If you work for FedEx Express, you are being exploited every day. I know that the Purple Detractors will get on here and defend the company with their typical responses, but it wasn't always like this at Express. Some of us chose to make a career here, based on the former values and policies that characerized the company. Every company has a right to make a profit, but they don't have the right to exploit their workforce in the ways that FedEx does. The other day, I was talking to a FedEx Freight "driver" on a loading dock, so I asked the inevitable question. I've always received variable answers, but this guy was a manager doing a checkride. His answer? 4 years to top-out. When I told him that it takes us over 20 years, he was incredulous. "Why do you guys put up with that?", he asked. So I explained Fred's RLA advantage, of which he had no knowledge. We were both waiting on the customer, so we kept talking. Then I told him about our issue of being forced to work off the clock during breaks, and our injury policy, which basically guarantees that any injury you incur will be blamed on you, the employee. He explained what I already knew, which was that they were under the NLRA, which meant that FedEx was afraid to screw the drivers around too much, because they might just go union. On injuries, he was somewhat mum, but through code speak he was able to tell me that it isn't too much different over at Freight in that regard. By then, the customer was ready, and we both had to go, but ask yourself why we continue to put up with this crap? I don't see any legal or legislative relief coming down the road, so what do we do? You can fight back, and stay within the "rules" of the game. I suggest the following, which I practice every day, and have had great success in utilizing. * Do not falsify...ever. Take your full breaks, do not work during break, and put the onus back on them. If you have lates and Code 1's, so be it. As long as you are doing enough SPH and following policy to the letter, they've got nothing. If you want to make SPH, never do indirects, train your customers to sign immediately, or you will "have to come back later", and use good courier tactics. Don't chat, be businesslike, and just keep moving. Use good routing techniques and set your truck up properly. * Don't compromise your safety and that of others by speeding. I can't tell you how many times I've been passed doing 65 by someone doing 80 trying to get out on their route and beat the clock. If you get a major ticket, they'll write you a letter, and if you have an accident, you're one step closer to the door. Imagine how you'd feel if you hit a child rushing to make that last residential at 1029. It isn't worth it. * On injuries, that's a tough one, because no matter what, they're going to pin it on you. The latest game is to also write you up for an "unsafe act", which is further incentive to not report the injury and to work hurt, which is their end goal. Eventually, this is going to be another major lawsuit, because someone is going to pursue it. I've heard rumors that a case is already in the works, but I cannot confirm it. * Visit a lawyer, if only to get their business card. Most will be more than happy to have a quick phone conversation for you because they are always looking for new business. A big company with deep pockets usually will get their interest. Try to talk with a labor lawyer or employment lawyer, and always carry the card. The next time management threatens you or tries to nail you on some bogus charge, don't say a word. Drop the card on the desk, and don't say another word. * Don't bother with HR, GFT or Open Door. These are all pathways to Hell, because all 3 policies are ways that FedEx covers themselves legally. The exception is that if you are a minority, female, gay, lesbian,or have some other special circumstance. If you play the race card, gender or sexual preference card, chances are good that they will just drop it. Don't forget religious causes, as well. Once again, use the attorney's card. * Corporate Security. Do not talk to these people. You don't have to make a statement. Use the attorney's card and say nothing unless you are the "victim". In that case, you have nothing to lose. Again, these people aren't your friend. They are there to protect FedEx, not you. * FedEx Legal. Don't talk to them either, unless you are the "victim". Attorneys are trained to ask misleading questions that will trick you into providing incriminating informaton. They are smart, and FedEx has an army of them. These people are not your friend either. Use your own attorney, and do not speak with them. * Lawsuits. If you can bring one, by all means do it. FedEx is rapidly being overcome with suits, most of them justified. This is a company that invites legal action by their conduct, and they need to be stopped. Without a union, there isn't much else left to counter them. Most lawyers will work on a 40% contingency, meaning that if you win, they take their 40% cut, and if you don't, they get nothing. Participate in Class Actions, of which I predict there are many more coming, and not just in CA. Let them know what this company does every day to give people a reason to sue them. * Stae and Local Agencies. Report FedEx to OSHA, your local police, DOT, or whatever agency has jurisdiction over the rule or law that FedEx is breaking. FedEx is afraid of them, but local management is usually dumb enough to flaunt the law because they "know" you are too intimidated to fight back. In other words, if you do make a report, try to be as anonymous as possible, because they will retaliate against you. Be specific about the issue, but try to avoid giving a name, and explain that you will probably be terminated or harassed for reporting FedEx. Most agencies will try and protect a "whistleblower". So, Purple Ones, please review your response to what I've said carefully. This is all the truth, but you will invariably try to spin-it as another "bad attitude" employee trying to cause trouble. The problem with the truth is, that there's nothing illegal or immoral about speaking it.