledgement of receipt of goods/services are received in good condition

·   Sets up accruals monthly for security invoices and light and power invoices

·   Researches and resolves issues with vendors on unpaid invoices

·   Maintains files and records on invoices

·   Must utilize sales and tax guidelines

·   Must utilize accrual accounting methods

·   Performs other duties as needed

Billing Inquiry Clerk

·   Assists North California District customers with their billing inquiries

·   Sets up and processes billing credit adjustments

·   When requested, provides copies of invoices to customers

·   Performs other duties as needed

COD Associate

·   Research and setup payments based on customer inquiries regard­ing COD remittances (tracers and concerns)

·   Deposit checks and initiate collection efforts as needed on COD’s handled incorrectly

·   Initiate/process indemnified check images when requested

·   Initiate or process stop payments of claim checks not received or stale-dated

·   Research and respond to phone inquiries/concerns

·   Send out correspondence and/or collection letters to customers regarding COD’s

·   Performs other duties as needed

General Ledger Clerk

·   Post and balance general ledger reconciliations

·   Analyze, verify and follow up on open balance detail until reso­lution

·   Work with other entities to resolve un-reconciled items

·   Analyze and reconcile bank statements

·   Prepare office cash deposits for cashbook as needed

·   Prepare various district tax returns

·   Prepare and remit written correspondence

·   Process stop payments using the banking on line computer system

·   Prepare journal entries for monthly accounting close

·   Must utilize advanced accounting, tax and accrual methods

·   Maintain files and records in retention areas

·   Prepare district year-end tax reporting

·   Must utilize capitalization and accrual accounting principles

·   Perform other duties as needed.

 

Payroll Clerk

·   Employee must have an ability to work with payroll data and
maintain confidentiality while working in a team environment

·   Employee must possess excellent communication skills, both ver­bal and written

·   Employee must have a strong math background, computer skills, 10 key skills and be able to interpret and apply Union contract rules

·   Primary job responsibilities will be paying district payroll, audit­ing for accurate payroll details, auditing various payroll reports, including health and welfare pay, sick and vacation pay entitle­ments

·   Processing payroll adjustments, separations, assignment changes and wage levy assignments

·   Performs additional duties as directed

·   Position requires working overtime as necessary.

·   Minimum typing requirement of 35 wpm. 

 

Human Resource Clerk

·   Maintains and controls HRIS

·   Prepares safety reports and records

·   Enters all appropriate information into electronic records system as necessary

·   Performs other clerical duties as needed.

Data Key Entry Operator

·   Keys enters data into computer.

·   Monitors activity on CRS.

·   Send, process and print various jobs.

·   Monitor and process check printing operation.

·   Performs other duties as needed.

Automotive Clerk

·   Handles all telephone inquiries

·   Prepare, sort, post, record, maintain and file all appropriate auto­motive reports

·   Compile, distribute and control Preventive Maintenance Inspection data

·   Performs related duties as needed.

 

Data Processing Machine Operator

·   Assigns, directs and checks the work of a group of data entry operators.

·   Trains less experienced operators

·   Assists in the scheduling of data entry jobs

·   Monitors the activity and storing of information on Lan

·   Monitors the flow of reports and information between Data Processing and other functions

·   Responsible for reports and activities regarding CRS and Feeders.

·   Capable of handling data entry requirements

·   Capable of handling the processing of data through various soft­ware programs

·   Capable of changing JCL language when necessary

·   Performs other duties as needed

OPERATIONS GROUP

Bad Address Clerk

·   Corrects addresses on parcels using phone book or other resources (electronic references), cross directories and reference material

·   Telephones inquiries to last known phone number

·   Completes proper records, logs and post cards.

Air Department Clerk

·   Completes required inbound and outbound reports and recordsusing various reporting systems, including but

not limited to: ACARS, OPSLINK, GSS, ARINC, IDIS

·   Fills out required forms and correspondence

·   Processes air merchandise as corrected origin or destination points

·   Checks airport equipment such as scanners and radios in and out

·   Downloads IPLD scanners and prints reports as needed

·   Works with COMPASS system for flight information system

·   Communicates with Swissport as necessary.

·   Communicates with flight crews using ARINC

·   Answers telephone calls

·   Performs general office filing and tracking

·   Communicates any special circumstances involving NDA volume

·   Advises extended area of extra feeder aircraft needs

·   Arranges movement of inbound late Lear volume

·   Coordinates the exchange of mis-sorted air packages

·   Monitors DHIPS

·   Assists BA Clerk when time permits

·   Verifies crew transportation and meals

·   Performs other related duties as needed

 

Center Clerk

·   Handles telephone inquiries about deliveries

·   Traces lost or damaged merchandise

·   Tabulates and balances fuel and oil reports

·   Handles necessary receiving counter volume

·   Sorts and transmits outbound tracers and messages

·   Processes inbound interdistrict tracers and messages

·   Fills in time processing tracers and claims

·   Communicates with customers by telephone or written correspon­dence

·   Performs related duties as needed such as sorting and auditing pickup records

 

Supply Clerk

·   Receives and inventories supplies and uniform requisitions

·   Maintains records appropriate to inventory

·   Performs other related duties as needed

Transfers and Job Bidding:

Temporary Job Bids: In cases of temporary job openings caused by some type of absenteeism, the Employer should determine the actu­al or anticipated length of the absence. If the length of the absence is known from the outset to exceed thirty (30) working days, the Employer shall post a temporary job bid for such job opening stat­ing not only qualifications, but the estimated length of the tempo­rary job opening. If the actual length of absence at the outset is not known and it becomes known within thirty (30) working days that the absence will be at least sixty (60) days from the outset, the aforementioned temporary job bidding procedure shall take place.

The bidding procedure will be conducted in the usual contractual manner. If the job is successfully filled by a Local 856 union employee, the second opening thus created should be filled by assignment in the usual contractual manner.

Any employee who holds a permanent bid position and is in a temporary position may exercise his or her seniority in bidding any other permanent position or temporary position which becomes available.  If no bid clerk should bid such available position, Relief Clerks who are not assigned to a position, will be assigned to the available position in seniority order.  Relief Clerks are only allowed to bid on jobs where they have a Letter of Transfer on file.  Relief Clerks domiciled in that location who have more seniority will be placed in the open position in the usual contractual manner.

When the absent employee returns to work, the temporary job bid­der shall return to his/her job. When and if it is determined the tem­porary job opening is to be a permanent job opening, it shall then be bid as such according to the contract. It is understood by the Employer and the Union that temporary Job Bids are confined to the location at which the absence occurs. Should no one bid a tempo­rary job opening, the Employer shall fill such by the usual contrac­tual manner.

Both UPS and Local 856 agree that Local 856 shall not be signato­ry to or subject to any Sort Agreement unless otherwise mutually agreed to.

(b) Layoffs of Over One Week Duration:

1)   Laid off employees may elect to displace any junior employ­ee in a bid job at another location in order to continue working provid­ing however, that such employee is qualified to perform the work of the displaced employee.(Operational Clerks will be given the opportunity to qualify for all operational positions).

If a laid off employee refuses work during the five (5) day period, they will not be eligible to displace another employee.  The five (5) consecutive day chain will be considered broken.

2)   Employees electing to displace the junior employees atanother location may bid future jobs posted in that location after being relocated, and will be awarded the bid provided such employee is the most senior bidder.

3) Employees laid off may elect to take the layoff until recalled.

(c) In reference to the above understanding, it is agreed that the sen­iority will be dovetailed for all purposes.

(d) Job Reassignment: Job reassignments will be on an as-needed basis only, due to reduction or transfer of the work. Seniority will be recognized in all job reassignments.

(e) When a senior employee is laid off, he or she may exercise their seniority to displace any junior employee at their location for which they are qualified to perform the work. The displaced employee may use his or her seniority to displace any junior employee at the location for which they are qualified to perform the work, or they may elect to take the layoff.

With respect to permanent job openings occurring during the peri­ods from October 1 through and including December 31, any new hires taking such job openings during this “seasonal non-seniority period of time”, shall accrue seniority and other contract benefits as if they had been hired during any other part of the year.

Any newly established job classification will be negotiated at the time the job is created.

Any employee laid off on the workday immediately preceding or immediately following one of the holidays shown in Article 24 of the Agreement shall receive eight (8) hours pay at such employee’s regular rate of pay for each such day laid off. The above shall not apply when the layoff is the result of bona fide lack of work or for other reasons beyond the control of the Employer. It is intended to discourage a layoff for the sole purpose of working an employee less than the full week, during a week in which a holiday falls.

Miscellaneous Provisions:

1)       There shall be one (1) seniority list at each location of the Employer regardless of the fact that an employee has full-time or part-time status.

 

2)       With regard to the six (6) month lock-in in the bidding process, such shall not apply to Union members of Local 856, but it is understood that a given employee shall not make excessive bid­ding moves. Changes of one (1) hour or more in start time will be handled under Article 3, Section 11 of the Supplemental Agreement, the intention being that employees whose starting times are changed by one (1) hour or more, first have the right to follow their job before requesting the bid procedure.

 

3)       It is understood that part-time employees may be utilized as Customer Counter Clerks during the period commencing with Thanksgiving until Christmas, inclusive, in both the East Bay and North California districts. It is understood that part-time employees will not replace full-time employees and that part-time employees will not be scheduled back –to-back.

 

4)       With respect to that certain letter of understanding pertaining to “RED CIRCLE” employees under the 1970-1973 Agreement, it is understood the intent is not to prohibit such employees from bidding to any classification and retraining the “RED CIRCLE” rate of classification bid into.

 

5)       It is understood that the 1970-1973 Letter of Understanding regarding the “RED CIRCLE” employees will remain in effect throughout the life of this Agreement.

 

6)       All newly hired employees who are referred to the Employer by Local 856 and who have one or more years experience in the transportation industry, shall be hired at the maximum rate pro­vided for the classification hired, provided such employees are capable of performing the work for which they are employed.

 

7)       The conditions under which regular part-time employees may be hired must first be approved by Local 856 except when already agreed to.

 

8)       It is understood that employees who accept a permanent bid in the payroll department will be subject to a forty-five (45) working days qualification period where they will have to demonstrate proficiency in Excel and in 10-key skills.  Those who do not satisfactorily qualify in these skills will be returned to their previous position.  (Qualifications will be reviewed prior to awarding the bid).

 

9)       The lunch period shall be no less than one half (1/2) hour in duration, unless otherwise mutually agreed to between the employee and the employer.  The lunch period shall commence not less than four (4) hours after the employee starts work, and shall be completed not later than six (6) hours after the commencement of the employee’s actual start time.

 

 

ADDENDUM NO. 3

 

LOCALS NO’S. 70, 287, 315, 624, 490, 890 and 912

INCLUSIVE OF ALL LOCAL UNIONS INJOINT COUNCIL 7

 

(a) Starting Time:

 

(1) Any scheduled shifts other than the day shifts shall be posted on the prior Friday of the week for which the shifts are tobe effective. Employees who are ordered to report for work prior to said scheduled starting time shall receive time and one half (1 1/2) for all hours worked prior to their regular starting time. Employees who are ordered to report for work later than their scheduled starting time shall receive time and one half (1 1/2) for the number of hours equal to the number of hours called in to work after their scheduled starting time.

 

(2) Extra Drivers and Helpers may start work not later than 9:00 a.m. during the Christmas rush period between November 15th and December 25th inclusiveNovember 1st through January 15th.

 

(3) Starting time restrictions are not applicable to feeder operations.

 

(b) All regular drivers shall be offered not less than five (5) days of employment in any one (1) scheduled week. The Employer shall not be required to pay its regular drivers a full week’s wages if they are required to layoff regular drivers during any week period; provided, however, said layoff is occasioned by other circumstances beyond the control of the Employer causing a disruption in the normal volume of business.

 

ADDENDUM NO. 7

 

C. Locals 315,490, 856

In accordance with the current practice, effective August 1, 2008, the Company shall pay into the respective Health and Welfare Trust Funds on behalf of the members of Locals 315,and 490 and 856, the sum of twenty-four cents (24¢) per hour on all hours compensated including overtime hours, up to a maximum of 2080 hours per year for full-time employees for the express purpose of defraying the cost of Health and Welfare for retirees. (This twenty four cents was negotiated in 2002.)

 

F.Locals 315,490 624 and 856

 

Effective January 1, 2008, UPS shall make contributions at the rate of fifteen cents (15¢) per compensable hour including overtime hours, up to a maximum of 2080 hours per year into the respective Health and Welfare Trust Funds for the purpose of defraying the costs of retiree benefits. (The monies for this fifteen cents was nego-tiated as new monies in 2007 to become effective 1/1/2008)

M. LOCAL 856

Effective August 1, 2008, if the Trustees of the Teamster Local 856 Health and Welfare Trust Fund determine that additional monies are needed to offset required retiree contribution amounts for retiree medical coverage, said additional monies shall be allocated from the aforementioned new pension increases.

In accordance with the current practice, effective August 1, 2008, the Company shall pay into the respective Health and Welfare Trust Funds on behalf of the members of Local 856, the sum of twenty-four cents (24¢) per hour on all hours compensated including overtime hours, up to a maximum of 2080 hours per year for full-time employees for the express purpose of defraying the cost of Health and Welfare for retirees. (This twenty four cents was negotiated in 2002.)

 

Effective January 1, 2008, UPS shall make contributions at the rate of fifteen cents (15¢) per compensable hour including overtime hours, up to a maximum of 2080 hours per year into the respective Health and Welfare Trust Funds for the purpose of defraying the costs of retiree benefits. (The monies for this fifteen cents was nego­tiated as new monies in 2007 to become effective 1/1/2008).

Effective August 1, 2012, Local 856 has allocated $0.50 per hour from Pension Allocation to the Health & Welfare Trust Fund.  The total contribution as of August 1, 2012 is $0.89 per hour. 

 

*Move language from section H to M for Local 856.  Base contribution in effect as of the signing of this proposal is $8.55 per hour.

 

LETTER OF UNDERSTANDING PEAK SEASON HELPERS 2007 – 20122013 - 2018

 

The function of the Peak Season Helper is to work under the direction of a package driver. At no time shall an employee be classified as a Peak Season Helper if he/she is not under the direct supervision of and working in conjunction with a package driver. The following provisions shall apply to Peak Season Helpers:

 

1. Peak Season Helpers may be used between November 1 and December 31January 15.

 

2. A minimum of fifty percent (50%) of the helpers working in any given building on any given day shall be from the inside ranks. Such helper work shall be offered by seniority. Utility and Air Drivers may only work as helpers if they are not needed for utility or air work. During this period, when these drivers are needed and thus not available for helper work, they will be guaranteed eight (8) hours that day in combination with their inside job and driving job. This applies to the Peak Season only and there is no obligation to the Company to work anyone on overtime.

 

3. Inside employees cannot be helpers if it conflicts with their primary job function.

 

4. The Helper rate of pay will be as follows for all hours spent in the Helper classification:

 

2007 $14.20 per hour            2013 $15.20 per hour

2008 $14.20            2014 $15.20

2009 $14.45                            2015 $15.50

2010 $14.70                            2016 $15.50

2011 $14.95                            2017 $15.50

2012 $15.20                            2018 $15.80

 

The above rates will apply to all seniority employees effective November 1, 20072013. Off the street helpers will be paid $8.25 per hour.

 

5. A Helper bid list will be posted for five (5) days. Any inside employees wanting to be considered for Helper work must sign up during this period. The list of successful job bidders, by seniority, will be posted with a copy to the Union.

 

6. Part-time employees who choose to work as Helpers shall be guaranteed eight (8) hours per day between their primary jobs and their helper assignments. There will be no obligation to the Company to work Helpers overtime; however Helpers will be guaranteed to work their full primary shift.

 

7. Overtime rates shall apply to all hours worked over eight (8) hours per day in addition to overtime on employee’s respective part-time shifts. Overtime rates shall be predicated on the job at the time of overtime.

 

8. All off the street Helpers will be part time employees. The Company shall provide the Local Union with a list of all off the street Helpers within 5 days of their start date.

 

9. The Company will not be obligated to pay Health and Welfare payments for these temporary employees. If these temporary employees work in any other classification, the Company will be obligated to these payments. If the Company retains the employee past the helper period, the Company would be obligated to make retroactive Health and Welfare payments for all hours the employee has worked.

 

10. The off the street helpers will receive a guarantee of 3.5 hours and receive overtime after five (5) hours of work per day.

 

11. All helpers may start and finish on area.

 

12. All helpers may use a DIAD board to clock on and off.

 

13. Flexible starting times may be used.

 

14. Peak Season package driving positions will be offered to employees by seniority in the following order:

 

A. Full time 22.3 driver qualified employees.

B. Utility drivers and air drivers

C. Peak Season hires.

 

Once a position is accepted, the employee will continue to work in that position until December 24January 15 or until no longer needed. During this period, the employee will no longer work in their regular position. The employee will return to his/her regular position upon completion of his/her temporary position or due to lay off during this period.

 

15. Helpers are entitled to all personal time outlined in the Labor Contract.

 

16. In the event UPS enters into any agreement with any Local Union that is superior to what is contained in this agreement, the other Locals will receive that same benefit.

 

NORTHERN CALIFORNIA SORT RIDER

 

ARTICLE 1- SENIORITY AND LAYOFFS

SECTION 2 - UNION MEMBERSHIP

 

a)       All present employees who are members of the Local Union on the effective date of this subsection or on the date of execution of this Agreement, whichever is the later, shall remain members of the Local Union in good standing as a condition of employ­ment. All present employees who are not members of the Local Union and all employees who are hired hereafter shall become and remain members in good standing of the Local Union as a condition of employment on and after the thirty-first (3 1st) day following the effective date of this subsection or the date of this Agreement whichever is the later. An employee who has failed to acquire or thereafter maintain, membership in the Union as herein provided, shall be terminated seventy-two (72) hours after his Employer has received written notice from an author­ized representative of the Local Union, certifying that member­ship has been, and is continuing to be, offered to such employ­ee on the same basis as all other members and, further, that the employee has had notice and opportunity to make all dues or initiation fee payments. This provision shall be made and become effective as of such time as it be made and become effective under the provisions of the National Labor Relations Act but not retroactively.

 

b)       When the Employer needs additional employees, the Employer shall give the Local Union equal opportunity with all other sources to provide suitable applicants, but the Employer shall not hebe required to hire those referred by the Local Union. Business agents and/or the Steward shall be permitted to attend new employee orientations. The Company, on a monthly basis, will send any change of classification from part time to full time, new hires, transfers, and terminated employees to the affected local union.

 

c)       No Provision of this Article shall apply in any state to the extent that it may be prohibited by State law.  If under applicable State law additional requirements must be met before any such provi­sions may become effective, such additional requirements shall be first met. If any agency shop clause is permissible in any state where the provisions of this Article relating to the Union Shop cannot apply, the following Agency Clause shall prevail:

1)       Membership in the Local Union is not compulsory.  Employees have the right to join, not join, maintain, or drop their membership in the Local Union, as they see fit. Neither party shall exert any pressure on, nor discriminate against, an employee as regards such matters.

2)       Membership in the Local Union is separate, apart and distinct from the assumption by one of his equal obligation to the extent that he receives equal benefits.  The Local Union is required under this Agreement to represent all of the employees in the bargaining unit fairly and equally without regard to whether or not an employee is a member of the Local Union.  The terms of this Agreement have been made for all employees in the bargaining unit and not only for members in the Local Union, and the Agreement has been executed by the Employer after it has satisfied itself that the Local Union is the choice of a majority of the employees in the bargaining unit.  Accordingly, it is fair that each employee in the bargaining unit pay his own way and assumes his fair share of the obligation along with the grant of equal benefits contained in this Agreement.

3)       In accordance with the policy set forth under subparagraphs (1) and (2) of this Section, all employees shall, as a condi­tion of continued employment, pay to the Local Union the employee’s exclusive collective bargaining representative, an amount of money equal to that paid by other employees in the bargaining unit who are members of the Local Union, which shall be limited to an amount of money equal to the Local Union’s regular and usual dues. For the present employees, such payments shall commence thirty-one (31) days following the effective date or on the date of execution of this Agreement, whichever is the later, and for new employees, the payment shall start thirty-one (31) days fol­lowing the date of employment.

d)       If any provision of this Article is invalid under the law of any state wherein this Agreement is executed, such provision shall be mod­ified to comply with the requirements of state law or shall be rene­gotiated for the purpose of adequate replacement. If such negotia­tions shall not result in mutual satisfactory agreement, either party shall be permitted all legal or economic recourse.

e)       In those instances where Subsection (b) hereof may not be validly applied, the Employer agrees to recommend to all employees that they become members of the Local Union and maintain such memberships during the life of this Agreement, to refer new employees to the Local Union representative, and to recommend to delinquent members that they pay their dues since they are receiving the benefits of this Agreement.

To the extent such amendments may become permissible under applicable federal and state law during the life of this Agreement, as a result of legislative, administrative, or judicial determination, all of the provisions of this Article shall be automatically amended to embody the greater Union Security provisions.

 

SECTION 3 - DUES CHECKOFF

               

The Employer agrees to deduct from the pay of all employees covered by this Agreement the dues, initiation fees and/or uniform assessments of the Local Union having jurisdiction over such employees and agrees to remit to said Local Union all such deductions prior to the end of the month for which the deduction is made. Where laws require written authorization by the employee, the same is to be furnished in the form required. The Local Union shall certify to the Employer in writing each month a list of its members working for the Employer who have furnished to the Employer the required authorization, together with an itemized statement of dues, initiation fees (full or installments) or uniform assessments owed and to be deducted for such month from the pay of such member, and the Employer shall deduct such amount from the first (1st) paycheck following receipts of statement of certification of the member and remit to the Local Union in one lump sum. The Employer shall add to the list submitted by the Local Union, the names of all regular new employees hired since the last list was submitted and delete the names of employees who are no longer employed.

 

Where an employee who is on check off is not on the payroll during the week in which time the deduction is to be made, or has no earnings or insufficient earnings during that week, or is on leave of absence, the employee must make arrangements with the Local Union to pay such dues in advance.

 

The Employer will recognize authorization for deductions from wages, if in compliance with state law, to be transmitted to the Local Union.

 

No such authorization shall be recognized if in violation of federal or state law. No deduction shall be made which is prohibited by applicable law. In the event that an Employer has been determined to be in violation of this Article by the decision of an appropriate grievance committee and if such Employer subsequently is in violation thereof after receipt of seventy-two (72) hour’s written notice of specific delinquencies, the Local Union may strike to enforce this Article. However, such strike shall be terminated upon the delivery thereof. Errors or inadvertent omissions relating to the individual employees shall not constitute a violation.

 

Check off shall be on a weekly,monthly, or quarterly basis at the option of the Union.

Check off shall be optional with each Local Union.

 

SECTION 3 – NOTICE OF LAYOFF

               

All employees are to be given written notice or notice posted on abulletin board of impending layoffs not later than the beginning of the last shift worked prior to the commencement of such layoffs. It is the responsibility of the employer to notify by phone, any affected employees that are not working the day of the posting. All phone calls will be verified by a shop steward of the Local Union and a log be maintained. It is the responsibility of the employee to insure his/her contact information is accurate. The Union will be provided a copy of the layoff notices by fax or by emailon the same day they are written and/or posted. The above notice of layoff shall not apply during any emergency beyond the Employer’s control, provided notification is given to the employee at least one (1) hour prior to the start of the employee’s shift.

 

SECTION 6 - CLOSED OR PARTIALLY CLOSED CENTERS OR HUBS

 

Whenever a center or hub is closed or partially closed, the employ­ees affected will be entitled to follow the work and their seniority will be dovetailed in the new location. In the event the employees affected elect not to follow the work, it shall be offered to the other employees at the center or hub in seniority order. In the event no employee elected to follow the work and it becomes necessary to reduce the working force, the provisions of Article 3, Section 2- Application of Seniority, shall apply. In the event of closing or par­tially closing any hub or operating center, the Employer shall noti­fy the Union of its intent and post the amount and type of positions affected and the date of such contemplated action at least thirty (30) days in advance.

(a) Transfers: In cases of proven need it is agreed by the Employer and the Local Union involved, that an employee shall be permit­ted to transfer from one (1) company facility to another, provid­ed said employee has a letterTransfer Request Form on file stating his/her reasons and desired facility into which they wish to transfer. Any such trans­fer shall take place only within the area covered by the Northern California Supplemental Agreement and only prior to hiring from the outside. Any such transfers shall be limited to four (4) people, two (2) full-time and two (2) part-time, per year per des­tination facility. Such employees shall retain company seniority for the purpose of fringe benefits but shall be placed at the bot­tom of the appropriate seniority list. It is the employee’s respon­sibility to verify all benefits at the requested transfer location. Benefits may vary by state and location. The medical, dental, vision, retiree medical coverage and pension rates may be less or non-existent in the location you desire. Contact the Local Union having jurisdiction over the area you wish to transfer to for all information pertaining to the area benefits.

 

ARTICLE 6 - PROTECTION OF RIGHTS                                                        

 

SECTION 1 - PICKET LINES

 

It shall not be a violation of this Agreement and it shall not be cause for discharge or disciplinary action in the event an employee refuses to enter upon any property involved in a primary labor dispute, or refuses to go through or work behind any primary picket line, including the primary picket line of unions party to the Agreement, and including primary picket lines at the Employer’s place of business, provided picket line is sanctioned by Joint Council No. 7or Joint Council No. 38.

 

ARTICLE 7 – GRIEVANCE PROCEDURE                      

 

SECTION 2 – TEAMSTERS/UNITED PARCEL SERVICE LABOR MANAGEMENT COMMITTEE

               

 (a) There shall be a Teamsters/United Parcel Service Labor-Management Committee composed of three (3) representatives of the Union and there shall be three (3) representatives of the Employer. None of these representatives shall be involved in the dispute. The Committee shall formulate such rules of procedure as it may deem advisable and such rules of procedure will be made known to all parties under this Agreement. Regular meetings of the Committee shall be held on the agreed upon day of each month to pass upon matters referred to it. If no cases are on the agenda, meetings may be canceled. If grievances develop which require more immediate action, the Committee may meet on any other date which may be agreed upon. The Committee shall be obligated to remain in session until the agenda is completed. If the Employer fails to appear at the designated time and place of the hearing, such failure shall result in default decision against the Employer for cases which are on the agenda for that date. Default decisions against the Union involved shall likewise apply if a representative of the Union involved fails to appear. A majority decision of the Committee shall be final and binding upon the parties. Any discharge or suspension case deadlocked by this Committee may be submitted to an impartial arbitrator by either the Employer or the Union. All other deadlocked cases shall be referred to a Western Region-UPS Committee as outlined in Section 2(b).

 

(b) The Western Region-UPS Committee shall be composed of three (3) representatives of the Union one (1) of whom shall be appointed by the Western Region Director, one (1) of whom shall be the negotiating Committee Chairman for the appropriate contract grieved, and one (1) shall be appointed by the Union Chairman, and three (3) representatives of the Employer, one (1) of whom shall be the Regional Labor Relations Manager, or his designee, and the other two (2) representatives designated by the Employer. Issues resolved at this level shall be final and binding. Any case deadlocked by the Committee will be referred to an International Teamster-UPS Committee composed of the President of the International Brotherhood of Teamsters and the Vice President of Labor Relations of UPS, or their designees. Issues resolved at this level shall be final and binding. Any case deadlocked by this Committee may be submitted to arbitration by either the Employer or the Union.

 

SECTION 7 – GRIEVANCE SETTLEMENTS

               

All monetary grievance decisions or settlements shall be submitted by separate check payable to the grievant or grievants and a copy of same sent to the Local Union for the records. Such settlements shall be paid within five (5) days of the settlement. If the Employer fails to make the payment available on the employee’s fifth (5th) scheduled workday, the employee will be paid an additional amount equal to one-half (1/2) of his/her daily guarantee at his/her regular hourly rate for every full pay period in which the shortage is not paid after the fifth (5th) scheduled work day, until corrected.

 

ARTICLE 8 - LEAVE OF ABSENCE                                

 

SECTION 1 - APPROVED LEAVE

 

Any employee desiring a leave of absence shall secure written permission from both the Local Union and the Employer. Except as otherwise provided in this Article, the maximum leave of absence shall be for ninety (90) days and may be extended for like periods. Written permission for such extended periods shall be secured from both the Union and the Employer. The first (1st) approved leave of absence plus approved extended leaves of absence shall not exceed a maximum time period of twelve (12) months. During an approved leave of absence, the employee shall not engage in gainful employment in the same industry. Leaves of ten (10) days or less do not require Union approval. Disputes concerning request for leaves of absence are subject to the grievance procedure.

 

Any employee who is unable to work because of sickness or injury shall be deemed to be on leave of absence. Such leave will not exceed two (2)three (3)years unless extended by written consent of the Union and the Employer. In the absence of such consent, a request for extension of such leave shall be subject to dispute procedure, but in no event shall such leave of absence exceed three (3) years, except with the written consent of the Union and the Employer.

 

A leave of absence, as provided, shall not result in the loss of seniority rights. An employee shall be granted unpaid time off in emergency situations involving illness or accident of a member of the employee’s immediate family up to fifteen (15) days.

 

SECTION 2 - EFFECT ON VACATION/HOLIDAYS

 

Time off in excess of fourteen (14) days due to an approved leave of absence other than for sickness or injury shall not be accumulative for vacation purposes.

 

All regular employees off the job due to illness or injury shall accumulate vacation rights,andholiday pay and sick leave beginning with the date of illness or injury and continuing to the end of the month and two (2) months thereafter.

 

SECTION 3 - HEALTH & WELFARE AND PENSION WHEN ON LEAVE

The employee may, if the employee desires to continue coverage, make suitable arrangements for continuance of health and welfare payments consistent with the health and welfare policy before the leave is approved by both the Union and the Employer. For employ­ees on leave due to a non-job connected illness or injury, health and welfare payments shall be borne by the Employer up to a maximum period of six (6) months and pension payments shall be borne by the Employer for a period of six (6) months. For employees on leave due to an industrial injury, health & welfare and pension payments shall be borne by the Employer for a period of one (1) year.

 

It is agreed by the parties that Health and Welfare and Pension payments as provided for in this article are not predicated on “paid and/or documented” illness. The Company reserves the right to send a seventy-two (72) hour notice in case of lack of communication from the employee. Failure of the employee to respond to said notice may subject the employee to a loss of benefits under this article.

 

ARTICLE 20 - SICK LEAVE

 

SECTION 1

 

Regular part-time employees shall receive sick leave prorated upon actual hours worked in the previous calendar month, but shall in no event be less than nine (9) four (4) hour days of sick leave each year after six (6) months of continuous service with the Employer. Part-time employees shall not be eligible for paid sick leave if the absence from work occurs during their school examination periods. Employees who are on leave of absence due to injury or illness will have their nine (9) days of sick pay populated upon return from such leave, and after they have worked a minimum of five (5) days. 

 

Unused sick leave shall be granted once each year to each part-time regular employee, in cash at the current daily rate, in an amount not to exceed nine (9) days, or by mutual agreement between the Employer and the employee as paid time off to be taken at a time mutually agreed upon. The cash payoff shall occur either on July 1st or December 15th of each year at the option of the Local Union for all members of that Local Union.

 

On resignation, discharge or death, an employee or his estate shall collect cash payment for all unused accumulated sick leave.

 

ARTICLE 22 - VACATION

 

SECTION 2

 

All accrued vacation pay for the amount of vacation time to be taken is to be paid to the employee one (1) day before the employee’s last shift worked by separate check. No employee shall be shorted his/her vacation pay for all vacations properly selected during the annual March selection. If there is a dispute regarding vacation pay, the Company will issue the disputed pay until such time that the Company provides proof of all other vacation payments for that cur­rent year. If the records prove that the employee has been overpaid the vacation pay, the Company may deduct this overpayment by deducting an equal amount of vacation from next year’s accrual.

For eligible employees who qualify, the paid vacation period shall be prorated upon actual hours worked divided by the number of days worked in the previous calendar month, but shall in no event be less than one half (1/2) of that provided for regular full-time employees. Vacation pay shall be pro-rated upon termination, after one (1) year of service with the Employer. It is agreed that for each week of paid vacation, the employee shall receive an additional two and one- half (2 1/2) hours pay at the straight time hourly rate.

 

The employer may not go back more than the previous vacation scheduling period from the day the error is discovered to correct any over payments of vacation.

 

SECTION 3

Vacation periods are not to be arbitrarily assigned to employees dur­ing the months of NovemberJanuarythrough March unless mutually agreed upon. Based on seniority, vacation periods will be assigned at the employee’s choice during the months of April through OctoberThanksgiving week, and during the week between Christmas and New Year’s Day.

It is the understanding of the parties that fromJanuary 1stthe third full week of January through the first three weeks of November, employees shall be allowed to select vacation at 100% of the normal vacation selection ratio. During theThanksgivingweekand the week after Christmas through the second full week of January, that number shall be reduced to 75%.

The employees who select Thanksgiving week as a vacation week shall normally have the prior Thursday and Friday off. When the staffing permits, the Company shall allow employees to take the Monday and Tuesday off in the week immediately after the holiday week. These days, (if any) will be offered by seniority.

The total amount of accrued vacation weeks for the period of April 1st to October 31stThanksgiving week will be subtracted by employees taking vaca­tions from January 1st to March 31st and that figure divided by thir­ty (30)thirty-five (35)weeks will be the number of employees allowed to take vacations in the same week for the balance of the vacation period. Any fraction of a whole number shall be rounded up to the next highest number.

Whenever possible and when desired by employees, they may stag­ger or spread their vacation period throughout the year. However, in no case shall any portion of vacation be less than one (1) week.

 

SECTION 4

It is agreed by both parties to this Agreement that employees must take their accrued vacation each year and that no arrangement to work for additional compensation during their earned vacation will be allowed except where mutually agreed upon by the Employer and the Union.

 

Employees on approved leave will be contacted by management in accordance with vacation selection process.

 

By April 15th of each year, the Manager and the Business Agent or their designees will meet to review the vacation selection calendar.  All unscheduled vacation at that time will be assigned by the manager at that meeting.

 

SECTION – 7

 

The vacation list shall be posted not later than March 1st of each year.For choice of vacations, once a vacation selection list is posted, one(1) week is allowed for the first twenty-five percent (25%) on the seniority list to select, then one (1) week will be allowed for the secondtwenty-five percent (25%) to select then one (1) week shall be allowedfor the third twenty-five percent (25%) to select, then one (1) weekshall be allowed for the fourth and final twenty-five percent (25%) on the seniority list to select. Those not signing up in the correct week shall lose their choice of vacation and must take what is left.Vacation selection shall occur during March. Once completed the vacation schedule shall be posted on the bulletinboard. The Union will be sent a copy of the vacation selection list and a copy of each employees completed vacation selection form when requested within five (5) days.

 

ARTICLE 26 - MISCELLANEOUS PROVISIONS

 

SECTION 1 - PAY PERIODS

 

The members of the Union shall be paid weekly for their labor. Not more than one (1) week’s wages shall be withheld. Each employee shall be provided with a statement of total hours and gross earnings and an itemized statement of all deductions made for any purpose. A regular weekly payday shall be established, provided that if such payday falls on a paid holiday, the preceding workday shall be pay­day.

Any error on a payroll check will be paid by the Employer no later than the end of the next regular workday following notification of the error. Check stubs will itemize total hours, in addition to all deductions.

Grievance payments will include grievance number, hours, and rate of pay.

Upon discharge or quitting, the Employer shall pay all money due to the employee on the payday in the week following such quitting.

In the event State law would require earlier payment, the Company agrees to comply.

Seasonal employees hired during October, November and December shall be paid all monies due to the employee on the pay­day in the week following such quitting and/or termination.

 

ARTICLE 29 - UTILITY DRIVERS

 

It is agreed that package operations shall hire utility drivers.

Regular part-time employees (in order of location seniority) who desire to be hired as utility drivers shall so inform the center man­ager. Those part-time employees who successfully meet the qualifi­cation standards for UPS drivers will be considered for the utility driving job.

These utility drivers may be used to cover absentees, overflow work, etc.

Utility drivers who work in centers located in hub buildings where hub work is available, will be guaranteed eight (8) hours pay at the

driver rates. In other locations where hub work is not available, the eight (8) hour guarantee will not apply. Starting time restriction shall not apply to utility drivers.

The company shall post a bid for utility drivers in the first week of March each year.  An employee who desires to be added to the current utility list, and who has more seniority than the junior employee on the current list shall place their name on the bid.  Employees who successfully meet the qualification standards for UPS drivers and complete the orientation training will be added to the list.  The training shall commence within ninety (90) days.  

Progression scale for utility drivers (Refer to Article 21, Section 2 of the Northern California Supplemental Agreement).

 

ARTICLE 30 – PREFERRED JOBS

The Company shall maintain a preferred list for each shift. This list shall be maintained in the manager’s office. Part-time employees with six (6) months or more seniority desiring to work these pre­ferred jobs shall sign the appropriate bid according to Article 3, Section 11. The employees awarded these preferred jobs shall stay in these jobs for a minimum of six (6) months.

 

Preferred Jobs List

 

Rewrap and Damage                                           Acceptance Auditor                                           

Irregulars Cart                                                   Air Recovery Trailer                                                         

Hooper                                                                   DeBagger

Tower                                                                     Small Sort

Auditor                                                  Haz Mat

High Volume Pickoff                                          SPA

Small Sort Bagger                                              Sorter

International Auditor                                        

In General Locals, where applicable,Clerks and Car washers

 

ARTICLE 31 - SUPERVISORS WORKING

 

The Employer agrees that the function of supervisors is the super­vision of employees and not the performance of the work of the employees they supervise. The Union agrees that the Employer must train employees and must prevent service failures.

 

Accordingly, the parties agree that supervisors will not perform the work of the employees they supervise except during training, demonstration, and safety education; and supervisors will not per­form Union member’s work until all reasonable efforts have been exhausted to have the work covered by Union employees of United Parcel Service.

 

It is the responsibility of the employer to have a sufficient number of employees on roll to cover the work, in addition to a sufficient number of utility drivers on roll.  All violations will be paid at the double time rate of pay to the affected employee or the bounty system within five (5) days of settlement.

 

Local practice as it relates to payment under this Article and under Article 3, Section 7 of the National Master United Parcel Service Agreement shall prevail.

 

LETTER OF UNDERSTANDING PEAK SEASON HELPERS 2007 – 20122013 - 2018

 

The function of the Peak Season Helper is to work under the direction of a package driver. At no time shall an employee be classified as a Peak Season Helper if he/she is not under the direct supervision of and working in conjunction with a package driver. The following provisions shall apply to Peak Season Helpers:

 

1. Peak Season Helpers may be used between November 1 and December 31January 15.

 

2. A minimum of fifty percent (50%) of the helpers working in any given building on any given day shall be from the inside ranks. Such helper work shall be offered by seniority. Utility and Air Drivers may only work as helpers if they are not needed for utility or air work. During this period, when these drivers are needed and thus not available for helper work, they will be guaranteed eight (8) hours that day in combination with their inside job and driving job. This applies to the Peak Season only and there is no obligation to the Company to work anyone on overtime.

 

3. Inside employees cannot be helpers if it conflicts with their primary job function.

 

4. The Helper rate of pay will be as follows for all hours spent in the Helper classification:

 

2007 $14.20 per hour            2013 $15.20 per hour

2008 $14.20            2014 $15.20

2009 $14.45                            2015 $15.50

2010 $14.70                            2016 $15.50

2011 $14.95                            2017 $15.50

2012 $15.20                            2018 $15.80

 

The above rates will apply to all seniority employees effective November 1, 20072013. Off the street helpers will be paid $8.25 per hour.

 

5. A Helper bid list will be posted for five (5) days. Any inside employees wanting to be considered for Helper work must sign up during this period. The list of successful job bidders, by seniority, will be posted with a copy to the Union.

 

6. Part-time employees who choose to work as Helpers shall be guaranteed eight (8) hours per day between their primary jobs and their helper assignments. There will be no obligation to the Company to work Helpers overtime; however Helpers will be guaranteed to work their full primary shift.

 

7. Overtime rates shall apply to all hours worked over eight (8) hours per day in addition to overtime on employee’s respective part-time shifts. Overtime rates shall be predicated on the job at the time of overtime.

 

8. All off the street Helpers will be part time employees. The Company shall provide the Local Union with a list of all off the street Helpers within 5 days of their start date.

 

9. The Company will not be obligated to pay Health and Welfare payments for these temporary employees. If these temporary employees work in any other classification, the Company will be obligated to these payments. If the Company retains the employee past the helper period, the Company would be obligated to make retroactive Health and Welfare payments for all hours the employee has worked.

 

10. The off the street helpers will receive a guarantee of 3.5 hours and receive overtime after five (5) hours of work per day.

 

11. All helpers may start and finish on area.

 

12. All helpers may use a DIAD board to clock on and off.

 

13. Flexible starting times may be used.

 

14. Peak Season package driving positions will be offered to employees by seniority in the following order:

 

A. Full time 22.3 driver qualified employees.

B. Utility drivers and air drivers

C. Peak Season hires.

 

Once a position is accepted, the employee will continue to work in that position until December 24January 15 or until no longer needed. During this period, the employee will no longer work in their regular position. The employee will return to his/her regular position upon completion of his/her temporary position or due to lay off during this period.

 

15. Helpers are entitled to all personal time outlined in the Labor Contract.

 

16. In the event UPS enters into any agreement with any Local Union that is superior to what is contained in this agreement, the other Locals will receive that same benefit.

 

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5-7-2013
Here are the highlights of the changes found in the Tentative Agreement for the National Master UPS Agreement that you will be voting on.
 
Meetings will be scheduled in the near future to discuss these changes with Local 150 members.  Ballots are tentatively scheduled to be mailed out on May 24th to May 28th, 2013 and tentatively due to be counted on June 20th, 2013 by an independent election service.  It is expected to take approximately 2-3 days for the election service to complete the counting of the ballots.
 
At the Two Person Meeting in Washington DC where the Business Agents reviewed the Contract with our Negotiating Team there was a lot of discussion on the people entering a Teamster health plan.  Approximately 140,000 people who are currently in a Company plan for their health care will be moving into a Teamster Health Plan that is comparable to the level of benefits they currently receive and is not the gutted out Company health plan first proposed by UPS and those stripped down Company health plans were the ones that UPS had planned to have our Teamster members pay premiums for out of their own pocket every week.  The new Teamster Health Plan is tentatively called TEAMCARE and will not cost Teamster members out of their pocket premiums.  One big advantage for Teamsters being in a Teamster plan versus a Company run plan is that in a Company plan the company can change the plan without much recourse and being in this TEAMCARE plan with other employers and other Teamsters the Company could not just change the plan design around on a whim.  Before the Two Person Meeting took place there were already rumors being circulated that this new plan would bankrupt the Teamster members using it.  Given that, at the meeting the IBT handed out real examples of Maternity Costs versus what the member would pay for it as well as Outpatient Baby Visits, Open Heart Surgery and Cardiac Rehabilitation Follow-Up.  The total cost of those services would cost $204,200 and the member share would only be $1,050  However, Teamsters Local 150 members are not in a Company plan and so this would not apply to you.  You would continue to have the same plan offered to you now and you would not have to pay any monthly premiums as the Company had originally proposed that you do.
 
Please note.  That change is for people who were in the Company health plans.  IN TEAMSTERS LOCAL 150 OUR UPS TEAMSTERS ARE NOT IN A COMPANY HEALTH PLAN.  YOU WILL REMAIN IN THE PLAN YOU ARE IN NOW AND WITHOUT AN INCREASE IN COST TO YOU.
 
 
 
 
 
Non-economic Language
Harassment
Harassment has taken many forms. We heard
from our members around the country that there
was not one single thing that led to harassment,
but rather a combination of discipline, threats
and intimidation based on technology,
9.5 requests, retaliation for grievance filing and
inadequate staffing of centers.
This tentative agreement addresses the underlying
issues of harassment in several ways:
ARTICLE 6:
No employee will be discharged based solely on
information received from GPS or any successor
system unless the person intentionally defrauds
the company. This is a change – last contract the
company was prohibited from discharging anyone
on a first offense based on GPS. Now it is a
prohibition against discharge regardless of
whether it is a first offense or not, except in cases
of intentional fraud.
The company must confirm information
obtained from GPS by direct observation or
other corroborating evidence. Otherwise, the
GPS information will not be used for discharge.
In addition, the language was strengthened
to define dishonesty as an intentional act to
defraud the company.
The company admitted fault in misusing
technology in the past and committed to meet
with the union at the union’s request if the problem
continues or arises again in the future to
make sure that the issue is addressed at the first
sign of a problem.
ARTICLE 12
The company can no longer discipline employees
for any work performed by another employee
using an electronic device under their name.
This protects employees from the possibility of
being disciplined for something they did not do.
9.5 (ARTICLE 37)
New language makes it easier to get on the 9.5
list, provides access to 9.5 penalty pay on the
first week of the violation after going on the 9.5
list, provides protections for cover drivers, provides
protections against retaliation for filing
9.5 grievances, prohibits the company from piling
on work at the end of the week, and allows
the union to address inadequate staffing.
Any week in which a driver has worked
more than 9.5 hours three times, the driver may
opt in to the 9.5 list. The 9.5 protections will take
effect on the first work day of the following work
week (except in November and December). The
driver will remain on the list for five months (excluding
November and December).
All drivers with four years of seniority as a
full-time package car driver will be eligible for
9.5 protections. In addition, cover drivers will be
eligible for 9.5 protections provided the driver
covers a route for a full week, or is assigned to
cover a route for a full week but is prevented
from completing the assignment due to reassignment
by the employer.
The company is contractually forbidden
from assigning excessive overtime on the two
remaining days within a workweek after adhering
to the 9.5 language as retaliation for opting
onto the 9.5 list. This language prevents the
company from following the 9.5 language for
three days and then piling on work for the
remaining two days of the week.
The union will now be able to review the
adequacy of staffing in a center where there
are deadlocked 9.5 grievances. If the union
and the company cannot agree on whether
inadequate staffing caused the problem, it can
be referred to arbitration. The arbitrator will
have the authority to award back wages to any
employees adversely affected, including those
who did not work, but should have been called
in to work in order to adequately staff the
center. This is the first time in the history of the
National Master UPS Agreement that UPS has
agreed to language allowing the union to challenge
the adequacy of staffing in their centers.
RETALIATION (ARTICLE 37)
Language explicitly prohibits the company
from retaliating against employees for exercising
their rights under this agreement, which includes
retaliation for filing a grievance. The
language further sets out relevant factors in
determining if the employee has been retaliated
against.
SUREPOST – (ARTICLE 26)
New language sets guidelines for the size and
weight of packages, puts more packages back
on UPS trucks and protects Teamster work
and jobs.
Surepost packages are limited to 10 pounds
in weight and less than 3 cubic feet in size.
Surepost is limited as an offering for business
to residential only. It cannot be used for
business-to-business shipments.
The company is contractually obligated
not to diminish the bargaining unit because
of Surepost.
The agreement requires that the company
continue to implement technology that identifies
when both Surepost and ground packages
are being delivered to the same address so that
Teamsters can deliver both packages. The new
language also obligates the company to explore
expanding the technology to identify when
Surepost and ground packages are going to addresses
in close proximity so that they can both
be delivered by Teamsters. It also requires that
the company work to develop and implement
technology that will identify oversize or overweight
packages sent by Surepost so that they
will be put on a package car.
UPS has agreed that if their competitors
stop using a service similar to Surepost either
nationwide or in any service area, UPS will discontinue
Surepost on the same basis.
The company has also agreed that if there
is a dispute on the expansion of Surepost, the
union and the company will take the matter to
arbitration. As a remedy, if the arbitrator finds
that UPS has expanded Surepost beyond the
scope of what is set out in the contract without
obtaining the union’s consent, the arbitrator
may require UPS to terminate the expanded
service.
PROTECTIONS FOR THOSE IN MILITARY
SERVICE (ARTICLE 15)
Those UPS employees who have been serving
our country in the military will now continue to
accrue vacation to be used upon their return.
This means that when they come back, they
will have vacation available to use immediately
upon their return.
 
 
Safety and Health
ARTICLE 14
An employee on TAW (temporary alternative
work) due to an on-the-job injury will be paid
at the employee’s regular rate of pay. This ensures
the proper pay rate and does not leave
anything open to interpretation.
The employer cannot force a permanently
disabled full-time employee to accept a parttime
job as an ADA accommodation. The employee
will have the choice to accept a
part-time accommodation.
ARTICLE 16
Increases the time that a person who loses their license
can work inside from one year to two years.
Makes it easier for an employee to return
to work after completing a drug or alcohol rehabilitation
program. The company must now
make all reasonable efforts to conduct returnto-
work testing and exams within five days of
completion of a rehabilitation program.
ARTICLE 4
Spells out the right of shop stewards to investigate
and process grievances during work time
that have to deal with safety issues.
ART
ICLE 18
The Local Union has the right to appoint the
safety and health committee members. The
company has no right to decide who sits on our
committees.
New language prohibits bargaining unit
members from performing safety observations
on fellow bargaining unit members unless it is
for the purpose of promoting a safe work environment.
Under no circumstance can the results
of a Safety Committee observation be
used in any level of discipline, nor reference
any individual bargaining unit member.
ARTICLE 17
Penalty pay now applies for vacation pay
shortages.
ARTICLE 38, CHANGE OF OPERATIONS
Company will have to provide more detailed information
and within a timely manner when
proposing a change of operations (7 days).
ARTICLE 40, AIR OPERATION
Drop-box language
The company may not expand the use of parttimers
to pick up drop boxes and must maintain
the ratio of drop boxes picked up by regular
full-time package drivers, full-time air/combo
drivers and part-time drivers within 2 percentage
points for the term of the agreement. The
size and dimensions of the drop boxes may not
be increased without the consent of the union.
Part-time employees bidding into a fulltime
air driver job after August 1, 2013 will now
have red-circle protection of their (higher) parttime
wage, until such time as the full-time air
progression passes that rate. A part-time employee
shall not lose the red-circle protection as
a result of transferring from one full-time air
driver job to another full-time air driver job.
ARTICLE 43, PREMIUM SERVICES
The tentative agreement clarifies the threshold for
payment of holiday pay, re-routing, and extensions.
It provides a trigger point for payment of traffic delays
and an understanding that delay pay cases
will not be unreasonably denied.
The language further clarifies a premium
rate of pay for work performed by sleeper team
drivers on their scheduled day off, and the rate
of pay of any subsequent days worked thereafter
within a scheduled workweek as a seventh
(7th ) day of work. Work performed
between a run at the home domicile will be
paid at the applicable one and one-half (1 ½)
rate of pay.
Subsistence pay will be increased to $35
(up from $25) for each one thousand (1000)
miles traveled.
The fuel/wash negotiated language defines
the allowance for fueling both at UPS and
non-UPS facilities.
Mileage increases will reflect the hourly
general wage increases.
CSI
A time limit on the employer issuing discipline
has been added to local addenda that previously
had no limits.
Strong “just cause” language for discipline
has been added to the Locals covered by
the Local 407 Addenda.
Improved language on the UPS CSI Supplemental
Article 11 short-haul provision that
requires UPS CSI to turn subcontracted shorthaul
runs into bargaining unit work when criteria
is met.
Language that provides that the NMUPSA
provision on vacation accrual while in active
military leave will apply to all CSI employees.
While on Temporary Alternate Leave
(TAW), UPS CSI employees will receive their
regular rate of pay.
NMUPSA Article 34 changes that will benefit
UPS CSI directly:
• UPS CSI employees in company health
plans will move to the TeamCare plan as
described in the NMUPSA. For the first
time, all CSI employees will have retiree
medical coverage.
• All UPS CSI will have Long Term Disability
(LTD) under Article 34.
• UPS CSI employees in company pension
plans will receive a 7-percent increase
to their pension accrual rate, retroactive
to the implementation of that plan (December
2004).
• UPS CSI full-time and part time will receive
the same GWI as the package employees.
Economics
Health Insurance
No increase in premiums for health insurance
for full-time and part-time employees. UPS
Teamsters will continue to receive their health
insurance without paying for premiums.
Effective 1/1/2014, those in the UPS
health insurance plan will move to the Team-
Care plan, which is jointly trusteed by employers
and the union.
Part-time employees will continue to be
eligible for health insurance after 12 months.
Their dependents will now also be covered
after 12 months (down from 18 months).
Retiree Health Insurance
Current retirees who are under the UPS plan
received letters from UPS in December 2012 informing
them of substantial increases in their
health insurance premiums. The company indicated
that beginning in August 2013, their rates
would increase more than five times what they
are paying now, to upwards of $750 per month
for family coverage. The rates were projected
to increase by 10 percent per year and by the
end of the contract, retirees could have been
paying more than $1,200 per month for family
coverage.
The union has negotiated much smaller
increases, resulting in incremental increases
that will cap at $150/month for an individual
and $300/month for a family by the end of the
contract, which is less than half of what the
company had planned to impose on retirees.
General Wage Increases
Full time wage increases:
Starting August 2013: 70 cents
Starting August 2014: 70 cents
Starting August 2015 70 cents
Starting August 2016 80 cents
(to be split with 40 cents on August 1
and additional 40 cents on February 1)
Starting August 2017 $1.00
(to be split with 50 cents on August 1 and
an additional 50 cents on February 1)
The full-time starting wage will increase to
$18.75 (it is currently $16.10).
Employees entering a package car driving,
feeder or other full time job on August 1, 2013
will have a 48 month progression.
Those currently in progression will continue
with the 36 month progression.
Part-time wage increases
Part-time employees will receive the same
general wage increases as full-time employees
(.70, .70, .70, .80, 1.00 – with the last two years
split).
The start rate for part-time employees will
increase to $11 for preloaders/ sorters and $10
for all others which is an increase of $1.50.
Part-timers currently in progression will
receive the GWI and make no less than what
they would be entitled to after new pay-rates
go into effect on August 1, 2013.
Pension
For full-time employees in the UPS/IBT pension
plan, the following enhancements will be implemented:
Effective 1/1/2014:
• After 35 years and any age, retirement
benefits will be $3,700 per month (up from
$3,500)
• 30 or more years and any age will increase
to $3,200 per month plus $100/yr of service
up to $3700 (up from $3,000)
Effective 1/1/2017:
• 35 years, any age will be $3,900 per month
• 30 years at any age will be $3,400 per
month plus $100/yr of service up to $3,900.
Pension – part-time
For people in the UPS part-time pension plan,
retirement benefits any age after 35 years of
service will increase to $2,100 per month (up
from $1,925)
• After 30 years of service at any age will increase
to $1,800 per month (up from
$1,650)
• After 25 years at 60 years of age increases
to $1,500 per month (up from $1,375)
• Retirement at any age with 25 years of service
increases to $1,250 per month (up from
$1,125)
Part-timers in the UPS plan will now need
to work only 375 hours a year in order to become
a participant in the plan. A part-timer
must work 750 hours a year in order to receive
full vesting credit, but a part-timer will become
a participant in the plan after reaching age 21
and completing a 12 month period during which
they work 375 hours.
22.3 JOBS, ARTICLE 22
• Provides for an additional 2,350 full-time
jobs during the first three years of the contract.
• Protects the current 22.3 jobs.
Long Term Disability
Long term disability benefits will increase. The
$600 cap will increase to $700 on January 1,
2014 and to $800 on January 1, 2017
 
Link to the Highlights on the IBT page
 
Link to the language changes that you will be voting on for the National UPSA on the IBT page
5-3-13 Teamsters 150 Nor Cal Committee UPS Contract Update

On May 7, 2013 your UPS Business Agents will be a meeting in Washington D.C. with Teamster BA's representing members from every UPS local in the country. At that meeting we will be given copies of the agreement and have them discussed with us. We will bring back the documents of the actual agreement and then hold meetings with you to make sure that you get the actual written agreement in your hands and have a chance to ask any questions you have regarding the agreement. Some of your peers may tell you to vote yes or to vote no on the contract without your having seen it. We strongly urge you to read the contract changes yourself, ask any questions you may have and cast an informed vote. Make sure that you have a current address on file with Teamsters Local 150 so that you will get your ballot for this contract in a timely manner. Look for announcements giving the times, dates and locations of Union meetings that will be coming soon and make every effort to attend.

In Solidarity,
Lealon Raley, Alan Daurie, Perry Hogan
Business Agents-Representing UPS Teamsters

 

 

Teamsters Reach Tentative Agreements Covering 250,000 Workers at UPS, UPS Freight

April 25, 2013
Proposed Five-Year Contracts Protect Strong Health Care Benefits While Significantly Increasing Funding For Pensions, Health And Welfare Funds

(WASHINGTON) – The Teamsters Union announced today that it has reached tentative agreements with UPS [NYSE: UPS] on new five-year national contracts for package and freight workers that protect their health care benefits, provide substantial wage increases and significantly raise contributions to pension and health and welfare benefits.

The tentative agreement covering UPS package employees moves 140,000 workers into Teamster-controlled health plans from company plans to maintain current strong benefits for all UPS Teamsters while growing the funds for Teamsters in all industries into the future.

“These are solid tentative agreements that all Teamsters at UPS and UPS Freight can be proud of,” said General Secretary-Treasurer Ken Hall, Co-Chairman of the Teamsters National Negotiating Committees and Package Division Director. “I am pleased to announce that we have achieved our members’ priorities of preserving their excellent health care benefits and protecting them into the future while also strengthening their pensions and providing pay raises.”

The tentative agreements were reached well in advance of the July 31, 2013 expiration dates for the current, five-year contracts, which cover nearly 250,000 workers at UPS and UPS Freight. The UPS contract is the largest collective bargaining agreement in North America.

“This is a great day for the Teamsters Union,” said General President Jim Hoffa, Co-Chairman of the Teamsters National Negotiating Committees. “At a time when workers and their pay, benefits and working conditions are under attack by corporate America, we have succeeded in improving the lives of our hardworking and dedicated UPS and UPS Freight Teamsters for years to come. These tentative agreements are shining examples to the entire country of a hugely successful unionized company that thrives because of its workers.”

In the UPS tentative agreement, workers will get substantial pay raises, including a significant increase in the starting wage rate for part-time employees. The union also won the creation of more than 2,000 full-time jobs from the ranks of part-time workers.

For UPS Freight, the tentative agreement resolves subcontracting issues by putting all laid-off road drivers back to work. UPS Freight workers will receive substantial wage increases and lower co-pays for health insurance. The agreement provides the ability for more part-time workers to become full time.

More details about the tentative agreements will be available to Teamster members at www.Teamster.org/UPS in the coming days. Representatives from UPS and UPS Freight Teamster Local Unions will meet soon to review the tentative agreements. Following that meeting, members will vote by mail on the tentative agreements, with results expected in mid-June. Upon ratification, the agreements will take effect on Aug. 1.

Founded in 1903, the International Brotherhood of Teamsters represents more than 1.4 million hardworking men and women in the United States, Canada and Puerto Rico. Visit www.teamster.org for more information. Follow us on Twitter @Teamsters and “like” us on Facebook at www.facebook.com/teamsters

 

-------------------------

TO: All UPS and UPS Freight Local Unions
FROM: Ken Hall, Union Co-Chair
DATE: April 18, 2013
RE: Negotiations Update
Health care remains the major issue in UPS negotiations. The Company has indicated a willingness to move employees who are currently in Company plans into Central States to provide coverage. The Committee discussed the possibility of offering proposals for other Teamster plans to provide coverage.
Separately, the Company did lower its proposal for employee premiums to $20 a week for individual coverage, $40 for employee plus one and $60 for family coverage. However, the Union remains adamant that UPS employees will not pay premiums for health care.
The Company and Union exchanged economic proposals. Many issues remain but both sides are committed to reaching an agreement by the end of next week. The Company did withdraw its proposal to pay employees bonuses in lieu of general wage increases.
At UPS Freight negotiations, the Union made a counter-proposal on economics. Much of the week was spent discussing subcontracting and we moved closer to reaching an agreement.
Negotiations for both UPS and UPS Freight resume Monday.

------------------

NOR CAL COMMITTEE April 2013 CONTRACT UPDATE!

 

 

Both the  UPS  National  and  the  UPS Nor-Cal Negotiations wrapped up another round of negotiations at the end of March with no resolution in sight. The goal was to have the UPS negotiations completed by March 28, 2013; instead it has been extended for another round starting April 15, 2013 with a NEW deadline for completion by April 26, 2013.

 

Health Care remains the number one reason for the delay in reaching an agreement. UPS has proposed to terminate the UPS Company Health and Welfare Plan which currently affects over 100 thousand UPS employees nationwide. The Union is now challenged with the task of developing a Health and   Welfare plan,   with   the   same   level   of

benefits our members currently enjoy and with an administrator that can handle the geographical area of all the plan participants.

 

If this scenario were not bad enough, it gets worse; UPS is still proposing that UPS employees, who have broken their backs for this Company, now pay a portion of the H/W premium. The UPS proposal calls for Teamster members with a family, to contribute $90.00 per week for health care. In addition, if health care costs increase more than the negotiated monies can absorb, UPS wants those increased costs to come out of your wages. Under the UPS proposal it is conceivable that some Part Time Employees would essentially be paying UPS for the privilege to work there. Retiree Health and Welfare is at stake too, as this proposal would raise the cost for retirees’.

 

The Teamsters Nor-Cal Negotiation Committee will continue to keep you informed of all new developments and will be working hard to get a fair agreement that is beneficial to both sides. It remains to be seen whether UPS will allow corporate greed to get in the way of a fair agreement or if UPS will recognize the amount of sacrifice their employees endure to make UPS what it is today.

 

For now, continue to be strong in your resolve to fight for a fair agreement. Prepare yourself and your family for the possibility that a fair agreement will have to be won. Its better to prepare for the worse and be ready, than to be caught unprepared. Please keep April 27th to May 5th, 2013 open in case it becomes necessary to hold meetings to keep you updated on the latest developments.  PLEASE CONTINUE TO GO TO: Teamsters150.org for updated information that is accurate.  Click on the UPS icon for contract updates.

 

In Solidarity,  Marty Frates- Nor-Cal Committee Chairman, Peter ñez- Nor-Cal Committee Recording- -Secretary

In Solidarity, Lealon Raley, Alan Daurie, Perry Hogan-Nor-Cal Committee Members,  Business Agents, Teamsters Local 150, IBT
------------------ 
Here is the latest UPS Contract Negotiations Update.
Fraternally, Lealon Raley, Alan Daurie, Perry Hogan
 
 

4-14-2013 UPS NorCal Newsletter April 2013 CONTRACT UPDATE! UPSNorCalNewsletter41513.pdf

3-29-2013 Nor Cal UPS Contract Update

Your Nor Cal negotiating team will be resuming negotiations in Washington DC on 4/15/2013
 
3-28-13 
National UPS Contract Update

 

--------

Here are the new UPS contract updates.  Scroll to the bottom for earlier updates.  Check back.
 
 
 
Here is the latest UPS Contract Negotiations Update.
Fraternally, Lealon Raley, Alan Daurie, Perry Hogan
 
 
 
3-25-2013 Nor Cal UPS Contract Update
Your Nor Cal negotiating team continues to meet with UPS in bargaining.  Progress continues to be slow and minimal at this time.
 
3-24-13 
National UPS Contract Update
 
Thank you to each of the Local 150 UPS Shop Stewards who joined the Saturday 3-23-13 National Conference call for UPS Shop Stewards with IBT Secretary-Treasurer Ken Hall, the head of the Package Division and our Chief Negotiator for this UPS Contract.  We know that there are a lot of other things you could be doing on a nice Saturday morning besides being on a conference call.  Your commitment to staying informed and united to get the best contract possible is both greatly appreciated and needed.
 
On the conference call we were able to hear the Teamster economic proposals to UPS.  They included:
-Wage Increases of $1.00+  per hour EACH year for ALL UPS Teamsters
-Increases of $1.50 per hour for each year of the contract to pay for the costs of health benefits and pension.
-Starting pay of $15 per hour for Part-timers
-An extra pay raise for Part-timers
-Additional 22.3 jobs in each year of the contract
-Contract for 5 years
 
The Teamster proposal stands in stark contrast to the economic proposals from UPS which is still trying to gut the health coverage by offering insufficient money to pay for our benefits, offer bonuses instead of raises for most years and small raises of 50 cents or less on the other years, eliminate 22.3 jobs and they want us to reward them for this horrible offer with a long contract of 7 years.  Looking at the Company economic proposal you would think that UPS lost $4.3 billion last year instead of actually making a $4.3 billion profit.
 
Non-economics:  Tentative agreements have been reached on non-economic issues including the 9.5 issue Harassment and Sure Post.  It remains to be seen how the new 9.5 language will fix or improve the current language and one of the biggest issues with our 9.5 language is with cover drivers and no agreement for that part of the issue has been reached yet.  Harassment will have new language that addresses it which allows members to file grievances on this issue.   Sure Post packages will have size and weight limitations added to them.  There is also language to create tracking of these packages.  This will put work back on the package cars and hopefully at the same time create new jobs. There is also language about maintaining a sufficient work force.
 
The deadline of reaching this contract by the end of March is fast approaching.  You can count on the pressure to mount on both the Company and the Union as this deadline approaches and customers begin to leave over concerns of their business being impacted by a strike.  It is in our interest to maintain solidarity behind our Teamster negotiating teams.  Some people are critical of the IBT for not releasing more details or the specifics with the members during negotiations and are claiming that the IBT is  conducting a brownout of information.  Remember, the Company is watching and listening to you very carefully right now.  They would like nothing more than to have you discussing specific proposals made by them or your Teamster negotiating team so they could measure your reactions to those proposals and give you the least amount of money and positive changes possible.  When an offer is reached that our Union asks us to vote on you will have all of the details in writing at that time and you should make every effort to review and discuss those details then.  Prior to that time why would our International Union or rank and file members want to help UPS give us less than we deserve by discussing specifics?  Once an offer is reached then it will be the time to openly discuss whether or not the Contract will be sufficient to meet our needs and to vote on it in the appropriate manner.
 
Thank you for your patience and solidarity.  Please continue to NOT discuss the contract with management of any level.  Don't talk to them about any of the proposals made by your Union or the Company, your financial ability to go on strike or not, whether you think we will or won't accept an offer or whether you hope we do or don't.  That is the brownout of information that you must diligently protect to make sure that the Company that just made $4.3 billion in profit doesn't use your conversations to shortchange your future and that of your families.
 
Fraternally,
 

Lealon Raley, Alan Daurie, and Perry Hogan-Local 150 UPS Business Agents

 

------------------

 

Here are the new UPS contract updates.  Scroll to the bottom for earlier updates.  Check back.
 
Here is the latest UPS Contract Negotiations Update.
Fraternally, Lealon Raley, Alan Daurie, Perry Hogan

--------------

 

Here are the new UPS contract updates.  Scroll to the bottom for earlier updates.  Check back.
 
3-14-2013 -Nor Cal  Negotiations Update
 
Business Agents from Local 150 as well as representatives from each of the Nor Cal UPS Teamster Locals will be traveling out of state for the last two weeks of March in order to protect and improve your contract in negotiations.
 
March 8, 2013 IBT Negotiations Update
 
 

Photos from the Oakland UPS Rally-A Teamster tip of the hat to each of the Local 150 Teamsters who joined nearly 1000 other UPS Teamsters to hear Ken Hall give an update on the contract negotiations.

 

----------------------

2-25-2013

 
From the IBT web site:
 
UPS, UPS Freight Teamsters Rally Across the Nation for a Fair Contract
Thousands of UPS and UPS Freight Teamsters rallied for strong contracts at events across the nation on February 16 and 17.  At rallies in Seattle, Oakland, Los Angeles, St. Louis, Indianapolis and Toledo, General Secretary-Treasurer Ken Hall and members of the National Negotiating Committee mobilized members for contract negotiations. More rallies were held across the East Coast this weekend in a continued show of Teamster force for negotiations in the largest collective bargaining agreement in North America. General President Jim Hoffa, General Secretary-Treasurer Ken Hall and members of the National Negotiating Committee also led rallies in Boston on Friday, February 22; Newark, Philadelphia and Baltimore on Saturday, February 23; and Atlanta, Orlando and Tampa on Sunday, February 24.  
 
Local 150 update:
 
We appreciate each of you who participated at the rally in Oakland or who signed petitions for a fair contract or wore the stickers.  Thank you.  We want to make sure that we get the attention of UPS so that they know that our Teamster members will not stand for being gouged for the health care benefits by a company that made $4.3 billion last year and we expect and demand nothing short of a fair contract.
 

National negotiations resume Monday 2/25/13 in Florida.

------------------------------

 

Here is the PDF version  UPS contract updates newsletter.

Please scroll down for previous updates

-------------------------

Here are the new UPS contract updates.  Scroll to the bottom for earlier updates.  Check back.

 

 

Thank you to each of the many Local 150 UPS Teamsters who took the time to show up to a standing room only crowd in Oakland on Saturday to listen to General Secretary Treasurer Ken Hall who is heading our negotiations and other members of the National Negotiating Committee give us updates on our contract negotiations.  We need to stand together united to send UPS a message that we will not accept anything less than a fair contract.  The packed house at this event was a good start.

 
From the IBT:

UPS and UPS Freight Teamsters from Local 70 and elsewhere in Northern California rock the house, mobilizing with GST Ken Hall and members of the National Negotiating Committee to send a strong message to UPS: Record Profits = Fair Contract. 

Rallies are being held across the country this weekend and next weekend in a show of major Teamster force for negotiations in the largest collective bargaining agreement in North America.

------------------------------ 

 

TO:                 All UPS Local Unions

 

 

 
FROM:           Ken Hall, Co-Chair, National Negotiating Committee
 
DATE:            February 8, 2013
 
RE:                 National Negotiations Update
 
 
As I said on our call yesterday, your National Negotiating Committee is making a lot of progress at the bargaining table on issues including SurePost, 9.5, staffing levels and enforcement. We are also addressing full-time jobs, cover drivers and strengthening pensions.
 
But UPS dropped a bomb this week at the negotiating table with an outrageous and unacceptable proposal that would require all UPS part-time and full-time workers to pay for health insurance.
 
The Company’s proposal would cost both full-timers and part-timers with family coverage $90 a week. For full-timers, that’s $2.25 an hour in the first year. For part-timers, the cost would be $5.14 an hour. The cost would rise 10 percent each subsequent year of the contract.
 
By the end of the contract, our UPS members would be paying nearly $7,000 more a year, or over $130 a week. That’s $3.32 an hour for full-timers and $7.53 an hour for part-timers.
 
Over the life of the agreement, it would cost our UPS members nearly $30,000. For those in Company plans, UPS’ proposal also makes drastic cuts in benefits.
 
Let me be clear on this proposal: It is Dead On Arrival. We are not going to pay $90 or $9 or 9 cents. That is the unanimous position of the National Negotiating Committee. We will pay nothing.
 
UPS made a record $4.389 billion in profits last year on the backs of Teamster members. It is unacceptable that one of our country’s richest companies is going after our members’ health care.
 
UPS is going to start working on our members, trying to negotiate numbers with them. We need to be incredibly clear to our members that there is no negotiating. Again, we are not going to pay one single cent.
 
With 250,000 UPS Teamsters, we have the strength to win. I am calling on all UPS Local Unions to help me get our members involved and show the company that we are unified.
 
On Thursday, February 21, we will have a National Day of Action. You will be receiving stickers in advance of that date. I urge you to hold parking lot meetings and ask our members to wear the stickers on the day of action.
 
We’re going to mobilize. General President Jim Hoffa and I will be participating in rallies all across the country during the weekends of February 16 and February 23. We are going to send an incredibly strong message to the Company that we will not accept the proposal.
 
KH:lfr
 

2-8-13 Flyer

 
On February 16th at the Oakland Airport Hilton on 1 Hegenberger Rd., Oakland, CA from Noon to 2:00 PM come see our International Secretary-Treasurer/Chief Negotiator of our UPS Contract at a rally to explain the importance of this contract and what this would mean for UPS Families.
 
DATE:       February 7, 2013
RE:             Steward Information
I am aware that many of our stewards were not able to get on the conference call last weekend because of technical problems. Attached please find information for your UPS shop stewards. The information includes what we discussed on the call, as well as a very important update from negotiations concerning a health care proposal from the Company.  Please ask them to read the information and talk to their co-workers about the issues.
KH:lfr
 
 
 
2-7-13

These are the main points of what was covered on the UPS Conference Call with the UPS Stewards.  Many of them had challenges getting on this call and got on late or were unable to get on the call at all.
 
Talking Points For UPS Teamster Stewards (that was covered on the conference call)

Our National Negotiating Committee led by General Secretary-Treasurer Ken Hall has made progress at the bargaining table.

Issues important to us are being addressed, such as:
Harassment, including:
Adequate staffing levels and enforcement
Strengthening 9.5 language
Addressing the use of technology
SurePost
Limiting the use of the U.S. Postal Service
Adding protections so more work goes to package drivers
Addressing issue of overweight and oversized packages
Strengthening pensions
Part-timers
More full-time opportunities
Increasing the starting wage rate
The company is going to try to sway you and convince you to accept a contract that is less than what is fair.
We all need to be united and engaged, or the company will win.

You should know that the company is coming after your health care. They are going after retiree health care too. 
UPS just put a demand on the table that will force you all to pay for your health care.
The company wants you to pay up to $90 PER WEEK for your health insurance -- with additional increases of 10 percent per year.
That’s for both full- and part-time workers.
For full-timers, that’s $2.25 an hour in the first year. For part-timers guaranteed 17.5 hours a week, that’s $5.14 an hour in the first year.
By the end of the contract, you would be paying nearly $7,000 more a year, or over $130 a week.
That’s $3.32 an hour for a full-time worker in the final year of the contract. For part-timers, the cost is $7.53 an hour.
Over the life of the agreement, it will cost you nearly $30,000.
For those of you in company plans, you will be paying those increased costs for drastically reduced benefits.
The company is whining that most Americans pay for their health insurance.
But we can’t buy into their spin.
Yes, most Americans pay a portion of their health insurance. But most Americans don’t work for one of the most profitable companies in the world.

UPS made $4.38 billion in net profits last year. That surpasses their record year of 2007.
How do you think they got there? You. UPS needs to reward the people who make them profitable.
We’re not going to roll over. We are going to show the company that their proposal to take away our health care is unacceptable.
We’re going to mobilize. There will be a National Day of Action on Thursday, Feb. 21. The IBT is going to send us stickers to wear.
The company thinks they can get away with attacking our health care. We won’t let them.
We’re putting the company on notice that record profits mean a fair contract.

-----------------------

UPS, UPS Freight Negotiations Recess With Progress

January 17, 2013

UPS, UPS Freight Negotiations Recess With Progress | International Brotherhood

This is the latest information regarding the UPS negotiations for both the National Negotiations and the Nor Cal Negotiations.2013 National Negotiations - The Nor Cal Locals are represented by International Vice President and Joint Council 7 President, Rome Aloise, Nor Cal Grievance Committee Chairman and Secretary Treasurer of Teamsters Local 70, Marty Frates, and President of Teamsters Local 431, Darrell Pratt. UPS and the International Brotherhood of Teamsters exchanged contract proposals on September 27, 2012. After 3 weeks of negotiations with the company, negotiations concluded on November 14, 2012in Washington, D.C.

As expected, negotiations are moving along very slowly, International Secretary-Treasurer and Small Package Director, Ken Hall leads the negotiations for the I.B.T. Ken Hall has made it very clear to UPS that the following issues are of great importance in securing a new agreement.

1. The over dispatching of drivers, the excessive number of 9.5 violations, and the harassment and bullying of employees must stop.

2. Protecting the health and welfare plans our members rely on are a must. For our members under the Nor Cal Supplement and Nor Cal Rider this means NO co-pays on monthly premiums by employees.

3. UPS has an obligation to keep work with in the UPS system.

UPS ended the negotiations on November 14, 2012 by informing us they will be sending a letter to UPS retirees in the ?UPS plan? informing them that UPS intends on increasing retiree co-payments. We want to emphasize this is only for those retirees covered by the UPS Company plan.

National negotiations will resume on January 7, 2013 and will continue until the Unions deadline of March 31, 2013. It is our hope that UPS will not wait until the last minute to get serious about negotiations and will bargain in good faith with the goal of reaching a fair agreement both sides can live with.

NORCAL NEGOTIATIONS - Your Nor Cal Committee is in full support of the National Negotiating Committee. Nor Cal Committee Chairman, Marty Frates, has made it clear there will be no contract recommendation if UPS fails to address the following:

1. The over dispatching, the 9.5 violations, and the constant harassment and bullying of all employees.

2. The complete protection of our health and welfare benefits, reminding UPS that part time employees are not second class citizens.

3. Protection of our work.

4. Contract clarification to minimize grievances.

The Nor Cal Committee is committed to reaching a fair contract for all parties! We must be able to trust UPS and their commitment to treat employees fairly. UPS can no longer continue to allow their Industrial Engineers (I.E.) determine what a fair day?s work is, or how many trucks go out on the road. Management can no longer condone the practice of disciplining employees for failing to meet unrealistic expectations. Labor managers must stop trying to reinterpret the contract and instead educate their own operations people on what the contract says and what was intended when it was agreed too.

As for the grievance procedure, if there is no trust or integrity in the process then we are at a crossroads. It is critical that UPS understand this quality as part of the process and adjust to the fact that mutual respect on both sides will go a long way in restoring the manner in which resolutions are reached.

After two (2) days of bargaining there have been little substantive agreements. We are scheduled to resume negotiations on December 10 and 11, and on December 19 and 20, 2012.

Your Union Nor Cal Committee has several issues on the table with the goal of clarifying the contract to insure what was negotiated is what is lived up to by both parties. We are not going to allow UPS to use the grievance and or the arbitration process to change the interpretation of the language negotiated in the contract.

Finally, it is critical you and your fellow members stay strong and committed to stand with each other in solidarity for a good contract. UPS has withstood the downturn in the economy and can continue to provide health and welfare to their deserving employees with NO co-pays on the monthly premiums. If you or your co-workers are approached by UPS management wanting to discuss with you the contract or any aspect of your benefits, please contact your Business Agent immediately.

As promised, we will continue to provide you with the most up to date information as possible and the status of negotiations as issues develop.

Remember, our agreement expires on July 31, 2013. It is never too late to begin preparing yourselves and your family. We do not want nor do we anticipate a work stoppage, preparing yourself sends the message to UPS that you are willing to do whatever it takes to get a good contract.

In Union,
Nor Cal Committee

Marty Frates
Peter Nunez

Secretary-Treasurer Teamsters Local 70
Secretary-Treasurer Teamsters Local 431
Union Chairman
Recording-Secretary
Teamster Nor Cal Committee
Teamster Nor Cal Committee

Local 70 Marty Frates, Felix Martinez
87 Henry Garza
137 Dave Hawley
150 Jim Tobin, Alan Daurie, Perry Hogan, Lealon Raley
287 Bill Hoyt, Jerry Sweeney
315 Dale Robbins, Frank Coppa, Doak Jones
386 Gaylord Phillips, Jeff Berdion
431 Darrell Pratt, Peter Nunez
439 Sam Rosas, Armando Alonzo
533 Debbie Calkins, Gary Watson
665 Ernie Yates, Rafael Miranda, Mike Yates
856 Joe Lanthier, Larry Ferrigno
890 Crescencio Diaz, Cesar Lara
912 Brad Sebring
948 Adam Ochoa
2785 Joe Cilia, Ed Lynch, Webster Rosboro

-------------------

Here are the new UPS contract updates.  Check back.

Here are the opening proposals from the IBT for the National Master UPS Agreement (click here)

CONTRACT UPDATES

 

Recently the IBT held a meeting in Chicago with representatives from every UPS and UPS Freight Local in the country to discuss the proposals they would be submitting to UPS. After questions and discussions the proposals for both were approved unanimously. A copy of those proposals can be found on Local 150's website at www.Teamsters150.org  DO NOT DISCUSS THESE PROPOSALS WITH MANAGEMENT!!! The IBT met with UPS to submit these proposals on 9/27 and will resume in mid-October.  Negotiations will be completed by 3/31 or they are done negotiating until the end even though the contract doesn't expire until 7/31/13.  This strategy puts the pressure on the Company to do the right thing or risk losing huge amounts of their business to their competition. The UPS Nor Cal proposals were submitted to the Company on 10/5 and the next upcoming negotiations dates currently scheduled are 10/27-30, 12/10-11 and 12/17-18/2012.

 

At the meeting in Chicago with all of the UPS Locals one of the top concerns addressed was the cost of Health& Welfare and Pension which currently averages $17. We know that the costs of health care will be a huge issue for the Company. Costs have skyrocketed. The good news is that the Company health plan costs have risen faster than the Teamster plans. An example of that is that the UPS Freight company health plan has risen 60% in just the short time since the contract started. We enjoy healthy pension contributions into defined benefit plans while our competition FedEx does not get to have a defined benefit plan and on good years if the Company feels like it they may match the employee contribution to their 401k. Between higher wages and benefits our feeder and package car drivers are making between $14-$17 hr. more than their FedEx counterparts and so we know that UPS will try and raise that issue in bargaining. Even with those differences UPS is making a lot of money and it is clear that we are going to go after improving what we now enjoy. Let's look at some of the main things that will be addressed in negotiations that were found in the IBT proposals or shared at the meeting in Chicago:

 

Pension increases-More money

Full Time Article 22.3 Jobs-More of them and language that would require the Company to keep them in whatever Local they were in once they were created.

Wage Increases -including for part timers starting wage

Technology protection-no discipline strictly from technology including Telematics and the GPS

Harassment-strengthen and improve anti harassment language and protections. In this area the IBT did not propose specific language but rather what our interests are such as ending oversupervision, eliminating excessive overtime, the 9.5 issues and just general harassment. They plan to get these issues addressed first, before the economic issues.

Surepost-Develop language to ensure protection of the members from the effects of Surepost on their jobs. We do not want to let the Company siphon our work away and give it to someone else. That said, at the same time, if we lost the tag along packages that go with this we would lose about 25,000 Teamster UPS jobs if the numbers provided by the Company are accurate.

Protection for retaliation for Workers Comp claims

Improved protection from subcontracting

Increased protection from Supervisors working including language for adequate staffing.

Improved safety conditions inside the buildings and vehicles

 

You will be hearing a lot about what the Union is proposing or not or what the Company is proposing.  You can bet the Company will try and put whatever spin they can on things to get you to talk about the Contract with them and ultimately to get less as a result.  You can also count on outside influences such as Fed Ex, the media and TDU to put their spin on things as well.  None of those people will be at the bargaining table and can't make a single change that can help your future and like the Company they have an agenda that fits their interests and not yours.  Do not let the Company or outside interests divide you up, manipulate you or in any way undermine your Union's ability to negotiate the best contract that can be reached, the contract that you and your family deserve.  The Company will be looking at numerous ways to measure you so plan on them getting creative to talk to you and find out what you really would strike over and what you will settle for.  Donuts, bagels and pizza no doubt wlll soon be heading your way.  Management will take you aside to express their "personal concerns" about how they and their family can't afford it if you go on strike  and will try and get you to answer questions so they can assure their spouse that you won't really go on strike over....(fill in the blank).  They aren't asking you those kind of questions for their family concerns.  They want to find out what you will and won't be willing to settle for so as to not give you a single cent that they don't have to and not a single word of additional contract improvement language that they don't have to.  Don't be fooled.  Don't talk about the Contract with the Company or around them.  Don't talk about how your finances are to them.  If they think you can't afford to go on strike they will assume that you won't and there goes much of the hammer that the Union uses to get you the best contract possible.  The conversation we need to have if any that gets back to management is that we are prepared to turn down any contract that doesn't meet our needs and strike if necessary.

 

We will keep you informed of developments in negotiations as they progress.

 

Many of the areas of the contract that need to be improved are found in the Supplements and your proposals for the Nor Cal UPS supplements address those interests as given to the Union by members of each of the Local Unions in the Nor Cal supplements.

 

Here is a sampling of some of the areas that your Nor Cal Teamster UPS bargaining committee is seeking improvements in and giving to UPS.  This is not an all inclusive list and it can and almost certainly will be amended and modified numerous times before any agreement is reached.

 

Nor Cal Supplemental Agreement

-Notification by the Company to the Union monthly updates on classification changes, new hires, transfers and terminations.  This would help us improve contract enforcement.

-Improved layoff language and noticing requirements.

-Improved language for when a driver’s assigned delivery area is changed by fifty percent or more.

-Improved grievance procedure language including nailing down the date of knowledge argument that the Company is trying to use as a loophole.

-Increased penalty pay

-Increased amount of time a Teamster can be on a leave of absence

-Improve stewards rights to investigate grievances

-Improved vacation and holiday rights for Teamsters on illness or injury leave of absence

-Improved privacy rights/protection from Company for Teamster being examined for medical condition or while receiving treatment.

-Improved Article 22.3 language

-Improved 9.5 hours language and penalties

-Address lunch hour language/issues

-Add additional paid holiday

-Narrow window for employer to recover overpayments made to Teamsters or be untimely.

-Improve vacation selection options

-Improve vacation compensation

-Improve notification/documentation of vacation selection

-Increase requirements as to what is on the pay stub so that UPS can’t hide what they are actually paying you and why.

-Improve rights for proper medical treatment

-Improve funeral leave language and amount of time off

-Improved workers compensation rights

-Make TAW strictly voluntary

-Improve feeder drivers protection from changes to feeder operations

-Improve feeder drivers rights to all work during peak.

-Improved driver training rights for feeder

-Increase utility driving rights and training

-Improve Supervisor working language

-Increase penalties for Supervisors working.

-Eliminate any old MOU’s allowing Addendum 5 Car Wash employees to have the work performed under a lesser rate of pay classification.

 

Nor Cal Sort Agreement

-Notification by the Company to the Union monthly updates on classification changes, new hires, transfers and terminations.  This would help us improve contract enforcement.

-Improved layoff language and noticing requirements.

-Improved grievance procedure language including nailing down the date of knowledge argument that the Company is trying to use as a loophole.

-Increased penalty pay

-Increased amount of time a Teamster can be on a leave of absence

-Improved vacation and holiday rights for Teamsters on illness or injury leave of absence

-Improved privacy rights/protection from Company for Teamster being examined for medical condition or while receiving treatment.

-Improve rights to reimbursement for time spent for exams, testing, etc. if not available on the clock

-Maintain benefits and improve eligibility requirements

-Improve airport employees shift guarantees and overtime pay

-Improve overtime pay

-Address lunch hour language/issues

-Improve sick leave language

-Improve stewards rights to investigate grievances

-Add additional paid holiday

-Narrow window for employer to recover overpayments made to Teamsters or be untimely.

-Improve vacation selection options

-Improve vacation compensation

-Improve notification/documentation of vacation selection

-Increase requirements as to what is on the pay stub so that UPS can’t hide what they are actually paying you and why.

-Improve jury duty language

-Improve rights for proper medical treatment

-Improve funeral leave language and amount of time off

-Improved workers compensation rights

-Make TAW strictly voluntary

-Improve Utility Driver language including better notification, prompt training and access for part-time Teamsters.

-Improve language for preferred jobs and include updated list of preferred jobs in the contract.

-Improve Supervisor working language

-Increase penalties for Supervisors working.

-Eliminate any old MOU’s allowing Addendum 5 Car Wash employees to have the work performed under a lesser rate of pay classification.

 

 

 

 

RALEY'S STRIKE ENDS  
We are glad to announce that UFCW 8 has reached a tentative agreement with Raley's.  The agreement reached protects the health coverage for both active and retirees which was the main issue that the UFCW members at Raley's went on strike to defend.   We feel that Teamsters Local 150 members played a large role in getting that done by showing their support on the picket lines.  We especially want to thank the many UPS Teamsters who received a tap on the shoulder or a phone call asking them to help support this strike and who quickly and quietly answered that call to action.  Local 150 Business Agent for the Raley's Distribution Warehouse Ed Rogers did a great job in coordinating our efforts. SOLIDARITY WORKS!.   

Raleys Strike 

UPS Rocklin Shop Steward Eric Heikila picketing at Auburn Store

UPS Contract Updates 11-14-2012
Negotiations at the IBT level for UPS and UPS Freight have continued this week.
The Nor Cal UPS negotiating team met for negotiations with the Company last week.  Your Union bargaining team was able to get the Company to withdraw a contentious proposal that they had made.
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