Then the company will cry to the union about the overstaff situation, calling for more RDG, VLOA, line share action, etc... Since surely we won't be as foolish to fall for that again, the next furough will be announced and back to no open time pickup and pilot shortage circle jerk starts again.

 

I would not put it past these clowns to leave the last guy on the list on furlough just for this reason. They'll leave him dangling and no open time pickups, until the system suffers and they have no other choice but to hire.

They might even leave a handful on furlough just for appearances sake, but either way they will continue to play their control games at the expense of service and anyone outside the good 'ol boys club.

 

I believe you are absolutely correct. UPS likes the OT ban, and will likely keep the last few on furlough longer than necessary just to keep it going.

 

.... good grief.

 

Today, May 3, UPS announced the recall of an additional twelve (12) furloughed crewmembers effective June 18, 2012. 10 have bypassed or deferred for military service so far and 47 more await their recall notice.

 

Great to hear. Hopefully the remaining 47 recalled back on property by summer.

 

Any news for August?

 

IMHO ... Recalls are over for 2012. Just a hunch and worth what you paid for it.



There were ANC management types saying that the school house would be busy this year. Hopefully they are right ...

The last bid was a rearrangement of seats and domiciles.

Going back to my 1st thought, I think UPS has too much on its plate to plan beyond 2012. They barely can make decisions for next week ... but some of the things in play include FAR 117 cargo cut-out, TNT deal and the associated increase in European volume, postal contract ???

If its like they have done in the past, UPS will find themselves badly understaffed before they recall

 

Question:

If you owned a company with many divisions which was making an overall profit, but was overstaffed in one division, would you adjust the staffing of that division (by furlough) or retain the overage in that division?

Just a thought

 

If I owned a company in such a state, before I'd adjust staffing, I'd make sure that I was providing my clients with the best product that I could produce. After that, and before I'd adjust staffing, I'd look out into the marketplace and see where I could make additional profit, by expanding the business that that overstaffed division did. It might require me to slightly lower the client's cost for my product, but with the expectation that because of lower costs, more clients would sign up for my product. If, and only if I was unsuccessful in increasing market share and profitability, would I think of reducing staff, because I know that the most valuable asset of my business is my employees, and that if I were to let some of them go, either by furlough or firings, the long term good will of those employees would be damaged forever. But hey, that's just me.

JJ