2017 UPS Hiring
07-14-2017, 03:58 PM
#661
Gets Commercial DHs
Joined APC: Jul 2008
Position: Swinging Fifi's gear
Posts: 120
Originally Posted by 767pilot
A little clarification. It was not part of PBS, it came from our side of the table. IPA born and bred.
The company approved it while PBS and other conflict rules were still on the table, apparently feeling that whatever ground they lost with OCV would be made up when we caved on PBS and conflict bidding.
Way down the road the company realized that we weren't going to budge on those areas and wanted OCV back, but the mediator agreed with us that it had already been TA'd as a stand alone item.
We all ***** about quality of life items, but the ability to have two 6 to 8 week periods of time off twice a year, plus another nice break when the slide starts next year is a pretty big plus in that column.
Like FO4life says, enjoy it!
The company approved it while PBS and other conflict rules were still on the table, apparently feeling that whatever ground they lost with OCV would be made up when we caved on PBS and conflict bidding.
Way down the road the company realized that we weren't going to budge on those areas and wanted OCV back, but the mediator agreed with us that it had already been TA'd as a stand alone item.
We all ***** about quality of life items, but the ability to have two 6 to 8 week periods of time off twice a year, plus another nice break when the slide starts next year is a pretty big plus in that column.
Like FO4life says, enjoy it!
This is what I have heard multiple times. Company thought they could reopen any TA'd section towards the end and the NMB said no. BT told us at the SDF roadshow that the company had nearly instantaneous buyer's remorse on OCV, never mentioned any connection to PBS.
07-14-2017, 05:54 PM
#662
Gets Weekends Off
Joined APC: Oct 2016
Position: furloughed
Posts: 430
Application question:
After spending a lot of time browsing about brown, it seems like lots of people have a hard time updating their apps once they are submitted. From what I've seen it seems like low qualification applicants get the quick thanks but no thanks and then are unable to update as qualifications improve. I already have apps out at a few other places, and update them on the regular, however since I am nowhere close to having "competitive" qualifications yet would I be better off just waiting to start an app for UPS after my times are a bit higher? If ones app ends up "on-file" (unable to update) can you reapply at a later date or are you just SOL?
After spending a lot of time browsing about brown, it seems like lots of people have a hard time updating their apps once they are submitted. From what I've seen it seems like low qualification applicants get the quick thanks but no thanks and then are unable to update as qualifications improve. I already have apps out at a few other places, and update them on the regular, however since I am nowhere close to having "competitive" qualifications yet would I be better off just waiting to start an app for UPS after my times are a bit higher? If ones app ends up "on-file" (unable to update) can you reapply at a later date or are you just SOL?
07-14-2017, 06:16 PM
#664
Gets Weekends Off
Joined APC: Dec 2005
Posts: 652
Originally Posted by Swedish Blender
OCV and vacation slide were suggestions given to the union via the website when crew members could offer contract suggestions.
I'm sure I'm not the only guy to suggest that a vacation day should be a dropped work day. not some day with with half pay that you already had off.
07-15-2017, 05:01 AM
#665
Gets Weekends Off
Joined APC: Dec 2005
Position: Leftof longitudinal
Posts: 1,899
Originally Posted by UPSFO4LIFE
We have OCV because it was part of the PBS package that was presented to us. It was accidentally left in when PBS was rejected by the Negotiating committee. When UPS found OCV was still in the section, they wanted it removed, but the mediator said uhhhh no, this section is closed and agreed upon. Enjoy it fellas, I guess we finally got them on this one!!
Anything agreed has signatures and is heavily scrutinized before it is TA'ed. No accident, but don't know who is passing history. My understanding was OCV was heavily negotiated front and center as a standalone quality of life issue.
08-01-2017, 05:45 AM
#666
The NeverEnding Story
Joined APC: Sep 2005
Posts: 7,512
YTD 1 January thru 1 August 2017:
239 newhires remain on property (I understand a small number of hires are no longer with us for various reasons) and the average newhire age of those 239 is 42. The youngest hired was 25, the oldest was 58...no idea on average flight times of newhires.
239 newhires remain on property (I understand a small number of hires are no longer with us for various reasons) and the average newhire age of those 239 is 42. The youngest hired was 25, the oldest was 58...no idea on average flight times of newhires.
08-01-2017, 05:56 AM
#667
Gets Weekends Off
Joined APC: Jun 2014
Posts: 306
Originally Posted by BoilerUP
YTD 1 January thru 1 August 2017:
239 newhires remain on property (I understand a small number of hires are no longer with us for various reasons) and the average newhire age of those 239 is 42. The youngest hired was 25, the oldest was 58...no idea on average flight times of newhires.
239 newhires remain on property (I understand a small number of hires are no longer with us for various reasons) and the average newhire age of those 239 is 42. The youngest hired was 25, the oldest was 58...no idea on average flight times of newhires.
08-01-2017, 08:13 AM
#668
Gets Weekends Off
Joined APC: Jul 2008
Position: MD CA
Posts: 705
21-22 per class? Avg. is more like 15. So better add a class for 5 more.
So I'm assuming they will not have a Vacancy Bid for the 3 -8's starting to arrive next month. This is what happens when a company has 40 NURPS in SDF. No need.
The next bid will be for the 2018 hiring; so I'm guessing an Oct-Nov. Vacancy bid timeline.
So I'm assuming they will not have a Vacancy Bid for the 3 -8's starting to arrive next month. This is what happens when a company has 40 NURPS in SDF. No need.
The next bid will be for the 2018 hiring; so I'm guessing an Oct-Nov. Vacancy bid timeline.
08-01-2017, 08:17 AM
#669
The NeverEnding Story
Joined APC: Sep 2005
Posts: 7,512
To be fair, the company never said 325 was a hard/fast number.
"Earlier this year we reported to you that we planned to hire about 300 new pilots in 2017. We now expect that the number could be as high as 325. Based on current trends, hiring for 2018 looks to be similar."
Doesn't take a lawyer to see those aren't exactly affirmative statements.
"Earlier this year we reported to you that we planned to hire about 300 new pilots in 2017. We now expect that the number could be as high as 325. Based on current trends, hiring for 2018 looks to be similar."
Doesn't take a lawyer to see those aren't exactly affirmative statements.
08-01-2017, 08:44 AM
#670
Gets Weekends Off
Joined APC: Jun 2014
Posts: 306
Originally Posted by BoilerUP
To be fair, the company never said 325 was a hard/fast number.
"Earlier this year we reported to you that we planned to hire about 300 new pilots in 2017. We now expect that the number could be as high as 325. Based on current trends, hiring for 2018 looks to be similar."
Doesn't take a lawyer to see those aren't exactly affirmative statements.
"Earlier this year we reported to you that we planned to hire about 300 new pilots in 2017. We now expect that the number could be as high as 325. Based on current trends, hiring for 2018 looks to be similar."
Doesn't take a lawyer to see those aren't exactly affirmative statements.
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