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Express Premium Pay Elimination - What You Need to Know
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<blockquote data-quote="Ricochet1a" data-source="post: 956060" data-attributes="member: 22880"><p>California does require split shift pay from all employers - so Calfornia employees who do a split shift this week will see just how Express handles that bit of state law (which differs from many other states). So much for Express not being able to "correctly code in variations". </p><p></p><p>Since I know there are California based employees on this board - they will be able to state next week how their split shift was handled (should any of them actually work a split shift THIS week). </p><p></p><p>Since Express employees are paid above California state minimum wage -just how pay for a split shift in California will be calculated is a bit murky. The California law is aimed at minimum wage workers coming in for a couple of hours, being let go for a few hours, then coming back in later in the day. There is a method by which higher wage employees have their split pay calculated - but the process is a bit convoluted.</p><p></p><p>Most on this board know that California requires paid breaks if someone's shift lasts beyond a certain period of time - this is in addition to any unpaid break. FedEx handles getting those in quite easily. For those who didn't know this, your California based coworkers get either 15 or 30 minutes of paid break time (depending on how long they are on the clock) - while most of you DON'T. So FedEx has NO PROBLEM handling more restrictive state labor laws regarding paid breaks - while not giving the same benefit to its employees in states not covered by such labor protection. </p><p></p><p>As far as what they will take away next - who knows. The only thing holding them back now is if the turnover rate starts to cost them more than they are saving on lowering compensation. I honestly don't see that becoming a problem for Express now or in the near term. </p><p></p><p>There has been a trend towards adding Service Assurance Agents to stations to act as quasi Assistant Managers. They are doing most of the administrative work that operations managers were tasked with - thus freeing up these managers to do more "hands on" managing. Many of these SAAs are former ops managers themselves, who have stepped down to take a position that is less stressful - but which benefits from their years of experience on the job (talked to a few myself). I think the recent potential addition of sort leaders to the stations is along the same course of action by Express - reducing the workload on ops managers. </p><p></p><p>If Express ever does start to experience high levels of turnover (I'm thinking Express is actually trying to get turnover right now, just to get rid of employees in mid progression) - the ops managers will be spending more time in interviewing, training, checkrides and auditing than they currently are doing. By having SAAs doing many of the administrative tasks and potentially sort leaders running that - the ops managers will be freed up to do these other tasks.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 956060, member: 22880"] California does require split shift pay from all employers - so Calfornia employees who do a split shift this week will see just how Express handles that bit of state law (which differs from many other states). So much for Express not being able to "correctly code in variations". Since I know there are California based employees on this board - they will be able to state next week how their split shift was handled (should any of them actually work a split shift THIS week). Since Express employees are paid above California state minimum wage -just how pay for a split shift in California will be calculated is a bit murky. The California law is aimed at minimum wage workers coming in for a couple of hours, being let go for a few hours, then coming back in later in the day. There is a method by which higher wage employees have their split pay calculated - but the process is a bit convoluted. Most on this board know that California requires paid breaks if someone's shift lasts beyond a certain period of time - this is in addition to any unpaid break. FedEx handles getting those in quite easily. For those who didn't know this, your California based coworkers get either 15 or 30 minutes of paid break time (depending on how long they are on the clock) - while most of you DON'T. So FedEx has NO PROBLEM handling more restrictive state labor laws regarding paid breaks - while not giving the same benefit to its employees in states not covered by such labor protection. As far as what they will take away next - who knows. The only thing holding them back now is if the turnover rate starts to cost them more than they are saving on lowering compensation. I honestly don't see that becoming a problem for Express now or in the near term. There has been a trend towards adding Service Assurance Agents to stations to act as quasi Assistant Managers. They are doing most of the administrative work that operations managers were tasked with - thus freeing up these managers to do more "hands on" managing. Many of these SAAs are former ops managers themselves, who have stepped down to take a position that is less stressful - but which benefits from their years of experience on the job (talked to a few myself). I think the recent potential addition of sort leaders to the stations is along the same course of action by Express - reducing the workload on ops managers. If Express ever does start to experience high levels of turnover (I'm thinking Express is actually trying to get turnover right now, just to get rid of employees in mid progression) - the ops managers will be spending more time in interviewing, training, checkrides and auditing than they currently are doing. By having SAAs doing many of the administrative tasks and potentially sort leaders running that - the ops managers will be freed up to do these other tasks. [/QUOTE]
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