UPDATED March 19, 2012
The New UPS Pension Plan
The accrual rises to just $170 by the end of the contract in 2013.
- Pays the lowest pension benefits of any fund covering UPS Teamsters.
- Covers 44,000 UPS Teamsters in the Carolinas and Central and Southern Regions—the single largest group of UPS Teamsters covered by any plan.
Western Conference (covers 11 Western States)
Approximately $4,000 per month for a UPS employee with 30 years, at any age. The accrual is approximately $203 for this year.
Baseline early retirement: $2,500 for 25-at-57. $3,500 for 30 and out at 57. $150 for each additional year pension credit up to $4,700 for 38 years of credit. But annual accrual has risen to the point that UPS Teamsters can retire at 30 years with approximately $4,000 per month. If you wait until 62 to retire, you get an extra $1,000 per month between the ages of 62 and 66, when full social security starts.
Washington, D.C. (Local 639)
Approximately $6,000 per month for a UPS employee with 30 years, at any age. The accrual is approximately $306 this year.
New York State
Approximately $5,700 for 30-at-age-55. 2 percent penalty per year for retirement before the age 55, if you had at least 25 years prior to 2011. Larger reduction for those with less than 25 years prior to 2011.
Virginia (Joint Council 83)
$2,500 for 25-and-out.
$3,500 for 30-and-out.
$4,000 for 35-and-out.
However, Teamsters with less than 20 years at the end of 2009 have reductions for early retirement (before age 65)
West Virginia (Locals 175 and 505)
$3,000 for 30-and-out.
$4,250 for 35-and-out.
A UPS Teamster with 30 years at the end of 2012 can retire with a pension of a minimum of $3,900. (30-and-out and 25-and-out have been eliminated). Benefits have been restricted by reducing the multiplier to 1 percent, freezing contributions rates for the purpose of pension calculations at the 2004 level and imposing stiff penalties for early retirement. Going forward, pension levels will be lesser unless these restrictions
are rolled back.
New Jersey (Local 177)
$3,700 for 25 at age 55.
$3,700 for 30-and-out at any age.
New York City (Local 804)
$3,100 for 25-and-out at any age.
$3,600 for 25 at age 55, or 30-and-out at any age.
Chicago Area (Local 705)
$2,500 for 25-and-out, with lump sum of $25,000; $3,000 for 30-and-out, with $30,000 lump sum; $3,500 for 35-and-out, with $35,000 lump sum. Option to reject lump sum and add $8 per year of service to pension (e.g. $3,240 for 30-and-out).
Illinois and Indiana (Local 710 Plan)
$2,800 for 25-and-out, $3,300 for 30-and-out, $3,800 for 35-and-out.
A UPS employee with 28 years at age 60 can retire with approximately $5,000. (Prior to 2003, there was a different "Retirement Income Plan" in effect, so pension calculations vary by years of service and age). The accrual is $140 this year.
$3,500 for 30-and-out. However, the annual accrual is presently nearly $300, and Teamsters can retire with approximately $4,000 presently. The accrual may well be reduced in the near future.
St. Louis and Missouri (Local 688)
$2,600 for 25-at-57; $3,100 for 30-and-out, $3,200 for 30-at-57; $100 extra for each of age beyond 61 and also for each year of service (e.g. $4,000 for 35-at-64).
Baltimore (Local 355)
More than $4,000 for 30 years at age 55 or more. However, the accrual rate was cut from $191 in 2007 to zero in 2008, then restored to the low level of $62 in 2009 and $74 in with small increases since then. Benefits will decrease unless and until a good accrual rate is restored.
Hagerstown, Maryland (Local 992)
$3,000 for 25-at-57.
$3,600 for 30-and-out.
$4,200 for 35-and-out.
Wisconsin (Local 344)
30-and-out at any age is $3,030. 35-and-out is $3,535.
Teamsters in the top benefit class with 30 years can retire with $3,300 at age 62, and approximately $3,000 at age 57. The accrual is presently approximately $180 per year.
NOTE: This snapshot summary of information on various pension plans is intended for general comparison purposes. We have attempted to the extent possible to list comparable benefits (e.g. 30-and-out). This short summary cannot provide full information on the range of benefits available in the various plans.
March 15, 2012: Strong pensions mean retirement security for working Teamsters—and Teamster Power for our union as a whole.
Throughout Teamster history, members have fought to build and protect strong Teamster pensions and defend them from employers—and sometimes our own union officials.
Today, union pensions are once again under attack. To defend our benefits in the future, we need to know our history.
Click here to view the Teamster Pension Timeline.
April 12, 2012: Get grievance advice and essential resources from TDU today.
Grievances: Using the Grievance Procedure to Defend Our Rights and Build Power on the Job. Available in English and Spanish, a handbook on the mechanics of the grievance procedure and organizing tips for involving members. $8.
How to Win Past Practice Grievances by attorney Robert Schwartz. This book unlocks the mystery of using past practices in the grievance system and at the Labor Board. $13.
Get your copy today! Click here to visit the TDU store.
"TDU is the place to turn for help with your grievances.
"From basic advice to advanced grievance handling, TDU will get you the expert advice you need to enforce your contract and win your grievances."
Karl Gartung, Steward, Local 344 UPS Cartage Services, Milwaukee
1. A grievance can only be based on a violation of the contract?
False. A contract violation is a key ground for a grievance—but not the only one. A grievance can be also be filed over a violation of company policy or the law—safety and discrimination laws are common examples. You also have the right to file a grievance if management engages in unequal treatment or violates a past practice.
2. Stewards and members are not allowed to solicit grievances?
False. This is a common misconception. But there is no law or rule against soliciting grievances. In fact, for active stewards and Teamsters, "soliciting grievances" is part of the job. When management violates the contract, you should encourage members to enforce their rights—including filing a grievance if that's what it takes.
3. In your grievance, you have to tell management how to fix the problem?
True. Every grievance should include a remedy, where you spell out what you want management to do to fix the issue or resolve the grievance. It's a good idea to include the phrase, "Make the grievant whole in every way." That way you'll be covered if you left something out of your remedy.
4. Each person affected by a problem has to be named on the grievance, otherwise they can't be part of the grievance settlement?
False. Class Action grievances can be filed on behalf of every employee affected by a problem, whether the individuals sign the grievance or not, as long as the grievance states who the affected group is. (For example: "All affected employees who were not properly paid for the Labor Day holiday" or "All affected employees on the second shift.") Group grievances that include the signatures of multiple employees can be filed—and they are a good tactic for building unity and putting pressure on management to resolve a problem. But even on a group grievance, make sure to use the phrase "all affected employees" so no one gets left out of the settlement.
5. Always make sure to include the exact date when the violation occurred in your grievance. If you're not sure, guess?
False. Grievances can be thrown out on technicalities like the wrong date. If you're grieving something that happened on May 4, write "On or about May 4." That way you're covered if you're a little off with the date.
6. When you're writing your grievance, make sure you put down the entire story with all the details. The best grievances have a blow-by-blow account of everything that happened?
False. Keep your grievance short and sweet. Including arguments or evidence on the grievance forms makes it easier for management to prepare to shoot you down. Save these for your first meeting with management.
7. Workers at ABC Manufacturing have always had five minutes of wash-up time at the end of the shift. Now a new manager says employees have to work until it's time to punch out and wash up on their own time. This is an example of a potentially winnable past practice grievance?
True. If an employer takes away rights that employees have had for a substantial period of time, it may be a violation of past practice. But past practices are complicated and the devil is in the details. Is it a long-standing practice? Did it happen consistently, repeatedly and with management's knowledge and acceptance? Is the contract silent or ambiguous about the practice? If the answers to these questions are yes, you probably have a past practice grievance.