As you have likely already read, UPS is planning on rolling out a plan called Driver Voluntary Severance Plan (DVSP), that will offer cash payments to drivers to either retire early or quit their job. 

The goals of this plan are simple. 

One, it’ll shrink the workforce. There will be many jobs affected by this that the company will simply not replace. This will leave the remaining workforce even more overworked with more overtime, longer days and less time with their families. 

Secondly, it’ll speed up the revolving door that UPS has been working towards for years. The company will be hiring new drivers who will be paid at half the wage of those that just exited. They’ll treat these drivers as disposable units that they'll beat the hell of for their four year progression in the hopes they’ll quit and can be replaced with new drivers at starting wages.

Let’s be real. Carol Tomé and UPS shareholders are the ones who stand to gain the most from this plan—not Teamster members. We urge you not to make a shortsighted decision that could jeopardize your retiree health coverage, pension, and financial future—while giving UPS exactly what they want: fewer Teamsters. 

5 easy ways for UPS Drivers to avoid getting terminated for dishonesty:
1. Make sure customers are signing for their packages.
2. Make sure you are accurately typing in the customer's last name.
3. Make sure you are NO LONGER using COVID methods.
4. Make sure you are scanning packages and stop completing pickups and deliveries at the customer's location.
5. Make sure you report an accident if it happens. Reporting a crash will result in a warning letter. Keeping it to yourself will result in a termination.

Local 638 members are now able to sign up for life insurance as well as supplemental short-term and long-term disability coverage through Teamsters VIP+. This coverage, which has been endorsed by the IBT, is in addition in addition to any benefits you may already have through your Teamster Contract.

Check out our Teamster VIP+ page for more information!

If you didn’t know, Local 638 holds General Membership meetings every month at the Union Hall in Minneapolis. But what exactly are these meetings, and why should you care?

It's Mandatory: First, these meetings are mandatory for the Local. The IBT Constitution states, "General membership meetings shall be held monthly," except for a possible three-month break between June and October if members decide so. This rule ensures that union officials don’t skip meetings whenever they want. Regular meetings are an essential part for building trust between union leaders and members. As President, I believe that holding these meetings is crucial for maintaining a strong, transparent relationship with all members.

It's Your Meeting: These meetings are a place to stay informed participate in discussions. The IBT Constitution states that “members in attendance at membership meetings shall have the right to express their views, arguments, or opinions upon any business properly before the meeting.” Labor unions work like democratic systems, where members have a voice and a say in what happens. If you feel left out or unable to speak up, it can feel like it’s not your union. That’s why it’s so important for us to be accessible, not just at meetings but in every way we can — whether it’s at your workplace or through other channels.
 
Your Participation Matters: Finally, your participation is crucial! To officially conduct business, we need a minimum number of members at each meeting. For Local 638, that number is 15. While we usually meet this requirement, attendance rarely goes above 60 people. Consider this: there are around 3,500 members within 40 miles of the union hall, but only a small fraction attend in person, allowing them to make important decisions for the entire local.
 
Local 638 covers a vast area — from Winona, MN, to Dickenson, ND — which is 638 miles across (no, seriously. Check it!). This makes attending meetings in person challenging, or impossible, for many members. That’s why we started streaming meetings on Zoom last year. Now, you can watch, listen, and see what’s happening from wherever you are. The response has been great, with many members attending for the first time through this online option.

The Challenge: If you’ve never attended a meeting, give it a try. If you haven’t been in a while, come back and see what’s new. If you’re a regular, bring a coworker next time. And if you can’t make it in person due to distance or scheduling conflicts, reach out to your Business Agent to get access via Zoom. The strength of our union depends on active members like you. Let’s take every chance we have to be involved and shape our future together!
 

Right now, things are a bit different for 638 members who work at UPS. The economy is slowing down and there are internal changes withing the company, which is resulting in less volume, combined with internal changes within the company, with the result being that the company is looking closely at staffing levels. Unless you have been around since 2008, it is likely that you haven’t seen any sort of significant slowdown. For those hired during the COVID boom, all you have known is excessive overtime and there never being enough staffing to get the work done.
 
We're kind of at the mercy of these changes in the economy, but there are things we can do to protect our jobs. Here are some important tips for UPS workers, especially now:
 

• Take your contractual break. Taking your full amount of break every day is important because those few minutes for each employee add up.
• Follow Established Methods: Uphold company-prescribed methods diligently. Whether it's the once-discussed 340 methods or their updated counterparts, adherence ensures consistency and shields against disciplinary actions.
• Accurate Timekeeping: Record work hours accurately and as it happens using the method you’ve been trained in. Precision in time card management, regardless of the recording system employed, is essential. Seek clarification from supervisors regarding any unique circumstances before you leave for the day.
  
• Avoid Off-the-Clock Work: Refrain from working off the clock, especially when there are layoffs. Doing so distorts staffing requirements, potentially justifying further staff reductions. Additionally, it may deprive fellow Teamsters of rightful work opportunities.
• Maintain Professional Conduct: Exercise restraint and professionalism in all work-related interactions. Avoid actions that could provide the company with grounds for termination.
• Consistent Attendance. Through both contractual and legislative actions, Local 638 Teamster members who work at UPS now have more flexibility than ever before to take time off when you are sick or if you need to attend to a loved who is ill. It is true that the union doesn’t recognize any attendance policy the company may have, but thinking about it that way kind of misses the point in a time like we are currently in. When there are layoffs as there now are, the amount of people on the schedule each week matters. If the company realizes they can get the same amount of work done with even fewer people because they have had to adjust because of a regular amount of call ins, that might just become the new baseline for the needed staffing numbers. We need to protect our work.

 
These are good habits to have at any time, but they're especially important during times like these when things are uncertain. Now is the time for Teamsters to stay united and do what’s necessary to protect our work and protect our jobs!

Your Option (sick) week has been misused if you called in sick to work and:

• You did not choose to break up your Option (sick) week into 5 individual sick days, and
• UPS borrowed either 5 or 10 hours from your Option (sick) week, and
• You recieved a check for those hours.

What to do:

• Let your supervisor and steward know right away that the company took from your Option (sick) week when they shouldn't have.
• We recommend checking the grievance template titled, "Option Day Paid in Error" on the UPS grievance page to avoid liability for the overpayment. The company will also need to replenish your Option week's hours to be available for your previously selected vacation week.