Vote No at UPS Action Kit

Take action to defeat givebacks at UPS with the latest contract bulletins and Vote No tools.

The proposed deal paves the way for five more years of harassment, excessive overtime, subcontracting, and low-part-time wages—unless we stop it!

Together, we can send them back to the negotiating table to fix this broken deal—but only if we inform the members and Vote No.

Here are three things you can do to help make that happen.

1. Pass Out Contract Information

Make copies of the new contract update, 10 Reasons to Vote No, and make plans to pass it out at work next week.

You have the right to pass out contract updates in non-work areas, including the parking lot, as long as you are off the clock.


2. Order Vote No Signs

UPS Teamsters United has printed up new Vote No contract signs. Order signs and let other UPSers know it's time to get ready to Vote No.

You can use signs at a parking lot meeting or rally—or ask members to take a photo with a sign and post it on social media.

3. Sign the Online Petitions Against Givebacks

We need to send UPS and Hoffa the message that we won’t accept these and other givebacks.

Ask them to sign the online petitions against Two-Tier 22.4 Hybrid Drivers and Low Part-Time Wages. Then share the petitions with other UPSers by email, text and social media.

Got an idea or a question about how we can defeat UPS contract givebacks? Call TDU at 313-842-2600 or 718-287-3283.

Like and follow the UPS Teamsters United Facebook Page.

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  • Martin Labut
    commented 2018-07-22 13:11:59 -0400
    The language is deceptive. Our center has 60 Full Time Package Car drivers. All 60 will definitely be considered RPCD drivers. Some are interpreting that to mean that UPS will have to keep 60 RPCD positions protected. I believe that is incorrect. In our center we only have about 30 drivers who actually are working M-F. due to the massive number of routes cut on Mondays. Read the language again.

    The number of RPCDs working a Monday through Friday schedule in each building, shall be verified and agreed to by each Local Union and the Company Labor Representative, as of August 1, 2018 and shall be protected jobs. “Protected jobs” shall
    include RPCDs that will continue to be replaced by employees covered under Article 41, Section 2

    The Union refuses to acknowledge if the protected jobs will only be the actual # of drivers currently working M-F.

    And then you have this misleading language.

    The number of 22.4 combination drivers shall not exceed twenty-five (25%) of the total number of RPCDs in the building.

    Notice how the protected jobs # is based only on the # of drivers who actually work M-F but the 25% max of hybrid drivers is based of the total number of RPCDs .

    So what you would get in a 60 driver center would be 30 protected jobs because only drivers who actually work M-F count as protected jobs. You would get 15 Hybrid drivers based on the 25% being calculated from the TOTAL number of RPCDs in the building. (not M-F drivers; the TOTAL # of RPCDs)

    UPS would not be be required to replace 15 RPCDs in order to comply with the 25% max total. The center would end up with 45 RCPDs and 15 hybrid drivers. The center stands to lose 15 RPCD positions due to this very underhanded deceptive language.

    We need clarification from the union. Hoffa/Taylor please explain if the above scenario is correct.
  • Scott Kendall
    commented 2018-07-14 06:59:04 -0400
    This Tentative Agreement rolls back 50 years of hard fought for gains in wages, benefits, and working conditions. Many of which were won when we walk the strike line. Its very clear UPS has gotten its way and then some. You’d think they were sitting on both sides of the table. The Teamsters, on the other hand, look desperate frighten by UPS and its competitors while also being contemptuous of its members.—————————- UPS does face mounting competitive challenges and an antiquated delivery system (speaking specifically about old buildings). BUT, gutting workers rights, slashing wages, pitting workers against workers for hours is disgraceful. There are better ways to meet these challenges together short of just enriching UPS stockholders Not only does this agreement in principle need to be rejected overwhelmingly but the question of loyalty, duty, and fiduciary responsibility for this Teamster “leadership” need to be examined.
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