Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
The Competition
FedEx Discussions
WOW!! A Fully-Funded Pension
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="FedEx2000" data-source="post: 736742" data-attributes="member: 13621"><p>What you call "manure", I call my opinion. I am not against higher pay for hourly employees, I'm against the idea of using a Union to get it b/c of all the other things that come along with that. I also don't think hourly employees are as underpaid as some here portray, yes mid-rangers get shafted, but one can easily make $50k+ as a FT courier. I made $45k as a PT courier while going to school. Granted I basically worked FT hours, but it was my choice to do so. I was young, single, and needed the money to pay for school. I can understand the feeling that a union is the only option left to attempt to get better pay, just be careful what you ask for. I don't have any inside information, but would have to assume like many others here that there would be MAJOR changes at Express if it did happen. And I'm guessing most of them would not benefit the hourly employees, other than maybe $/hr pension issues.....but we would probably transform into an almost entirely PT workforce doing FO/P1 and P/U routes. So the hourly wage might be higher, but there would be much fewer hours to go around. PTers don't get nearly the same benefits either, at least in UPS's case from what I understand. The grass isn't always greener on the other side......Yes, there are many 3 year employees that outperform more senior employees, but unless you play a professional sport, seniority rules (in almost any job) when it comes to pay/vacation/route bidding.</p><p></p><p>As far as topping out in 10 years, not a lie. My lowest review was a 6.8, and I got multiple 7.0's. This is not the case now, mainly due to the fact that the best score you can get in Vehicle and Employee Safety is a 4.0 on your first review b/c you have to have a 24 month period of no accidents/unsafe acts to get a 7 in those categories. What does a manager have to gain by giving someone a 6.9 vs. a 7.0? I have never had to explain giving a good review score to anyone, it hasn't even come up as a topic of conversation with any of my Sr's or Directors. I guess if the mgr has a personal vendetta against someone, but that just makes them an unprofessional @ss if they can't separate the two. The ONLY category that a mgr has any input in is the Customer Service/Professionalism one which counts for 10% of the review, everything else auto-populates. Exceptions can be done, but require Sr and Director approval.</p><p></p><p>One other comment about FedEx being anti-union: I have had exactly 1 class that discussed this topic, my RVP was in the same class. The entire point of the class was to educate us on what we can and cannot say in regards to a Union and company policy on the posting of materials either in the bldg or on company property. We are not to "lie" about the Union, we can basically only state our opinion, make it clear that it is just our opinion, and state the facts. That's it. There are no big "Keep the Union out" or fire-and-brimstone speeches to us about how evil they are. I think FedEx truly feels that that with open door/GFTP/SFA/etc. that we don't need one, and that it would hinder the relationship between mgrs and their employees. Obviously their standpoint is going to differ from the hourly perspective. (not factoring pay in to this part of it)</p></blockquote><p></p>
[QUOTE="FedEx2000, post: 736742, member: 13621"] What you call "manure", I call my opinion. I am not against higher pay for hourly employees, I'm against the idea of using a Union to get it b/c of all the other things that come along with that. I also don't think hourly employees are as underpaid as some here portray, yes mid-rangers get shafted, but one can easily make $50k+ as a FT courier. I made $45k as a PT courier while going to school. Granted I basically worked FT hours, but it was my choice to do so. I was young, single, and needed the money to pay for school. I can understand the feeling that a union is the only option left to attempt to get better pay, just be careful what you ask for. I don't have any inside information, but would have to assume like many others here that there would be MAJOR changes at Express if it did happen. And I'm guessing most of them would not benefit the hourly employees, other than maybe $/hr pension issues.....but we would probably transform into an almost entirely PT workforce doing FO/P1 and P/U routes. So the hourly wage might be higher, but there would be much fewer hours to go around. PTers don't get nearly the same benefits either, at least in UPS's case from what I understand. The grass isn't always greener on the other side......Yes, there are many 3 year employees that outperform more senior employees, but unless you play a professional sport, seniority rules (in almost any job) when it comes to pay/vacation/route bidding. As far as topping out in 10 years, not a lie. My lowest review was a 6.8, and I got multiple 7.0's. This is not the case now, mainly due to the fact that the best score you can get in Vehicle and Employee Safety is a 4.0 on your first review b/c you have to have a 24 month period of no accidents/unsafe acts to get a 7 in those categories. What does a manager have to gain by giving someone a 6.9 vs. a 7.0? I have never had to explain giving a good review score to anyone, it hasn't even come up as a topic of conversation with any of my Sr's or Directors. I guess if the mgr has a personal vendetta against someone, but that just makes them an unprofessional @ss if they can't separate the two. The ONLY category that a mgr has any input in is the Customer Service/Professionalism one which counts for 10% of the review, everything else auto-populates. Exceptions can be done, but require Sr and Director approval. One other comment about FedEx being anti-union: I have had exactly 1 class that discussed this topic, my RVP was in the same class. The entire point of the class was to educate us on what we can and cannot say in regards to a Union and company policy on the posting of materials either in the bldg or on company property. We are not to "lie" about the Union, we can basically only state our opinion, make it clear that it is just our opinion, and state the facts. That's it. There are no big "Keep the Union out" or fire-and-brimstone speeches to us about how evil they are. I think FedEx truly feels that that with open door/GFTP/SFA/etc. that we don't need one, and that it would hinder the relationship between mgrs and their employees. Obviously their standpoint is going to differ from the hourly perspective. (not factoring pay in to this part of it) [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
The Competition
FedEx Discussions
WOW!! A Fully-Funded Pension
Top