Since the topic of what one believes to be a fair and equitable compensation package should be, I'll throw up what I think for the record.
#1 The market levels under a contract would be dumped. From what I see of the existing Market Level scheme, I think Market Level friend ($16.66-$25.25, Courier craft) would be a starting point. Express would be allowed to offer bonus over and above the rate specified in the contract in locations where they believe the increased compensation would assist in maintaining a reasonably low turnover rate of employees.
#2 Topout would be based on continuous service (with some modifications), with Full Time employees topping out in 72 months (6 years), Part Time employees topping out in 108 months (9 Years). Full time employees should top out faster, since they work more hours and therefore build skills faster. Part time employees transitioning to Full time would have their time credited at the rate of 3 months of part-time service equaling 2 months of Full-time service for the purposes of determining pay.
#3 Pay increases would be done at regular 6 month intervals.
#4 The chart for the Courier craft would look something like this
Months Service....Full Time.......... Part-Time
0 .......................$16.66........ ....$16.66
6....................... $17.38.............$17.14
12..................... $18.09........ ....$17.61
18..................... $18.81........ ...$18.09
24..................... $19.52........ ...$18.57
30..................... $20.24........... $19.05
36..................... $20.96........ ...$19.52
42..................... $21.67........... $20.00
48..................... $22.39........... $20.48
54..................... $23.10........... $20.96
60.................... $23.82............ $21.43
66.................... $24.53............ $21.91
72.................... $25.25 (Topout) $22.39
78.................... Topout............ $22.86
84 ...........................................$23.34
90......................................... .$23.82
96......................................... $24.30
102........................................ $24.77
108....................................... $25.25 (Topout)
#5 Transfers would still be allowed, but the transferring employee would have their pay rate based off continuous service MINUS 24 months (they'd go back to a rate 4 "levels" lower than they currently hold). This is to reflect the loss of productivity compared to when they were at their previous location. The absolute minumum pay would be for zero months of service.
#6 A fixed ratio of full time to part time employees would be established as part of the contract. Off the top of my head, no more than 1 part-time position in a covered craft would be permitted for every 2 full-time positions. This would be applied on a national level (some stations that had near all full-time employees could be used to justify a higher ratio of part-timers at other locations) - as long as the national ratio is no more than 1 part-timer for every 2 full-timer.
This is done to prevent Express from converting full-time positions into part-time positions and eliminating career jobs.
#7 Part time employees would be compensated at 1.5x pay for any hours worked over 6 hours in a day, 2x pay for any hours worked over 9. Full time employees would be at the current model of 1.5x pay for hours over 8 in a day, 2x over 12 in a day (assuming 5 day/week shift). This is done to protect the part-time employees from being worked full time hours (unless Express wants to pay).
#8 Pension would be determined by a contribution by Express of 13% of an employee's gross pay, up to a maximum of 45 hours of pay (base rate). The base hourly rate would be multiplied by number of hours worked in a week (maximum of 45 used in this calculation), then multiplied by 13%. This sum would be deposited with a third party pension plan (monies not held by FedEx), invested in a manner the employee wishes (according to investment options offered by the third party plan).
#9 Pay rates would be determined based off existing continuous service (a full timer with 60 months of service would be paid at the $23.82 rate specified above), NOT starting with zero months from the moment the rate schedule is agreed to.
I could go on to health insurance and work rules - but I think the above gets my point across. I believe that the above is fair, equitable and obtainable in a contract should a union be certified. Those currently in market levels H, J and L would seem to be "left out", but FedEx would be permitted to pay a bonus, incentive (whatever they want to call it) to locations where they feel they need to offer the additional compensation to keep a stable workforce.