tabletwoblues
Well-known member
Honestly don’t wanna know how much it will be I really hope this levels it out a bit. Thats two brand new route vehicles so far.
What does this new contract mean for RCA's?
- Thread starter lbpd16
- Start date
Fat chance you'll get there! You have bean counter in your genes. My relationship with the PO is strictly financial, so same here.
Whatever this chart turns out to be is better than nada. Until the tables meet your best ways to close the gap are probably a combination of having a route with consistently higher evaluation, R3 while OT, and my fav - a low milelage, CBU centric, POV route for pocketing EMA.
DB.Cooper
Well-known member
Once you start crunching the numbers, and then multiplying by the years... it soon turns in to REAL $$$ money... but many are still clueless... and those are the ones the NRLCA & USPS usually count on...
tabletwoblues
Well-known member
Yeah the saving grace is I became a regular at 22. So I’ll be maxed for quite a while.Once you start crunching the numbers, and then multiplying by the years... it soon turns in to REAL $$$ money... but many are still clueless... and those are the ones the NRLCA & USPS usually count on...
If you are an RCA about to go regular soon I think the contract is a 3/10. We finally get family health insurance, a small raise and after like 12 years as a regular we can get off table 2.
For new RCA's or ones thinking about applying for the job I don't really think it does much to keep them on. The pay raises are pretty small and probably don't even keep up with inflation. We still have no paid sick days / holidays or holiday pay. Telling a new RCA that after being an RCA for 8-10 years and then Regular for 12 they can finally make as much as most of the current regulars isn't going to make them that excited for the job.
Also we haven't seen the official wording yet but I am sure some districts will use the language to try and force RCA's to travel to other offices. That alone is a huge negative for me.
For new RCA's or ones thinking about applying for the job I don't really think it does much to keep them on. The pay raises are pretty small and probably don't even keep up with inflation. We still have no paid sick days / holidays or holiday pay. Telling a new RCA that after being an RCA for 8-10 years and then Regular for 12 they can finally make as much as most of the current regulars isn't going to make them that excited for the job.
Also we haven't seen the official wording yet but I am sure some districts will use the language to try and force RCA's to travel to other offices. That alone is a huge negative for me.
just the difference between RCAs can be pretty disgusting.
Currently table four is at $17.78, table three at $22.36
Before the two tier split, RCAs were seeing $17.78 all the way back in 2006. 13 years behind! Bear in mind that those RCAs got cola increases during that time....
So now... ok, new contract, table threes LOSE COLA. Now both of us get a 1% yearly increase instead. So let’s see... first increase plus the 1%.....
$17.78*1.013=$18.01. $18.01*1.01=$18.19
$22.36*1.013=$22.55. $22.55*1.01=$22.77
Ok so now table fours almost made it up to the 2008 rate (18.24).... both of us will likely see a slowing of our future increases due to the loss of COLA.... so table fours are only $4.58 behind.... or greater than 11 years behind.... just pick which way you wanna see it.
If you look at the $4.58 as a standard workyear difference....
$4.58*2080=$9526.40
So.... every year I’m another $9500 behind, just because of my hire date
Currently table four is at $17.78, table three at $22.36
Before the two tier split, RCAs were seeing $17.78 all the way back in 2006. 13 years behind! Bear in mind that those RCAs got cola increases during that time....
So now... ok, new contract, table threes LOSE COLA. Now both of us get a 1% yearly increase instead. So let’s see... first increase plus the 1%.....
$17.78*1.013=$18.01. $18.01*1.01=$18.19
$22.36*1.013=$22.55. $22.55*1.01=$22.77
Ok so now table fours almost made it up to the 2008 rate (18.24).... both of us will likely see a slowing of our future increases due to the loss of COLA.... so table fours are only $4.58 behind.... or greater than 11 years behind.... just pick which way you wanna see it.
If you look at the $4.58 as a standard workyear difference....
$4.58*2080=$9526.40
So.... every year I’m another $9500 behind, just because of my hire date
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If you look at the old union mags... you’ll find the general increases they got us are actually pretty standard... from some views it would be viewed as pretty decent..... IF you ignore the bomb that dropped the rates so dramatically with table four.
I don’t know if health insurance will help retention or not... if your in a small office... the limited hours you get likely qualifies you for state health programs... which, at least in my state... are better insurance.... UPS has us beat so badly in this regard it’s a joke... someone I know who works at ups part time has a prescription which costs $23,000 yearly...a technically optional prescription btw.... and they pay for it!
I too am nervous about the language related to using rcas in other offices... there’s a reason some of these offices are so sub short... it’s not just the pay inequality, insurance, etc.... it’s management... the offices that cannot get anyone are very likely to be the roughest to work for... and now they will be free to have the attitude that they own us... the subs in other offices...
wamailmom
Well-known member
RCAs are eligible for health insurance at reasonable rates (currently $60 per pay period) for SELF ONLY. If they wish to cover self+one or family, they are going to pay an arm and a leg for it. With the proposed contract, they would have much more affordable options (with USPS paying 65% of the premium in their first year, starting on day 1, and 75% after their first year) for self + one and family coverage options. This is much more in line with the rates city carriers pay.
DB.Cooper
Well-known member
I was reading somewhere that some of the NALC peeps crunched the numbers and even tho their Table 2 equalized with the Table 1 at about 12 and half years... they calculated that they still had lost almost $100K over those 12 and a half years... so that's a few cheeseburgers... not sure exactly what all they calculated, but, just sayin'... would be much worse for a rural when the Tables were NEVER coming together... especially for somebody like you that may likely have an eternity left in this $#!+ hole... not to sound negative or anything... ?
DB.Cooper
Well-known member
Start multiplying by the years, and pretty soon that adds up to real $$$ money...
Every 10 years is about $100K... so over a 30 year career... maybe $300K... think of what that could have grown to in 30 years if invested wisely... just sayin'... ?
Some way to run a business. To stem the bleeding, HTH do you implement austerity measures on the employees that actually contribute to the bottom line, yet leave managers and support staff unscathed?
Next step is to complete more for less through digital micro-management. Eventually, all that will be left is to start eating their own. Local management's turn will be coming.
Next step is to complete more for less through digital micro-management. Eventually, all that will be left is to start eating their own. Local management's turn will be coming.
I always think about the teleconferences..... ok so let’s have all the PMs, supervisors and POOM have an hour long chat on the phone..... did anyone do a cost/benefit on that??? With all their salaries..... just think what the little powwow is costing per hour....
Same with the little chats about missed express mail.... did they ever stop and think that the time that they spend berating the PM and carrier actually costs more than missing the express?
Same with the little chats about missed express mail.... did they ever stop and think that the time that they spend berating the PM and carrier actually costs more than missing the express?
DB.Cooper
Well-known member
But they do important $#!+ there... like sharing the recipe of the week...
All - As a refresher regarding health benefits, the June 2017 issue of the national magazine had an article: "Knowing Your Benefits".
-- If no one in the office kept that issue, it should be available under the "archive" section of 'magazine" at the NRCLA web site.
-- The March 2016 issue had an article" Making the Most of Your Benefits.
-- If no one in the office kept that issue, it should be available under the "archive" section of 'magazine" at the NRCLA web site.
-- The March 2016 issue had an article" Making the Most of Your Benefits.
FrozenToes
Well-known member
I made a spreadsheet you can mess around with. People can check my formulas/reasoning. Nothing is locked. Careful what you change. You can use it when/if the new Table 2 is released. Second tab on bottom is City carrier's.
Used 40K. City carriers can make OT also. ( Penalty?)
The tables have to have the same number of total weeks for comparing.
Sandygirl
Well-known member
You negative????? NEVER lol
FrozenToes
Well-known member
I posted a spreadsheet above.
Table 1 40 K carrier makes $666,321 to get to top step ( 644 weeks)
Table 2 40 K carriers makes $583,494 through the same time frame ( Table 2 takes less time to max out. So have to add 20 weeks at top rate to reach 644 weeks.)
City Carrier Table 1 makes $731,040 to get to top step. ( 644 weeks)
City Carrier Table 2 makes $633,202 to get to top step. ( 644 weeks)
DB.Cooper
Well-known member
Well... then that bears out that the city-side peeps do lose about $100K in the 12.4 years it takes them to reach their top step and achieve parity with Table 1...
I suppose there might be other factors at play as well... things like TSP contribution amounts and matching and so forth... hard to factor in everything tho...
I think NALC Tables 1 & 2, as well as NRLCA Table 1 all take 12.4 years to hit the top step... It would seem reasonable that is the length they would set NRLCA Table 2 to as well... I mean, isn't the purpose of this drill to make NRLCA Table 2 more similar to the other pay tables??? Will be interesting to see how it shakes out...
I think it's nuts that this info already exists, but the NRLCA wants to play "we got a secret" stupid @$$ games... why not share this info with the people who pay their salaries??? Why not give the info to the peeps who's livelihoods depend on this info??? Why treat peeps like mushrooms... keeping them in the dark and feeding them $#!+...
I'm guessing the pay gap for NRLCA widens between Tables 1 & 2 for each additional hour of route evaluation... especially in light of all hours above 40 are paid at the OT rate... so if someone were on a 46 hour route for the entire period, they may lose even more than their city-side counterparts... just a guess... I haven't checked out your spreadsheet yet, so I don't know if you covered higher route evals, or just the 40 hour route example you referenced above...
But all info is good info (at least in theory)... funny that 2 Table 1 peeps are spending so much time discussing this tho....
*** Btw... in your example above, for a 40 hour route... NRLCA Table 1 isn't making much more than a NALC Table 2 peep... WTH??? ?
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FrozenToes
Well-known member
I used a 40K because the city carrier's pay is based on 40 hours. Isn't it?Well... then that bears out that the city-side peeps do lose about $100K in the 12.4 years it takes them to reach their top step and achieve parity with Table 1...
I suppose there might be other factors at play as well... things like TSP contribution amounts and matching and so forth... hard to factor in everything tho...
I think NALC Tables 1 & 2, as well as NRLCA Table 1 all take 12.4 years to hit the top step... It would seem reasonable that is the length they would set NRLCA Table 2 to as well... I mean, isn't the purpose of this drill to make NRLCA Table 2 more similar to the other pay tables??? Will be interesting to see how it shakes out...
I think it's nuts that this info already exists, but the NRLCA wants to play "we got a secret" stupid @$$ games... why not share this info with the people who pay their salaries??? Why not give the info to the peeps who's livelihoods depend on this info??? Why treat peeps like mushrooms... keeping them in the dark and feeding them $#!+...
I'm guessing the pay gap for NRLCA widens between Tables 1 & 2 for each additional hour of route evaluation... especially in light of all hours above 40 are paid at the OT rate... so if someone were on a 46 hour route for the entire period, they may lose even more than their city-side counterparts... just a guess... I haven't checked out your spreadsheet yet, so I don't know if you covered higher route evals, or just the 40 hour route example you referenced above...
But all info is good info (at least in theory)... funny that 2 Table 1 peeps are spending so much time discussing this tho....
*** Btw... in your example above, for a 40 hour route... NRLCA Table 1 isn't making much more than a NALC Table 2 peep... WTH??? ?
Overtime will increase the difference for both rurals and city. City has overtime( 1.5x) and penalty overtime(2x)?
City- You can check the hourly rates. It can be quite a difference.
Rural- Table 1 46K= $812,421 : Table 2 46k= $ 714,756
I used the latest pay tables.
The city's includes the July 2018 COLA of $645. To add to rurals: (645/52) x 644= $7988
The city's included an upgrade in November 2018 of 2.1%. To add to rurals multiply total earnings by 1.3% ( proposed)? If that is correct. Table 1 40K=(666,321+7988)x 1.013=$683,075
Table 2 40K=(583,494+7988)x 1.013=$599,171
DB.Cooper
Well-known member
Wow... so it can cost a rural around or over $100K as well...
Were I a Table 2er... I think I'd be pi$$ed if they set the overall length of the new Table 2 to anything longer than 12.4 years... I mean, NALC Table 2 is 12.4 years... NRLCA & NALC Tables 1 are both 12.4 years... so if they set it to anything longer, then they've just screwed them again, in an exercise that was supposed to help make them closer to everybody else... why make them further away??? Just sayin'... Again, it'll be interesting to see what shakes out when they finally quit playin' "we got a secret" with peoples' pay and livelihoods...
