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Brown Cafe UPS Forum
UPS Union Issues
Living wage for part timers
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<blockquote data-quote="cynic" data-source="post: 1196458" data-attributes="member: 48621"><p>(IMHO) Absolutley!! They're managers, not social workers, and their compensation is likely based upon a salary plus some type of variable compensation plan (VCP) based on metrics like volume, mis-sorts, labor hours, etc that determines how much their VCP is - typically paid out on a quarterly or annual basis. Managers performance review "score" from their managment is going to be based on how their "metrics" measure up to whatever (unrealistic) targets they've been given. </p><p></p><p>No where in the above (hypothetical) scenario does the hourly worker even come into the picture - other than management's goal (every company) to reduce labor costs, increase quality (no mis-sorts, etc), and the center manager wants to maximize their bonuses. Add in stock options that management at a certain level at every company are given based on meeting annual performance goals - and where does how much an hourly worker even enter a manager's mind. Employee compensation, happiness, well-being don't factor into their getting bonuses and stock options. UPS is profitable very likely those bonuses and stock options are making their wallet thick. </p><p></p><p>File grievances, line your own wallet - not your center manager's. Picture the money from the grievances you DON'T file or haven't filed going straight into the wallet of your center manager. Paint a target on the center manager's wallet - don't whine and say you're painting a target on your back.</p></blockquote><p></p>
[QUOTE="cynic, post: 1196458, member: 48621"] (IMHO) Absolutley!! They're managers, not social workers, and their compensation is likely based upon a salary plus some type of variable compensation plan (VCP) based on metrics like volume, mis-sorts, labor hours, etc that determines how much their VCP is - typically paid out on a quarterly or annual basis. Managers performance review "score" from their managment is going to be based on how their "metrics" measure up to whatever (unrealistic) targets they've been given. No where in the above (hypothetical) scenario does the hourly worker even come into the picture - other than management's goal (every company) to reduce labor costs, increase quality (no mis-sorts, etc), and the center manager wants to maximize their bonuses. Add in stock options that management at a certain level at every company are given based on meeting annual performance goals - and where does how much an hourly worker even enter a manager's mind. Employee compensation, happiness, well-being don't factor into their getting bonuses and stock options. UPS is profitable very likely those bonuses and stock options are making their wallet thick. File grievances, line your own wallet - not your center manager's. Picture the money from the grievances you DON'T file or haven't filed going straight into the wallet of your center manager. Paint a target on the center manager's wallet - don't whine and say you're painting a target on your back. [/QUOTE]
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