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REASONS TO VOTE NO
Started by politics, Mar 30 2008 06:55 AM
28 replies to this topic
#1
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Posted March 30 2008 - 06:55 AM
This should be a concern of those who were in the NMFA. Open the attachment.
#2
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Posted March 31 2008 - 05:38 PM
I can't believe my computer froze up when I tried to run this. I saved it and tried to open it up again and it froze.
#3
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Posted March 31 2008 - 10:14 PM
myrlredding, on Mar 31 2008, 09:38 PM, said:
I can't believe my computer froze up when I tried to run this. I saved it and tried to open it up again and it froze.
I didn't have any problem downloading it. If you're still having a problem, it's posted in it's entirety on the exDHL.com website. Interesting reading for sure.
#4
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Posted April 01 2008 - 01:57 PM
WE DESERVE BETTER!
PLEASE READ BELOW IT MAY CHANGE THE WAY YOU VOTE!
The 90 - 10% LANGUAGE: The Company has the right to continually maintain the 90 - 10 percent ratio. What this means is that of the 450 full-time drivers we currently have, only 90% (405) of them will be guaranteed a 40 hour bided position. The remaining 10% (45) of the drivers will not have an established route and will most likely be utilized as cover drivers. In the event of a layoff, the 10% drivers will have the opportunity to bump into 2 part-time positions and would most likely end up working a split shift.
The problem that this creates is if, for example, if a total of 25 of the 45 newly created 10-percenters resign due to the fact that they cannot work a split shift because of other commitments, the company may draw from the remaining 90% (405) in order to maintain the 90 - 10% ratio. The 90% group will continuously be reduced as the 10% employees exit to seek full time employment elsewhere. The total number of full-timers will now be reduced to 425, the 90% group will decrease to 382 employees and the 10% group will be reduced to 42 employees. This 90-10 formula will never stop and will continue up the seniority list, affecting more and more full- timers.
At first glance this formula appears to affect the bottom 10%, and you may not currently be in that category, but as the seniority list decreases, you may end up being affected in the future! Also, keep in mind that those choosing to accept a split shift are NOT guaranteed 40 hours of work or 40 hours H&W and pension since the part-time shifts are a guaranteed a minimum of 15 hours and not more than 32 hours per week. If you choose to take a layoff instead of the part-time position(s) you won’t be receiving any H&W or pension contributions. Take into consideration that this may also affect your medical insurance as you will not be maintaining the necessary hours of work.
UNLIMITED USE OF PART TIMERS: The proposed new language states the employer may use an unlimited number of part-timers to work in a non-driving capacity such as sorting, ramp work, dock, etc. The Company can also hire part–time drivers (15% of the total number of active full-time drivers) to perform PM pick-up and PM shuttle work. This will cause a majority of the full-time PM routes we currently have to become low paying part-time work.
If we have 110 active full time drivers, the Company can use part-time drivers as long as the amount does not exceed 15% of active full time drivers. The amount of part-time drivers would be 16.5 or 17 and this would then become the new PM shift. The Company can also use an unlimited number of part-timers to work in a non-driving capacity. What does that mean? Part-timers will be utilized for all A.M. loading and unloading trucks, sorting envelopes, pulling freight, ramp operations, dock work, etc. It’s quite possible that all full-time early morning starts will be greatly reduced or even eliminated and replaced with low paying part-time work as well.
The contract states that the Company cannot use part-time drivers if full timers are laid off, but they can still be utilized in all other non-driving work. If you are laid off and refuse to bump into one or two part-time positions, the Company then has the right to allow the part-timer to drive.
@HOME LANGUAGE: This is the work that we now give to the post office. This language has been in existence for the last 10 years but has never been enforced by the International Union. We need to aggressively pursue this language to take back our work instead of letting the post office do it. The proposed language in the PU&D supplement Appendix A .4 states:
Outstanding Grievances: The union agrees to withdraw all outstanding grievances with respect to the @Home program with prejudice. This Agreement shall take precedence over any prior resolution of any @Home grievance. Totally unacceptable!
SENIORITY:
In the past everyone in the metroplex was able to bid on new work regardless of what station you work at. The new language in the N.E. Supplement Article 43, page 8 does not allow you to do so! It allows only the employees at the terminal in which the new work has been created to bid on the new work. Employees at other terminals in the metroplex who may wish to bid on the new work are no longer allowed to do so. This is a violation of seniority rights that you have had in the past.
BEREAVEMENT/FUNERAL LEAVE:
Did you know we lost a day?
Here is the new language as proposed in the National Master DHL Agreement:
Article 25 Section 3- Bereavement/Funeral Leave
Non-probationary regular full-time employees shall be granted up to three (3) days of paid leave at regular straight-time rates of pay as compensation for actual work days lost due to the death of a member of the employee’s “immediate family”, as defined herein, provided that the employee attends the funeral or memorial service. One (1) day of paid leave at regular straight time rates of pay shall be provided for an actual work day lost to attend the funeral or memorial service for a member of the “extended family”, as defined herein.
The language as stated in the NMFA :
Article 51 Section 13- Death in Family
A leave of absence will be granted the employee for the day of burial, the two (2) days preceding the day of burial and the day after burial.
In addition to the above are you aware we have:
NO additional holidays
NO additional sick time
NO additional vacations
NO additional personal days
Less bereavement time
Less seniority rights
Loss of thousands of dollars in overtime work
Layoffs
NO gain on contributions for pension and H&W same as the NMFA
On the positive note there was a gain over the NMFA, of an additional $1.35 cents per hour over the 5 year period. However the increases are every 6 months instead of once a year. In paying you this way we lose earning every year.
WE DESERVE BETTER!!!
VOTE NO
PLEASE READ BELOW IT MAY CHANGE THE WAY YOU VOTE!
The 90 - 10% LANGUAGE: The Company has the right to continually maintain the 90 - 10 percent ratio. What this means is that of the 450 full-time drivers we currently have, only 90% (405) of them will be guaranteed a 40 hour bided position. The remaining 10% (45) of the drivers will not have an established route and will most likely be utilized as cover drivers. In the event of a layoff, the 10% drivers will have the opportunity to bump into 2 part-time positions and would most likely end up working a split shift.
The problem that this creates is if, for example, if a total of 25 of the 45 newly created 10-percenters resign due to the fact that they cannot work a split shift because of other commitments, the company may draw from the remaining 90% (405) in order to maintain the 90 - 10% ratio. The 90% group will continuously be reduced as the 10% employees exit to seek full time employment elsewhere. The total number of full-timers will now be reduced to 425, the 90% group will decrease to 382 employees and the 10% group will be reduced to 42 employees. This 90-10 formula will never stop and will continue up the seniority list, affecting more and more full- timers.
At first glance this formula appears to affect the bottom 10%, and you may not currently be in that category, but as the seniority list decreases, you may end up being affected in the future! Also, keep in mind that those choosing to accept a split shift are NOT guaranteed 40 hours of work or 40 hours H&W and pension since the part-time shifts are a guaranteed a minimum of 15 hours and not more than 32 hours per week. If you choose to take a layoff instead of the part-time position(s) you won’t be receiving any H&W or pension contributions. Take into consideration that this may also affect your medical insurance as you will not be maintaining the necessary hours of work.
UNLIMITED USE OF PART TIMERS: The proposed new language states the employer may use an unlimited number of part-timers to work in a non-driving capacity such as sorting, ramp work, dock, etc. The Company can also hire part–time drivers (15% of the total number of active full-time drivers) to perform PM pick-up and PM shuttle work. This will cause a majority of the full-time PM routes we currently have to become low paying part-time work.
If we have 110 active full time drivers, the Company can use part-time drivers as long as the amount does not exceed 15% of active full time drivers. The amount of part-time drivers would be 16.5 or 17 and this would then become the new PM shift. The Company can also use an unlimited number of part-timers to work in a non-driving capacity. What does that mean? Part-timers will be utilized for all A.M. loading and unloading trucks, sorting envelopes, pulling freight, ramp operations, dock work, etc. It’s quite possible that all full-time early morning starts will be greatly reduced or even eliminated and replaced with low paying part-time work as well.
The contract states that the Company cannot use part-time drivers if full timers are laid off, but they can still be utilized in all other non-driving work. If you are laid off and refuse to bump into one or two part-time positions, the Company then has the right to allow the part-timer to drive.
@HOME LANGUAGE: This is the work that we now give to the post office. This language has been in existence for the last 10 years but has never been enforced by the International Union. We need to aggressively pursue this language to take back our work instead of letting the post office do it. The proposed language in the PU&D supplement Appendix A .4 states:
Outstanding Grievances: The union agrees to withdraw all outstanding grievances with respect to the @Home program with prejudice. This Agreement shall take precedence over any prior resolution of any @Home grievance. Totally unacceptable!
SENIORITY:
In the past everyone in the metroplex was able to bid on new work regardless of what station you work at. The new language in the N.E. Supplement Article 43, page 8 does not allow you to do so! It allows only the employees at the terminal in which the new work has been created to bid on the new work. Employees at other terminals in the metroplex who may wish to bid on the new work are no longer allowed to do so. This is a violation of seniority rights that you have had in the past.
BEREAVEMENT/FUNERAL LEAVE:
Did you know we lost a day?
Here is the new language as proposed in the National Master DHL Agreement:
Article 25 Section 3- Bereavement/Funeral Leave
Non-probationary regular full-time employees shall be granted up to three (3) days of paid leave at regular straight-time rates of pay as compensation for actual work days lost due to the death of a member of the employee’s “immediate family”, as defined herein, provided that the employee attends the funeral or memorial service. One (1) day of paid leave at regular straight time rates of pay shall be provided for an actual work day lost to attend the funeral or memorial service for a member of the “extended family”, as defined herein.
The language as stated in the NMFA :
Article 51 Section 13- Death in Family
A leave of absence will be granted the employee for the day of burial, the two (2) days preceding the day of burial and the day after burial.
In addition to the above are you aware we have:
NO additional holidays
NO additional sick time
NO additional vacations
NO additional personal days
Less bereavement time
Less seniority rights
Loss of thousands of dollars in overtime work
Layoffs
NO gain on contributions for pension and H&W same as the NMFA
On the positive note there was a gain over the NMFA, of an additional $1.35 cents per hour over the 5 year period. However the increases are every 6 months instead of once a year. In paying you this way we lose earning every year.
WE DESERVE BETTER!!!
VOTE NO
#5
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Posted April 07 2008 - 04:04 PM
politics, on Apr 2 2008, 07:57 AM, said:
WE DESERVE BETTER!
PLEASE READ BELOW IT MAY CHANGE THE WAY YOU VOTE!
The 90 - 10% LANGUAGE: The Company has the right to continually maintain the 90 - 10 percent ratio. What this means is that of the 450 full-time drivers we currently have, only 90% (405) of them will be guaranteed a 40 hour bided position. The remaining 10% (45) of the drivers will not have an established route and will most likely be utilized as cover drivers. In the event of a layoff, the 10% drivers will have the opportunity to bump into 2 part-time positions and would most likely end up working a split shift.
The problem that this creates is if, for example, if a total of 25 of the 45 newly created 10-percenters resign due to the fact that they cannot work a split shift because of other commitments, the company may draw from the remaining 90% (405) in order to maintain the 90 - 10% ratio. The 90% group will continuously be reduced as the 10% employees exit to seek full time employment elsewhere. The total number of full-timers will now be reduced to 425, the 90% group will decrease to 382 employees and the 10% group will be reduced to 42 employees. This 90-10 formula will never stop and will continue up the seniority list, affecting more and more full- timers.
At first glance this formula appears to affect the bottom 10%, and you may not currently be in that category, but as the seniority list decreases, you may end up being affected in the future! Also, keep in mind that those choosing to accept a split shift are NOT guaranteed 40 hours of work or 40 hours H&W and pension since the part-time shifts are a guaranteed a minimum of 15 hours and not more than 32 hours per week. If you choose to take a layoff instead of the part-time position(s) you won’t be receiving any H&W or pension contributions. Take into consideration that this may also affect your medical insurance as you will not be maintaining the necessary hours of work.
UNLIMITED USE OF PART TIMERS: The proposed new language states the employer may use an unlimited number of part-timers to work in a non-driving capacity such as sorting, ramp work, dock, etc. The Company can also hire part–time drivers (15% of the total number of active full-time drivers) to perform PM pick-up and PM shuttle work. This will cause a majority of the full-time PM routes we currently have to become low paying part-time work.
If we have 110 active full time drivers, the Company can use part-time drivers as long as the amount does not exceed 15% of active full time drivers. The amount of part-time drivers would be 16.5 or 17 and this would then become the new PM shift. The Company can also use an unlimited number of part-timers to work in a non-driving capacity. What does that mean? Part-timers will be utilized for all A.M. loading and unloading trucks, sorting envelopes, pulling freight, ramp operations, dock work, etc. It’s quite possible that all full-time early morning starts will be greatly reduced or even eliminated and replaced with low paying part-time work as well.
The contract states that the Company cannot use part-time drivers if full timers are laid off, but they can still be utilized in all other non-driving work. If you are laid off and refuse to bump into one or two part-time positions, the Company then has the right to allow the part-timer to drive.
@HOME LANGUAGE: This is the work that we now give to the post office. This language has been in existence for the last 10 years but has never been enforced by the International Union. We need to aggressively pursue this language to take back our work instead of letting the post office do it. The proposed language in the PU&D supplement Appendix A .4 states:
Outstanding Grievances: The union agrees to withdraw all outstanding grievances with respect to the @Home program with prejudice. This Agreement shall take precedence over any prior resolution of any @Home grievance. Totally unacceptable!
SENIORITY:
In the past everyone in the metroplex was able to bid on new work regardless of what station you work at. The new language in the N.E. Supplement Article 43, page 8 does not allow you to do so! It allows only the employees at the terminal in which the new work has been created to bid on the new work. Employees at other terminals in the metroplex who may wish to bid on the new work are no longer allowed to do so. This is a violation of seniority rights that you have had in the past.
BEREAVEMENT/FUNERAL LEAVE:
Did you know we lost a day?
Here is the new language as proposed in the National Master DHL Agreement:
Article 25 Section 3- Bereavement/Funeral Leave
Non-probationary regular full-time employees shall be granted up to three (3) days of paid leave at regular straight-time rates of pay as compensation for actual work days lost due to the death of a member of the employee’s “immediate family”, as defined herein, provided that the employee attends the funeral or memorial service. One (1) day of paid leave at regular straight time rates of pay shall be provided for an actual work day lost to attend the funeral or memorial service for a member of the “extended family”, as defined herein.
The language as stated in the NMFA :
Article 51 Section 13- Death in Family
A leave of absence will be granted the employee for the day of burial, the two (2) days preceding the day of burial and the day after burial.
In addition to the above are you aware we have:
NO additional holidays
NO additional sick time
NO additional vacations
NO additional personal days
Less bereavement time
Less seniority rights
Loss of thousands of dollars in overtime work
Layoffs
NO gain on contributions for pension and H&W same as the NMFA
On the positive note there was a gain over the NMFA, of an additional $1.35 cents per hour over the 5 year period. However the increases are every 6 months instead of once a year. In paying you this way we lose earning every year.
WE DESERVE BETTER!!!
VOTE NO
PLEASE READ BELOW IT MAY CHANGE THE WAY YOU VOTE!
The 90 - 10% LANGUAGE: The Company has the right to continually maintain the 90 - 10 percent ratio. What this means is that of the 450 full-time drivers we currently have, only 90% (405) of them will be guaranteed a 40 hour bided position. The remaining 10% (45) of the drivers will not have an established route and will most likely be utilized as cover drivers. In the event of a layoff, the 10% drivers will have the opportunity to bump into 2 part-time positions and would most likely end up working a split shift.
The problem that this creates is if, for example, if a total of 25 of the 45 newly created 10-percenters resign due to the fact that they cannot work a split shift because of other commitments, the company may draw from the remaining 90% (405) in order to maintain the 90 - 10% ratio. The 90% group will continuously be reduced as the 10% employees exit to seek full time employment elsewhere. The total number of full-timers will now be reduced to 425, the 90% group will decrease to 382 employees and the 10% group will be reduced to 42 employees. This 90-10 formula will never stop and will continue up the seniority list, affecting more and more full- timers.
At first glance this formula appears to affect the bottom 10%, and you may not currently be in that category, but as the seniority list decreases, you may end up being affected in the future! Also, keep in mind that those choosing to accept a split shift are NOT guaranteed 40 hours of work or 40 hours H&W and pension since the part-time shifts are a guaranteed a minimum of 15 hours and not more than 32 hours per week. If you choose to take a layoff instead of the part-time position(s) you won’t be receiving any H&W or pension contributions. Take into consideration that this may also affect your medical insurance as you will not be maintaining the necessary hours of work.
UNLIMITED USE OF PART TIMERS: The proposed new language states the employer may use an unlimited number of part-timers to work in a non-driving capacity such as sorting, ramp work, dock, etc. The Company can also hire part–time drivers (15% of the total number of active full-time drivers) to perform PM pick-up and PM shuttle work. This will cause a majority of the full-time PM routes we currently have to become low paying part-time work.
If we have 110 active full time drivers, the Company can use part-time drivers as long as the amount does not exceed 15% of active full time drivers. The amount of part-time drivers would be 16.5 or 17 and this would then become the new PM shift. The Company can also use an unlimited number of part-timers to work in a non-driving capacity. What does that mean? Part-timers will be utilized for all A.M. loading and unloading trucks, sorting envelopes, pulling freight, ramp operations, dock work, etc. It’s quite possible that all full-time early morning starts will be greatly reduced or even eliminated and replaced with low paying part-time work as well.
The contract states that the Company cannot use part-time drivers if full timers are laid off, but they can still be utilized in all other non-driving work. If you are laid off and refuse to bump into one or two part-time positions, the Company then has the right to allow the part-timer to drive.
@HOME LANGUAGE: This is the work that we now give to the post office. This language has been in existence for the last 10 years but has never been enforced by the International Union. We need to aggressively pursue this language to take back our work instead of letting the post office do it. The proposed language in the PU&D supplement Appendix A .4 states:
Outstanding Grievances: The union agrees to withdraw all outstanding grievances with respect to the @Home program with prejudice. This Agreement shall take precedence over any prior resolution of any @Home grievance. Totally unacceptable!
SENIORITY:
In the past everyone in the metroplex was able to bid on new work regardless of what station you work at. The new language in the N.E. Supplement Article 43, page 8 does not allow you to do so! It allows only the employees at the terminal in which the new work has been created to bid on the new work. Employees at other terminals in the metroplex who may wish to bid on the new work are no longer allowed to do so. This is a violation of seniority rights that you have had in the past.
BEREAVEMENT/FUNERAL LEAVE:
Did you know we lost a day?
Here is the new language as proposed in the National Master DHL Agreement:
Article 25 Section 3- Bereavement/Funeral Leave
Non-probationary regular full-time employees shall be granted up to three (3) days of paid leave at regular straight-time rates of pay as compensation for actual work days lost due to the death of a member of the employee’s “immediate family”, as defined herein, provided that the employee attends the funeral or memorial service. One (1) day of paid leave at regular straight time rates of pay shall be provided for an actual work day lost to attend the funeral or memorial service for a member of the “extended family”, as defined herein.
The language as stated in the NMFA :
Article 51 Section 13- Death in Family
A leave of absence will be granted the employee for the day of burial, the two (2) days preceding the day of burial and the day after burial.
In addition to the above are you aware we have:
NO additional holidays
NO additional sick time
NO additional vacations
NO additional personal days
Less bereavement time
Less seniority rights
Loss of thousands of dollars in overtime work
Layoffs
NO gain on contributions for pension and H&W same as the NMFA
On the positive note there was a gain over the NMFA, of an additional $1.35 cents per hour over the 5 year period. However the increases are every 6 months instead of once a year. In paying you this way we lose earning every year.
WE DESERVE BETTER!!!
VOTE NO
#6
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New Member
- Local Union Number:100
Posted April 07 2008 - 09:19 PM
The 90 - 10% LANGUAGE: The Company has the right to continually maintain the 90 - 10 percent ratio. What this means is that of the 450 full-time drivers we currently have, only 90% (405) of them will be guaranteed a 40 hour bided position. The remaining 10% (45) of the drivers will not have an established route and will most likely be utilized as cover drivers. In the event of a layoff, the 10% drivers will have the opportunity to bump into 2 part-time positions and would most likely end up working a split shift.
Sorry, but your wrong on this. You do not understand what this means.Does your station have 10%ers now?We do and this contract will give those who take the 10%er positions 40hrs a week. No split shift either. 10%ers run different riutes each day. They take the rt. that is vacant from a fulltimer who is off. The union sent out a DVD today explaining in great detail this language that is getting read wrong.
Sorry, but your wrong on this. You do not understand what this means.Does your station have 10%ers now?We do and this contract will give those who take the 10%er positions 40hrs a week. No split shift either. 10%ers run different riutes each day. They take the rt. that is vacant from a fulltimer who is off. The union sent out a DVD today explaining in great detail this language that is getting read wrong.
#7
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Posted April 08 2008 - 08:47 AM
I noticed something else in the PU & D supplement, Article 8 page 12.
We have been always been paid 2 hours straight time for Company required DOT physicals. If I understand the new language correctly, that too, has been taken away. This reads that you are now paid for only the time spent in excess of 2 hours. Does this mean that DOT physicals are now done on your own time? Am I interpreting this correctly?
The article reads in part:
ARTICLE 8. GENERAL PROVISIONS
Section 1. Fitness Examinations
"The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2) hours."
We have been always been paid 2 hours straight time for Company required DOT physicals. If I understand the new language correctly, that too, has been taken away. This reads that you are now paid for only the time spent in excess of 2 hours. Does this mean that DOT physicals are now done on your own time? Am I interpreting this correctly?
The article reads in part:
ARTICLE 8. GENERAL PROVISIONS
Section 1. Fitness Examinations
"The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2) hours."
#8
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Posted April 08 2008 - 04:52 PM
politics, on Mar 31 2008, 01:55 AM, said:
PLEASE_R...E_2_1_1_.docThis should be a concern of those who were in the NMFA. Open the attachment.#9
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New Member
Posted April 09 2008 - 02:29 PM
stucat07, on Apr 8 2008, 04:19 PM, said:
The 90 - 10% LANGUAGE: The Company has the right to continually maintain the 90 - 10 percent ratio. What this means is that of the 450 full-time drivers we currently have, only 90% (405) of them will be guaranteed a 40 hour bided position. The remaining 10% (45) of the drivers will not have an established route and will most likely be utilized as cover drivers. In the event of a layoff, the 10% drivers will have the opportunity to bump into 2 part-time positions and would most likely end up working a split shift.
Sorry, but your wrong on this. You do not understand what this means.Does your station have 10%ers now?We do and this contract will give those who take the 10%er positions 40hrs a week. No split shift either. 10%ers run different riutes each day. They take the rt. that is vacant from a fulltimer who is off. The union sent out a DVD today explaining in great detail this language that is getting read wrong.
Sorry, but your wrong on this. You do not understand what this means.Does your station have 10%ers now?We do and this contract will give those who take the 10%er positions 40hrs a week. No split shift either. 10%ers run different riutes each day. They take the rt. that is vacant from a fulltimer who is off. The union sent out a DVD today explaining in great detail this language that is getting read wrong.
You need to take it a step further. The 10%ers will only get 40 hours if there is work available. WHEN THE 10%ers start getting layed off because of the unlimited part timers working inside there is NO guarentee once you are layed off. Especially if we lose the ground freight there will pretty much be a layoff. Let's try to protect full time jobs for all full timers. The union is not even fighting for the post office work that has been in existance for 10 years! It's time to take back our work! The contract sucks... VOTE NO across the board!
#10
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Posted April 10 2008 - 08:53 PM
politics, on Apr 9 2008, 03:29 PM, said:
You need to take it a step further. The 10%ers will only get 40 hours if there is work available. WHEN THE 10%ers start getting layed off because of the unlimited part timers working inside there is NO guarentee once you are layed off. Especially if we lose the ground freight there will pretty much be a layoff. Let's try to protect full time jobs for all full timers. The union is not even fighting for the post office work that has been in existance for 10 years! It's time to take back our work! The contract sucks... VOTE NO across the board!
#11
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- Local Union Number:100
Posted April 11 2008 - 09:54 AM
I dont know how your satation is run, but last year we were running doubles and every casual we had was on AM shift running the routes. Summer is coming up and we have 6 people off everyday! This summer whos going to run those routes? Not Parttimers, they are not allowed to do ANY deliveries(Peak time is the exception). I think more AM rts will be added and yes there will be more part timers doing PM ops. But, they are limited to 32 hrs a week. Im not being bull headed on this,Im reading the contract,watching DVDs and seeing this in Black and white. Im not speculating the Lay off factor, cause we are short handed now,and there is Limits on the Part timer to full timer ratio.15% is the number. Now correct me if this is wrong....( My math is fuzzy learned it in a public school) If there are 100 drivers and the number of part timers will be limited to 12. If they hire a shit load of parttimers (which they wont) The full timers hired will go up.
I dont understand where some of this fear is coming from. People are seeing more into this than whats in the contract. Sort of like the Left in this country when it views the Constitution!
So, Please enlighten me and show me the way Brother!!! I do think this contract will pass and say 6 months down the road.If things go bad,then I will post to say I suck,you were right I was stupid! I will also say those 5 words..."See, I told you so"!!! If Im right!!!
I dont understand where some of this fear is coming from. People are seeing more into this than whats in the contract. Sort of like the Left in this country when it views the Constitution!
So, Please enlighten me and show me the way Brother!!! I do think this contract will pass and say 6 months down the road.If things go bad,then I will post to say I suck,you were right I was stupid! I will also say those 5 words..."See, I told you so"!!! If Im right!!!
#12
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Posted April 11 2008 - 09:41 PM
stucat07, on Apr 11 2008, 01:54 PM, said:
I dont know how your satation is run, but last year we were running doubles and every casual we had was on AM shift running the routes. Summer is coming up and we have 6 people off everyday! This summer whos going to run those routes? Not Parttimers, they are not allowed to do ANY deliveries(Peak time is the exception). I think more AM rts will be added and yes there will be more part timers doing PM ops. But, they are limited to 32 hrs a week. Im not being bull headed on this,Im reading the contract,watching DVDs and seeing this in Black and white. Im not speculating the Lay off factor, cause we are short handed now,and there is Limits on the Part timer to full timer ratio.15% is the number. Now correct me if this is wrong....( My math is fuzzy learned it in a public school) If there are 100 drivers and the number of part timers will be limited to 12. If they hire a shit load of parttimers (which they wont) The full timers hired will go up.
I dont understand where some of this fear is coming from. People are seeing more into this than whats in the contract. Sort of like the Left in this country when it views the Constitution!
So, Please enlighten me and show me the way Brother!!! I do think this contract will pass and say 6 months down the road.If things go bad,then I will post to say I suck,you were right I was stupid! I will also say those 5 words..."See, I told you so"!!! If Im right!!!
I dont understand where some of this fear is coming from. People are seeing more into this than whats in the contract. Sort of like the Left in this country when it views the Constitution!
So, Please enlighten me and show me the way Brother!!! I do think this contract will pass and say 6 months down the road.If things go bad,then I will post to say I suck,you were right I was stupid! I will also say those 5 words..."See, I told you so"!!! If Im right!!!
I'll correct your math. Fifteen percent of 100 is 15 not 12. Now, that 15% is limited to drivers only but the number of part-timers that can be hired is unlimited. Hypothetically, your station can hire 20, 30, 50, 100 or more part-timers to do non-driving work if they so choose. Your math was correct when you stated "See, I told you so" was 5 words. It is indeed 5 words.
Not sure how you came to the conclusion that the number of full-timers will increase. Your turn. Enlighten me.
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Posted April 12 2008 - 06:00 AM
webster, on Apr 12 2008, 12:41 AM, said:
I'll correct your math. Fifteen percent of 100 is 15 not 12. Now, that 15% is limited to drivers only but the number of part-timers that can be hired is unlimited. Hypothetically, your station can hire 20, 30, 50, 100 or more part-timers to do non-driving work if they so choose. Your math was correct when you stated "See, I told you so" was 5 words. It is indeed 5 words.
Not sure how you came to the conclusion that the number of full-timers will increase. Your turn. Enlighten me.
Not sure how you came to the conclusion that the number of full-timers will increase. Your turn. Enlighten me.
my point was this, part timers wont be taking any driving hours from the AM shift, who cares if they are doing the dock work!!!! Now Ive been with DHL for awhile and they do not just hire people to be hiring. If they need all those parttimers on the dock then that means alot of freight is being moved in and out.
Then, we are gonna need more on road drivers, therefore hiring and creating more Routes. But, lets not get ahead of our selves. So, 15 partimers to every 100 fulltimers. If partimers rise, then so do the full timers.15% is the cutoff plain and simple.
P.S. Thanks for the correction on the %. Should have listened that day in school,too busy being class cut-up!
To back up my statements, go to FAQ on partimers on the teamsters.org website. Its their words.
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Posted April 12 2008 - 08:46 AM
stucat07, on Apr 12 2008, 07:00 AM, said:
my point was this, part timers wont be taking any driving hours from the AM shift, who cares if they are doing the dock work!!!! Now Ive been with DHL for awhile and they do not just hire people to be hiring. If they need all those parttimers on the dock then that means alot of freight is being moved in and out.
Then, we are gonna need more on road drivers, therefore hiring and creating more Routes. But, lets not get ahead of our selves. So, 15 partimers to every 100 fulltimers. If partimers rise, then so do the full timers.15% is the cutoff plain and simple.
P.S. Thanks for the correction on the %. Should have listened that day in school,too busy being class cut-up!
To back up my statements, go to FAQ on partimers on the teamsters.org website. Its their words.
Then, we are gonna need more on road drivers, therefore hiring and creating more Routes. But, lets not get ahead of our selves. So, 15 partimers to every 100 fulltimers. If partimers rise, then so do the full timers.15% is the cutoff plain and simple.
P.S. Thanks for the correction on the %. Should have listened that day in school,too busy being class cut-up!
To back up my statements, go to FAQ on partimers on the teamsters.org website. Its their words.
Do you think all the hours that we work are on the road hours?
What happens if they have a flexible start time or later start time due to "operational necessity"?
I am guessing that you don't consider the hours worked on the dock in the am and pm on the clock hours that reflect on you're paycheck?
We are in absolute disagreement! Part-timers will take hours from full time drivers.Here on the west coast the aircraft has to take off for ILN at a much earlier time due to the distance from ILN.We need to return to the terminal early so the the freight makes the aircraft.Most of our OT is on the dock OT. No one has ever been promised OT, but It has always been expected from us and in some cases forced by management on drivers for years.So if you live on the west coast and don't mind living in a cardboard box or having a second job, then you can bite the leather while part-timers take you're hours.........
There is no limit on the number of part-timers that will be allowed to work the dock or load and unload in the am or pm.Part-timers are allowed to run the pm shuttles also.The 15% part-timers pertains to number of part-timers allowed to drive on the road to do pm pickups if all red circled drivers are offered work for that specific day. Say you have 100 red circled full time drivers in you're terminal, then 15 part-timers would be allowed to drive to do pm pickups if all 100 full time (red circled)drivers were offered work for that specific day.
"stucat07"
"Then, we are gonna need more on road drivers, therefore hiring and creating more Routes. But, lets not get ahead of our selves. So, 15 partimers to every 100 fulltimers. If partimers rise, then so do the full timers.15% is the cutoff plain and simple"."stucat07"
I don't know where or how you come to this conclusion, but I cant find that language anywhere in the contracts that we will vote on!!!
sfoairborne
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Posted April 12 2008 - 11:20 AM
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Posted April 12 2008 - 12:34 PM
I don't know where or how you come to this conclusion, but I cant find that language anywhere in the contracts that we will vote on!!!
sfoairborne
Article 11 all sections in the PU & Delv supplement read all sections
sfoairborne
Article 11 all sections in the PU & Delv supplement read all sections
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Posted April 12 2008 - 07:48 PM
there is no 90-10 language on AM part-timers just part-time pickup drivers (that i can find). looks like to me 630 starts get moved 830 and they can work 10:30 hours a day. so u start at 830 dhl has u untill 7 - i dont have any stops with a 7 oclock ready do you - see ya night crew
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Posted April 13 2008 - 05:50 PM
stucat07, on Apr 12 2008, 01:34 PM, said:
I don't know where or how you come to this conclusion, but I cant find that language anywhere in the contracts that we will vote on!!!
sfoairborne
Article 11 all sections in the PU & Delv supplement read all sections
sfoairborne
Article 11 all sections in the PU & Delv supplement read all sections
"Then, we are gonna need more on road drivers, therefore hiring and creating more Routes. But, lets not get ahead of our selves. So, 15 partimers to every 100 fulltimers. If partimers rise, then so do the full timers.15% is the cutoff plain and simple"."stucat07"
Where is the language that states as part -time positions grow that the company will be required to add a full time route?
An unlimited number of part-timers will be allowed to perform dock work.
No part-time employee shall drive except the Company may
utilize part-time employees to perform p.m. pick-up and p.m.
shuttle work, provided that the total number of part-time drivers
does not exceed fifteen percent (15%) of the total number
of active full-time shuttle drivers and couriers.
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Posted April 19 2008 - 07:49 AM
stucat07, on Apr 13 2008, 06:34 AM, said:
I don't know where or how you come to this conclusion, but I cant find that language anywhere in the contracts that we will vote on!!!
sfoairborne
Article 11 all sections in the PU & Delv supplement read all sections
sfoairborne
Article 11 all sections in the PU & Delv supplement read all sections
90% of your list is guaranteed 40 hours.
The other 10% of your list is guaranteed 40 hours if they use 5 hour driving part timers.
Translation. 10% of your list sits at home while 3 hour part timers are on your dock scurrying around like a little ant farm.
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Posted August 24 2008 - 09:00 PM
stucat07, on Apr 11 2008, 01:54 PM, said:
So, Please enlighten me and show me the way Brother!!! I do think this contract will pass and say 6 months down the road.If things go bad,then I will post to say I suck,you were right I was stupid!
Almost ready???
