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UPS Union Issues
$8.50 'till 2013? What are they thinking?
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<blockquote data-quote="Damok" data-source="post: 251035" data-attributes="member: 11945"><p>First, nothing is for sure and I would advise against forming a defined opinion until we get official word. Next, in general, I believe the starting wage is stagnant for more than one possible reason.</p><p></p><p>1) High turnover rates of new hires. Most of the turnover I see at my location (8 years there) is due to kids coming in and finding out that the work is a lot more physically demanding than they had thought it would be.</p><p></p><p>2) Some turnover, to a lesser extent than #1, is due to low pay. However, you know what your pay will be when you start... it would seem that one would make arrangements to supplement that pay somehow until you are in a position to not need a supplement. I came to UPS knowing full well what the pay was and how long it would take to improve - it just so happened that it fit my needs exactly at the time.</p><p></p><p>3) Kind of a catch 22 here - The company doesn't want to spend a ton of money of new hires when the majority don't make it but on the other side you have to look at the quality of employee you'll get, as a general rule, for $8.50 per. I understand the need to keep labor costs in check but it's hard to balance that against exorbitant managerial pay and incentive packages as well as escalating top hourly pay. I don't believe there is a dispute about the disparity in pay level at UPS. I'm not sure what the best way to address it is though.</p><p></p><p>I'm sure I'll think of more - feel free to discuss <img src="/community/styles/default/xenforo/smilies/smile.png" class="smilie" loading="lazy" alt=":)" title="Smile :)" data-shortname=":)" /></p></blockquote><p></p>
[QUOTE="Damok, post: 251035, member: 11945"] First, nothing is for sure and I would advise against forming a defined opinion until we get official word. Next, in general, I believe the starting wage is stagnant for more than one possible reason. 1) High turnover rates of new hires. Most of the turnover I see at my location (8 years there) is due to kids coming in and finding out that the work is a lot more physically demanding than they had thought it would be. 2) Some turnover, to a lesser extent than #1, is due to low pay. However, you know what your pay will be when you start... it would seem that one would make arrangements to supplement that pay somehow until you are in a position to not need a supplement. I came to UPS knowing full well what the pay was and how long it would take to improve - it just so happened that it fit my needs exactly at the time. 3) Kind of a catch 22 here - The company doesn't want to spend a ton of money of new hires when the majority don't make it but on the other side you have to look at the quality of employee you'll get, as a general rule, for $8.50 per. I understand the need to keep labor costs in check but it's hard to balance that against exorbitant managerial pay and incentive packages as well as escalating top hourly pay. I don't believe there is a dispute about the disparity in pay level at UPS. I'm not sure what the best way to address it is though. I'm sure I'll think of more - feel free to discuss :) [/QUOTE]
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$8.50 'till 2013? What are they thinking?
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