UPS Looking at Bailout Impact

Transportation giant UPS said it’s studying the issue of federal bailouts for financially ailing trucking companies but wouldn’t comment directly on competitor YRC Worldwide’s request for $1 billion in federal aid.

“The bottom line is, we don’t comment on the financial difficulties of our competitors,” said UPS spokesman Norman Black. On whether the treasury department program which has so far has sent money to the banking, automobile and insurance industries should be extended to the trucking industry, “we’re still looking at that,” Black said.

UPS paid $6.1 billion to pay off its pension liability in the Central States multi-employer pension fund in 2007 that covered approximately 40,000 of the company’s 240,000 employees. UPS continues to pay into a new plan set up between the company and the Teamsters union and 20 other Teamster union pension plans.

One Wall Street analyst wondered, “If YRC is allowed to get $1 billion from TARP, is UPS allowed to get a $5.1 billion refund?”

You Can Call Me Ray, or You Can Call Me Jay

  Here is a bit of an article that appeared in the Wall Street Journal. It talks about the trust that comes with encouraging employees to be on a first name basis with management and it uses UPS as an example. I thought it was kind of interesting. Here is what it said.

        The casual atmosphere“A relaxed, open work atmosphere can encourage collaboration and a free flow of ideas, and some companies promote the use of first names and nicknames to help employees bond, as well as feel comfortable enough with their superiors to give honest feedback. Some companies have a written policy that all employees must be on a first-name basis.
        United Parcel Service Inc., Atlanta, has had such a rule since its first policy book, written by founder Jim Casey in 1929. Spokeswoman Diana Hatcher says the policy reinforces the democratic nature of the company, which often finds senior management in-house.
        “Our former CEO [Michael Eskew] began his job as an industrial engineer 34 years ago,” she says. “And he’s Mike. I wouldn’t dream of calling him anything else. It’s a reminder that a person who starts out as a seasonal employee could be our next CEO.”
        But the policy has ruffled some employees overseas. UPS has 400,000 employees in 200 countries, with more than 58,000 operating outside the U.S.
        Nonetheless, John Flick, director of international public relations at UPS, believes the guideline helps new workers feel confident making suggestions to management. “At first it’s a cultural coup,” Mr. Flick says. “But once they get over the initial shock, everyone I’ve dealt with has embraced it.”
        In some regions with strict social strata — such as India, China, Latin America and even Britain — he says the rule is a motivator for employees, enforcing the idea of work being rewarded with promotion. Mr. Flick says it also leads to innovation, as people aren’t afraid to speak up to management.”

        Doesn’t that sound great? I didn’t know that UPS had a written policy that all employees must be on a first name basis. I used to have a manager that would call me by my first name when in a good mood and by my last name when in a bad mood. I always knew what to expect just by hearing my name called.
        I also liked that part about how the casual approach leads to innovation because workers aren’t afraid to speak up to management. Wow, what planet do these people live on? It sure isn’t Planet UPS. In the trenches, where I lived and worked for 30 years, UPS didn’t want our input. They lived behind a big fence and written on that fence were the words: If workers were smart enough to have good ideas, they’d be in management.

Could this Work at UPS?

Lay one driver off and work the others 11 hoursOne of the more intriguing chapters in labor history involves a decision by the Kellogg Company in 1930 to cut workers’ hours from a 40- to a 30-hour week. We could learn a thing or two from this example.

At the outset of the Depression, the company figured this would create 300 more jobs. Company President Lewis Brown also hoped it would give workers more time to spend with their families and to participate in their communities, and that it would lead to “higher standards” in school and civic life.

Workers did use their extra time off for gardening, visiting libraries, and family activities, according to reporters’ accounts, a 1996 book titled “Kellogg’s Six-Hour Day,” and a study by the US Department of Labor.  Most of the workers seemed to embrace the trade-off.

We have since come to accept a different idea, one that puts us in the role of consumers who aim to maximize our working hours and income. To what gain?

When the Kellogg experiment was launched, the country was already headed in a direction that one business leader of the time described as “the gospel of consumption.” Slowed by the Depression, the direction came into full flower after World War II, nurtured by an increasingly pervasive and sophisticated advertising industry. Now most of us have been thoroughly indoctrinated in that gospel.

What if, in this shrinking economy, we learned from the Kellogg example and instead of laying people off, US businesses first cut back hours?

Tim Holt

They’re Playing Our Song

Whether or not you like country music, you have to admit they do have the best song titles. 

        At The Gas Station Of Love, I Got The Self Service Pump
        Get Your Biscuits In The Oven And Your Buns In The Bed
        How Come Your Dog Don’t Bite Nobody But Me?
        I Gave Her My Heart And A Diamond And She Clubbed Me With A Spade
        If I Can’t Be Number One In Your Life, Then Number Two On You
        If You Can’t Live Without Me, Why Aren’t You Dead Yet?   
        Why is The UPS Man Knocking On My Baby’s Backdoor?
        They Can Put Me In Prison, But They Can’t Stop My Face From Breakin’ Out
        You Stuck My Heart In An Old Tin Can And Shot It Off A Log
        You’re The Reason Our Kids Are So Ugly
        You’re A Hard Dog To Keep Under The Porch
        I’m So Miserable Without You, It’s Like Having You Here.
        I Gave Her The Ring, And She Gave Me The Finger
        Get Your Tongue Outta My Mouth ‘Cause I’m Kissing You Goodbye

Management Rant

I’ve been in mangt with UPS for over twenty years and it has been a terrible time. The relentless conf calls and berating that mangt takes is not right. The demands on one’s time is ridiculous, the average Full time supervisor works 11-13 hours per day ? The last five years have been worst then ever because we have had such a brain drain of our solid leaders and now with battlefield promotions of people who have little or no success, we are being managed by a cast of idiots. Talk with a UPS mangt person and they will tell you their retirement date, why? because they can’t wait to leave. Most of us cannot afford to leave due to a pension at the end of our term. But there is hope, UPS paid out over 80 million in a major lawsuit with our part time supervisors. The lawsuit was about abusing this groups hours, (making them work 6-7 hours per day) but only paying them 5.5. This lawsuit has caused a fault line thru the higher ranks from Atlanta right down to us lowly Full time supervisor’s. We are threatened at least once a week about this lawsuit and to monitor our people’s hours. When in fact it was upper mangt who looked the other way on this practice. Although we are salaried employees I believe that there is a very strong under current brewing across the company that we should not be mistreated, berated or overworked to the degree that we have been and this lawsuit was the first opening for us. Want proof of this nasty enviroment? Ask the next UPS driver you run into about him or her joining the mangt ranks and be ready for their response of complete anger or a loud laugh. In the past we would have a bench of 2-3 employees per operating center waiting to become mangt. now there is hardly one per operating district? FYI, I am still employed at UPS, and I am not one of those “dirtbag” mangt people that upper mangt has looked down upon. I am fortunately still in good graces with upper mangt and I am looked upon as a leader for my operating center, so I do not post this material as a scorned, irrational revengeful person. I post this information because I want the other mangt people at UPS to stand up and help change our company back to the way it was before. As many of us say to each other everyday, “What was once a career, is now a job”. By the way it is peak delivery season and evryone is being e-mailed daily not to have their drivers go over the DOT rules of 60 hours, but how many mangt people are on the road more then 60 hours?

Grocery Strike Looming Large

Grocery workers in Colorado are facing a lockout.

You can SPEND ONE MINUTE to help them:

30 seconds to read this.


20 seconds to print it out, and leave it by the phone.


10 seconds to call governor Ritter’s office.




Ask him to sign the lockout bill. They take calls on weekdays, 8 AM to 5 PM.



In 1996, King Soopers and Safeway had a secret agreement. When King Soopers workers voted to strike, Safeway locked out thousands of Safeway workers.


Safeway workers did not vote to strike, or even to reject a proposed agreement — they weren’t given the chance. They suddenly found themselves out of a job, on the street, forced by their employer into a strike situation.


During current contract talks between the grocery workers’ union and grocery chains, the threat of a lockout once again looms.


Governor Owens and a Republican legislature change the law in 1999, taking away protection for locked out workers.


The bill on Governor Ritter’s desk would restore the law to what it used to be, giving locked out workers the opportunity to draw unemployment insurance.


The companies don’t want that — they’d rather have unionized workers at the mercy of their employer during any job action, helping the employer to lower wages and reduce benefits. Wages of most grocery workers are already near minimum wage(!)


In the past, Governor Ritter has supported workers, but he has also vetoed pro-worker legislation. The companies are pressuring him to veto this bill.


Please call Governor Ritter early Monday morning, and throughout the week to ask him to sign HB 1170, the lockout bill. Give working people a break.


And then please pass this on to friends, family, and co-workers, and ask them to do the same.



best wishes,

richard myers

The Corporatist Theme Song

The Old- We’ll provide better service and a better quality product at the lowest possible price maximizing our profitability. People will flock to us because we offer them the best product for their money. 
The world will be a better place as a result.Duh I'm all about makin' money, to hell with the world!

The New- We’ll cut service and quality to the lowest possible level and charge the highest possible price maximizing our profitability with the least amount of effort.
The world will be a better place as a result.

Welcome to today. The wonderful world of greed.

The System that Keeps on Giving

The End of Over/Under Allowed

I never thought I’d see the day where UPS has thrown the idea of Over/Under Allowed performance in the trash, but it’s happening with Telematics. Telematics is becoming a story of unintended consequences. With the company’s disdain for it’s employees, and their attitude that the drivers are all ripping off the company for time, they have come up with what they thought was a foolproof system to keeping everyone in line, and doing exactly what they are supposed to be doing. What has really happened is they have taken a driver’s You Drivers are Ripping Us Offability to hurry up away. The concept really never came to mind until I received a message the other day from my dispatch supervisor telling me he had dispatched me near an 8 hour day, and that I should, “be in somewhere near 8 hours”. It suddenly dawned on me that with Telematics it would take as long as it took, and that I had no control over time, space, and safety. I began to think about what Telematics doesn’t see. It doesn’t see the bunch of kids riding their bikes in a neighborhood. It doesn’t see the semi blocking the dock you need to get into to make a bulk stop. It doesn’t see the shiny road from an afternoon shower. All it can see is a bunch of numbers, and where you are at any given time. The new response from the driver to management will become
             That’s how long it took!”
There will be no other answer. They will already have any information regarding the delivery. They will know how long you were there, (of course they won’t know why), they will know how fast you were driving, where you were before, where you went after, and how much time elapsed, but they will not know why. They will not know about the customer that is pissed about a mis-delivery, or a missing package. They will not know about the receiving clerk that has disappeared into the bathroom with a comic book while you need a signature for a hundred boxes. They will not know about the driveway you had to walk because the customer always parks in the turnaround. They will not know about the drunk going twenty in a fifty mile an hour zone or the lady on the cell phone blocking the right turn lane talking to her mother about her cheating husband. The fact is all of these things and so many others go on in a driver’s day to day life. Telematics cannot see any of these things. Of course in the “Olden’ Days” a driver could, and usually would, hurry up to make up the time these, and many more issues cost them. No longer! Hurrying up would mean driving faster, (not allowed). Hurrying up would mean running up the sidewalk instead of walking, (not allowed). Hurrying up would mean leaving the bulkhead door open for a few stops, (cardinal sin). Nowadays the driver can never look back. If they lose time, it’s lost forever. Management will see, and discipline, for any infractions that show up on Telematics. There will be no knowledge of why, just that it happened. Therefore there will be only one answer from any driver for anything!
                  “That’s how long it took!”     

You are Under Attack

You are a good union member at UPS. You support your union, and vote the issues important to the union. You pay your dues and feel you have a good living because of your membership in the union. You know that the company would not provide you with the quality of health care, the wage levels, a solid pension, and the job security without specific action from the union. Like it or not, you are one and the same!You watch the news and see what is happening with the Auto Companies, but feel that any of that doesn’t affect you or your union. What you aren’t seeing is the media’s use of this situation to turn public opinion away from the unions. To many people the only information they have about a union is what they see on TV. When they see a UPS guy, they don’t see a Teamster. They know you have a good job, but ever notice that many will ask you, “they’re a good company to work for, aren’t they?”.We all know they’re a good company to work for, because it is a good union job! Unions are something less than 8 percent of the workforce today, so many people never even come in contact with a union. Of course when they look for a job, the union jobs look inviting for obvious reasons, but the union jobs are slowly going away, (not so slowly in the auto industry), with the deliberate push to eliminate people’s perception that our country needs unions. The media is painting the union as some “commy” plot to destroy the country. The reality is of course the unions provide a real middle class. Something the corporatist’s hate. Keep in mind that the corporatists own the media. They hate the unions and what they stand for. They are fighting for the bottom line in their corporations, and they hate the unions there also. If you’ve noticed the muffled cry from the papers, and other media outlets, the unions are systematically being busted and broken. They do it by eliminating the company initially, then bringing it back in some other form, without the union attached. If you think UPS is not looking for the possibility of eliminating the Teamsters, you’re sadly mistaken. The only thing helping us ride out the current financial crisis is the length of our current agreement. My suggestion to you all is first to write your Senators, and Congress people, and demand they support the Employee Free Choice Act. Do not feel afraid to threaten their jobs. By that, I mean, for you to let them know you will support primary challenges against them if the do not back EFCA. Let them know that we took back our government from the right-wing corporatists, and we will take it back from them!
It’s time for a government for the people. Not the corporation!

End the Corporate Rule

Fight the Union Busting

Strengthen Your Union

UPS driver information