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Antiwork

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It’s time to set the record straight. What do you really get working part-time with UPS?
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I’m not signing up so I can’t read the replies but apparently the company has been getting torched in the replies. Mostly because the union put this on their socials and said “yeah, tell them the truth.”
 
One of the other big hospitals in Boston is going live on Epic and is investing heavily into it. They're doing so kind of stupidly, though. Normally you need X staff for maintenance, and X+Y for the implementation. The typical move is to upstaff with temps, contract hires and consultants for that implementation and then reduce down to your baseline FTE staff. But this hospital is spending obscene money and using exclusively FTEs. Meaning, they're attracting Epic analysts from all over (we've lost almost half a dozen to them) via outlandishly high pay, but in a year's time or so, they're going to cut staff by 1/2 to 2/3 because you simply don't need that kind of workforce.

So a big part of me is cheering the folks moving over there on. Go get yours! But do it with open eyes that it's almost certainly going to end with a major layoff 3-4 months after the Epic go-live.


My company is competitive but on the medium/medium-low end, and this other company is simply spending more than anyone can compete with.
 
Just got the conference call dial in from the head of our team to discuss all the changes. A friend who works in another department that used to be part of my department just IMd me while her team's meeting was going on right now and she told me that they were all moving back to our department. I was like I know nothing! Our meeting is at noon!" But I like getting the dirt before the rest of my team.
 
Swansong said:
Oh this isn't my company, it's another one in Boston. We're just trying to figure out how to compete when we can't come remotely close to that kind of salary.
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Epics iron fist control of access/training/certification doesn’t help either. There are some vendors with epic resources at cheaper price points but they have some drawbacks
 
Deutsche Gopher Fan said:
Epics iron fist control of access/training/certification doesn’t help either. There are some vendors with epic resources at cheaper price points but they have some drawbacks
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I very much agree there. I'm also trying to re-certify for one application and for two "badges" (mini-certs) and it's just super frustrating. I've been a manager for a few years now so I'm no longer elbow-deep in the work and it's tough to remember things that I used to just know.


I've used other EHRs to a much, much lesser extent. Athena is decent for ambulatory care, but ECW kinda meh. Cerner stinks. The rest just aren't remotely close to being at the same level as Epic. There's literally nothing else that's truly enterprise-wide. Meditech is trying to get their ambulatory application going but they aren't investing enough into it and, not for nothing, but when Epic is used by north of 50% of all hospital systems in the country (not individual hospitals, but entire systems), they're fighting over scraps to begin with.

For better or for worse, it's Epic or a hodgepodge of smaller systems and the nightmare of keeping them interfaced.
 
Swansong said:
One of the other big hospitals in Boston is going live on Epic and is investing heavily into it. They're doing so kind of stupidly, though. Normally you need X staff for maintenance, and X+Y for the implementation. The typical move is to upstaff with temps, contract hires and consultants for that implementation and then reduce down to your baseline FTE staff. But this hospital is spending obscene money and using exclusively FTEs. Meaning, they're attracting Epic analysts from all over (we've lost almost half a dozen to them) via outlandishly high pay, but in a year's time or so, they're going to cut staff by 1/2 to 2/3 because you simply don't need that kind of workforce.

So a big part of me is cheering the folks moving over there on. Go get yours! But do it with open eyes that it's almost certainly going to end with a major layoff 3-4 months after the Epic go-live.

My company is competitive but on the medium/medium-low end, and this other company is simply spending more than anyone can compete with.
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It's similar with ServiceNow. Demand is high and supply of knowledgeable resources is still low, especially in niche areas of the platform. That said, the highest salaries for most roles are in the partner consulting space, and most customers have resigned to either paying for a full blown consulting engagement, paying a partner firm a fixed rate for a bucket of X hours per month for off/near-shore support, or hiring independent 1099 contractors. Over the last 2-3 years I have seen a lot of "partner poaching" of top talent - mainly from each other, but sometimes even from customers. I have received countless inquiries from recruiters for other partners, as well as independent contract gigs. I can say with 99% certainty that my firm pays BAs and BPCs 20-30% more than any other SN partner.

The poaching has finally slowed down in the last 6 months or so, but it's still happening. I tell less experienced BPCs that they should learn how to make good platform and product roadmaps for clients and how to consult on process automation - AI, RPA, orchestration, web service integrations, etc., and within the context of specific industry verticals - to remain employed in this space in the coming years.
 
OK, just had the meeting. My specific team within our team has changed a little. We got a new person. But when I saw the org chart, it wasn't 100% clear to me if I was still reporting to my manager. I believe I am. But now we have two teams within a team and for the life of me, I can't understand what I'll be doing. It may not really be any different than anything else I'm doing but a lot of the things I take care don't seem to fit in this new team I'm on. I have a 1x1 with my manager at 3:00, will get clarification at that time I'm sure. But, no additional downgrade, so that's good.
 
Well the corporate class propaganda is already out against the Teamsters and our possible UPS strike. The “Job Creators Network” has launched a campaign saying Teamsters President “Cryin O’Brien” is going to tank the economy over “greedy” demands.

If “Job Creators Network” sounds familiar that would be because they’re the people that funded the lawsuit against the student loan forgiveness program.

Also, JCN was founded by Home Depot co-founder and former CEO Bernie Marcus. On an unrelated note, UPS CEO Carol Tome is a former CFO and VP at Home Depot.
 
Two weeks out from a strike and the only movement has been the company announcing that they’re training management in package operations and the company posting a ton of job listings.

The company is employing every classic “break the union” strategy so blatantly that the union called them out in the latest webinar they did.
 
dxmnkd316 said:
LMAO.

I give it two weeks before the HR regional manager drives a truck into a warehouse wall.
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Or dies because the back of the truck is at 130 degrees and they passed out.

Sadly, most of them won’t be driving a brown truck. Most will be a PVD or Personal Vehicle Driver, basically an Uber driver but for your boxes. You deliver and UPS pays you a wage but doesn’t pay for your fuel or insurance. It’s an idea our new CEO implemented last year during the holidays. It’s another step on the “corporate America tries to turn everything into gig work” ladder.
 
Jimjamesak said:
Or dies because the back of the truck is at 130 degrees and they passed out.

Sadly, most of them won’t be driving a brown truck. Most will be a PVD or Personal Vehicle Driver, basically an Uber driver but for your boxes. You deliver and UPS pays you a wage but doesn’t pay for your fuel or insurance. It’s an idea our new CEO implemented last year during the holidays. It’s another step on the “corporate America tries to turn everything into gig work” ladder.
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Anything to deny you benefits.
 
Kepler said:
One of the more fun results of my old job is I am likely the sole member of my college graduating class to have held an OSHA Forklist Certification. I defy any exec to operate a fork for one shift without a serious accident. It's the equivalent of driving stick backwards in heels.
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My favorite response to the “anyone can do your job” comments by managers: “Then why do you have so much trouble finding someone to stay more than a week?”

It never fails when it rains or snows or dips below 20 degrees that some newbie “goes to the bathroom” and never returns.
 
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