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Pay Raises are now Official
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<blockquote data-quote="Ricochet1a" data-source="post: 925185" data-attributes="member: 22880"><p>From conversations with Couriers from my former workplace, most of the part-timers are looking to get out ASAP. The only thing that is keeping them is the combination of the health insurance and the $3000/yr tuition benefit. If either of those were to be touched for the part-timers, there would be a mass exodus in short order. I haven't heard of any talk of removing those - Express knows it would be in trouble if it did. </p><p></p><p>The more and more I talk to people, the move FedEx performed does appear to be an attempt to ward off union organizing. Those that are getting either the 5 or 6% do seem to have the mindset of "at least I got mine" (that is what I'm hearing). Fred has always placed his money to where it has gotten him the best results, and it appears that right now, giving a bit of extra coin to those in the top half of pay progression is what he thinks will get him the best of results. </p><p></p><p>The amazing thing, is that the scheme is really a slap in the face to everyone that has less than 12 years or so (below half way point in pay progression). Since the top of each pay scale is moving up by 3% - this is a tacit admission that 3% is really a cost of living adjustment. So giving everyone on the bottom half just a cost of living adjustment and not a real increase in compensation (after all the past 3 years) - is a true slap in the face.</p><p></p><p></p><p>For those that hired in after March 2007 (almost 5 years ago), they have steadily lost real compensation compared to the date they hired. Their 2008 raise would've been hindered by not having enough time required to max out the safety score on the old review (first year reviews were typically in the 5 range - which yielded a 3-4% pay raise). 2009 and 2010 were a disaster for employees. 2011 saw about a 2% raise (I was out by this time), and now 3% for those who were hired after 2000 (it is how it works out). A complete disaster for those who due to their low seniority - are stuck with the worst routes and doing the hardest part of each stations' work. </p><p></p><p>The other thing is that there is no longer any sort of precedent for how pay progression will work in the future. Did anyone know prior to this weekend how the system was going to work (outside the handful in Memphis)? Will this same system be used next year? (Who knows..) There is no predictability for an employee to be able to seriously look at a career and have confidence that they'll be making a certain amount at a certain date in the future. </p><p></p><p></p><p>The real answer is that there is no longer any career prospects for wage employees at Express (or for any employees for that fact). The corporation will hand out what it thinks it can get away with (even if that means no raise), and employees have NO WAY of knowing what sort of increase in compensation to expect - or how much the cost of their benefits will increase and copayments along with the premium increases. The "take aways" are getting to be ritual at Express now. </p><p></p><p>Again, get the heck out. Most of the people that I knew who were in when I hired have already left - and the last few are either holding out for retirement, or looking desperately to get out. FedEx made its intentions known when it organized Ground in the manner which it did (maximum productivity for minimal compensation). Express is slowly on the track to match that. </p><p></p><p>I remember when "goal" was supposed to be an average of day's work - some days above goal, some below, but the running average over a period of time was supposed to hit 100%. From what I'm hearing now - every day is supposed to be over 100% (a statistical impossibility). This means that goals aren't true statistical measures of productivity, but rather arbitrary standards to be met everyday - fail to meet your standard and the OLCCs will fly followed by Warning Letters. </p><p></p><p>There will always be someone willing to come in and work their tail off for $15-17 and hour and jump whenever FedEx management has the desire to see some jumping. I do think that Express is slowing increasing the heat on that proverbial frog in the kettle of water, not so fast as to cause an outbreak of union activity, but just enough to let the older workforce gradually leave, while having a high turnover among the workforce with less than 10 years in. </p><p></p><p>The trend Express has shown is a slow, deliberate progression of transforming Express into something that looks like their true vision - what Ground is today. Those that were in during the old Federal Express as opposed to the current FedEx know how much of a transformation has occurred in the past 12 years. The trend is going to continue.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 925185, member: 22880"] From conversations with Couriers from my former workplace, most of the part-timers are looking to get out ASAP. The only thing that is keeping them is the combination of the health insurance and the $3000/yr tuition benefit. If either of those were to be touched for the part-timers, there would be a mass exodus in short order. I haven't heard of any talk of removing those - Express knows it would be in trouble if it did. The more and more I talk to people, the move FedEx performed does appear to be an attempt to ward off union organizing. Those that are getting either the 5 or 6% do seem to have the mindset of "at least I got mine" (that is what I'm hearing). Fred has always placed his money to where it has gotten him the best results, and it appears that right now, giving a bit of extra coin to those in the top half of pay progression is what he thinks will get him the best of results. The amazing thing, is that the scheme is really a slap in the face to everyone that has less than 12 years or so (below half way point in pay progression). Since the top of each pay scale is moving up by 3% - this is a tacit admission that 3% is really a cost of living adjustment. So giving everyone on the bottom half just a cost of living adjustment and not a real increase in compensation (after all the past 3 years) - is a true slap in the face. For those that hired in after March 2007 (almost 5 years ago), they have steadily lost real compensation compared to the date they hired. Their 2008 raise would've been hindered by not having enough time required to max out the safety score on the old review (first year reviews were typically in the 5 range - which yielded a 3-4% pay raise). 2009 and 2010 were a disaster for employees. 2011 saw about a 2% raise (I was out by this time), and now 3% for those who were hired after 2000 (it is how it works out). A complete disaster for those who due to their low seniority - are stuck with the worst routes and doing the hardest part of each stations' work. The other thing is that there is no longer any sort of precedent for how pay progression will work in the future. Did anyone know prior to this weekend how the system was going to work (outside the handful in Memphis)? Will this same system be used next year? (Who knows..) There is no predictability for an employee to be able to seriously look at a career and have confidence that they'll be making a certain amount at a certain date in the future. The real answer is that there is no longer any career prospects for wage employees at Express (or for any employees for that fact). The corporation will hand out what it thinks it can get away with (even if that means no raise), and employees have NO WAY of knowing what sort of increase in compensation to expect - or how much the cost of their benefits will increase and copayments along with the premium increases. The "take aways" are getting to be ritual at Express now. Again, get the heck out. Most of the people that I knew who were in when I hired have already left - and the last few are either holding out for retirement, or looking desperately to get out. FedEx made its intentions known when it organized Ground in the manner which it did (maximum productivity for minimal compensation). Express is slowly on the track to match that. I remember when "goal" was supposed to be an average of day's work - some days above goal, some below, but the running average over a period of time was supposed to hit 100%. From what I'm hearing now - every day is supposed to be over 100% (a statistical impossibility). This means that goals aren't true statistical measures of productivity, but rather arbitrary standards to be met everyday - fail to meet your standard and the OLCCs will fly followed by Warning Letters. There will always be someone willing to come in and work their tail off for $15-17 and hour and jump whenever FedEx management has the desire to see some jumping. I do think that Express is slowing increasing the heat on that proverbial frog in the kettle of water, not so fast as to cause an outbreak of union activity, but just enough to let the older workforce gradually leave, while having a high turnover among the workforce with less than 10 years in. The trend Express has shown is a slow, deliberate progression of transforming Express into something that looks like their true vision - what Ground is today. Those that were in during the old Federal Express as opposed to the current FedEx know how much of a transformation has occurred in the past 12 years. The trend is going to continue. [/QUOTE]
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