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WOW!! A Fully-Funded Pension
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<blockquote data-quote="FedEx2000" data-source="post: 736189" data-attributes="member: 13621"><p>Sounds like your biggest mistake was leaving and re-hiring, obviously hindsight is 20/20, and you may have had a better opportunity at the time, but unless you are gone for less than 6 months I think it is, you start back at square one as far as pay....which I don't agree with. If you have prior experience, you shouldn't have to start at bottom of range. </p><p></p><p>Can't do much about the "lies" of the 2 mgrs, that's just poor character on their part. Not sure why mgrs shouldn't get a bonus, salary pension is the same as the hourly pension....so mgrs should lose their pension AND bonus? Which by the way, mgrs have not gotten a dime in bonus pay since July 2008....2 years. So I definitely don't count on it, it's called a bonus for a reason. Not sure why mgr bonus would go away if a Union gets voted in? If anything the bonus should go up for having to deal with a Union. I don't harass and intimidate employees in to doing things, I find that asking gets much better results. For me, the Union represents a wall between me and my employees that makes our job harder to do....I don't think 2 adults should have to have a 3rd party present during every conversation. Also, I run routes and touch boxes...big no-no's for UPS supervisor's....and it's not about taking work away from hourlies, it's about getting the job done, ontime.</p><p></p><p>Mgr pay starts in the $50k range, many senior couriers make more than that. Decent, but definitely not overpaid. Hourly employees have gotten the FPP twice a year since the last mgr bonus....and it's based on what you made the previous half, so if you want to increase it, cover a PM or an open Saturday once in a while, which you may already do. At least it is in your hands to some extent. Mgr bonus is up to the Sr Mgr, they determine what % you "earned".</p><p></p><p>For the record, I don't think that it's fair to senior employees to have people top out in 3 years (for example)....don't you think that someone with 20 yrs of experience should be making more than someone with 3? I understand that you are "doing the same job", but almost every profession pays more for experience/knowledge. I would have been topped out as a courier after 10 yrs, had I stayed a courier and assuming approximately the same review scores as in the past....I don't think that is out of line. (Started in 2000)</p><p></p><p>The fast track to better pay is getting 6.8-7.0 on your review each year, especially in the year they give a bonus 1% for getting a 7. Now that the courier review is almost entirely auto-calculated, your mgr has almost no say in your score. There is only one category that your mgr enters, the rest auto populate. I've seen some employees with terrible attitudes that don't do anything extra get 6.4-6.7 b/c they rarely miss a scan and they are there everyday on time, even while they complain. In the past, your mgr had a lot of say in the review, they have taken that away, and in most cases it's for the best. So your mgr doesn't "give" you your review score, you earn it. Or don't. Beyond that there is no fast track, I suspect mostly due to that fact that some mgrs would abuse it and give their "favorite" employees unfair raises leaving the door open to lots of California lawsuits.</p><p></p><p>Mid-range employees have gotten the shaft of late, we had this discussion with our director after SFA last year, even the senior employees that are topped think it's bogus. So I know for a fact they are aware of it. From what I was told, the biggest problem is that they are trying to figure out a way to do something fairly.Who is a mid-ranger? What are the determing factors? Somebody will feel slighted no matter what they decide.</p><p></p><p>Oh, and the only person I have told to leave if they don't like it is MrFedEx.....I really think he would be happier anywhere but here.</p></blockquote><p></p>
[QUOTE="FedEx2000, post: 736189, member: 13621"] Sounds like your biggest mistake was leaving and re-hiring, obviously hindsight is 20/20, and you may have had a better opportunity at the time, but unless you are gone for less than 6 months I think it is, you start back at square one as far as pay....which I don't agree with. If you have prior experience, you shouldn't have to start at bottom of range. Can't do much about the "lies" of the 2 mgrs, that's just poor character on their part. Not sure why mgrs shouldn't get a bonus, salary pension is the same as the hourly pension....so mgrs should lose their pension AND bonus? Which by the way, mgrs have not gotten a dime in bonus pay since July 2008....2 years. So I definitely don't count on it, it's called a bonus for a reason. Not sure why mgr bonus would go away if a Union gets voted in? If anything the bonus should go up for having to deal with a Union. I don't harass and intimidate employees in to doing things, I find that asking gets much better results. For me, the Union represents a wall between me and my employees that makes our job harder to do....I don't think 2 adults should have to have a 3rd party present during every conversation. Also, I run routes and touch boxes...big no-no's for UPS supervisor's....and it's not about taking work away from hourlies, it's about getting the job done, ontime. Mgr pay starts in the $50k range, many senior couriers make more than that. Decent, but definitely not overpaid. Hourly employees have gotten the FPP twice a year since the last mgr bonus....and it's based on what you made the previous half, so if you want to increase it, cover a PM or an open Saturday once in a while, which you may already do. At least it is in your hands to some extent. Mgr bonus is up to the Sr Mgr, they determine what % you "earned". For the record, I don't think that it's fair to senior employees to have people top out in 3 years (for example)....don't you think that someone with 20 yrs of experience should be making more than someone with 3? I understand that you are "doing the same job", but almost every profession pays more for experience/knowledge. I would have been topped out as a courier after 10 yrs, had I stayed a courier and assuming approximately the same review scores as in the past....I don't think that is out of line. (Started in 2000) The fast track to better pay is getting 6.8-7.0 on your review each year, especially in the year they give a bonus 1% for getting a 7. Now that the courier review is almost entirely auto-calculated, your mgr has almost no say in your score. There is only one category that your mgr enters, the rest auto populate. I've seen some employees with terrible attitudes that don't do anything extra get 6.4-6.7 b/c they rarely miss a scan and they are there everyday on time, even while they complain. In the past, your mgr had a lot of say in the review, they have taken that away, and in most cases it's for the best. So your mgr doesn't "give" you your review score, you earn it. Or don't. Beyond that there is no fast track, I suspect mostly due to that fact that some mgrs would abuse it and give their "favorite" employees unfair raises leaving the door open to lots of California lawsuits. Mid-range employees have gotten the shaft of late, we had this discussion with our director after SFA last year, even the senior employees that are topped think it's bogus. So I know for a fact they are aware of it. From what I was told, the biggest problem is that they are trying to figure out a way to do something fairly.Who is a mid-ranger? What are the determing factors? Somebody will feel slighted no matter what they decide. Oh, and the only person I have told to leave if they don't like it is MrFedEx.....I really think he would be happier anywhere but here. [/QUOTE]
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