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<blockquote data-quote="Ricochet1a" data-source="post: 724631" data-attributes="member: 22880"><p>You need to get ahold of the financial statements for FedEx Corporation and do some research on your own. By raising rates 2% across the board in Express, cutting targeted salaried positions and extending the lifecycle of equipment and being more careful in the purchase of technology (all those labeling guns for ROADS are going to be replaced after only a year...) enough cash can be set aside to fund an increase in compensation levels for wage employees. It won't bring Express up to UPS levels by any stretch - there would still be about a 10-15% gap between Express and UPS AFTERWARDS... </p><p> </p><p>FedEx has already maintained a barebones approach to its field management staffing levels. There is nothing left there to be cut. FedEx last year already did a culling out of excess management staff - I haven't been able to get ahold of accurate numbers of how many were given walking papers and severance packages but the cuts numbered at least a couple of hundred if not more. Do some research as to the salaries that field management receives and then divide that by the hours per year they put in - many are getting paid less than topped out Couriers calculated on an hourly basis. Not defending them, but they realize that they got the short end of the stick too. It is the staff in Memphis and the regional HQs that is still bloated and overcompensated. </p><p> </p><p>All of this is what a collective bargaining team would look at BEFORE entering negotiations with Express. You are falling into the trap of assuming that the current business model of Express is the only option available to Express. There are other methods available for operating a company, UPS does it quite well. </p><p> </p><p>What collective bargaining does is allow employees to have their wages determined NOT by the scarcity of labor availability to set equilibrum wage rates, but rather to act COLLECTIVELY to have wages determined on the basis of value added to the employer for that labor being performed. There is a significant gap in those two methods of determining what a wage should be, unions exist to get their members' wages set on the basis of value added, not labor scarcity.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 724631, member: 22880"] You need to get ahold of the financial statements for FedEx Corporation and do some research on your own. By raising rates 2% across the board in Express, cutting targeted salaried positions and extending the lifecycle of equipment and being more careful in the purchase of technology (all those labeling guns for ROADS are going to be replaced after only a year...) enough cash can be set aside to fund an increase in compensation levels for wage employees. It won't bring Express up to UPS levels by any stretch - there would still be about a 10-15% gap between Express and UPS AFTERWARDS... FedEx has already maintained a barebones approach to its field management staffing levels. There is nothing left there to be cut. FedEx last year already did a culling out of excess management staff - I haven't been able to get ahold of accurate numbers of how many were given walking papers and severance packages but the cuts numbered at least a couple of hundred if not more. Do some research as to the salaries that field management receives and then divide that by the hours per year they put in - many are getting paid less than topped out Couriers calculated on an hourly basis. Not defending them, but they realize that they got the short end of the stick too. It is the staff in Memphis and the regional HQs that is still bloated and overcompensated. All of this is what a collective bargaining team would look at BEFORE entering negotiations with Express. You are falling into the trap of assuming that the current business model of Express is the only option available to Express. There are other methods available for operating a company, UPS does it quite well. What collective bargaining does is allow employees to have their wages determined NOT by the scarcity of labor availability to set equilibrum wage rates, but rather to act COLLECTIVELY to have wages determined on the basis of value added to the employer for that labor being performed. There is a significant gap in those two methods of determining what a wage should be, unions exist to get their members' wages set on the basis of value added, not labor scarcity. [/QUOTE]
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