Greetings fellow management employees. I purposely did not use the "p" word. To continue to use the word and have fanciful discussions around the topic are simply delusional. Yesterday, all management took a 30% haircut in terms of wages for your services. No one in a small package environment contributed less effort. The vast majority of decisions, from region manager on down are limited and constrained by the few at the top. Therefore, our lack of growth, our inability to complete difficult transactions around the world, our inability to influence public officials in a similar way our primary competitor creates advantages for themselves, rest squarely on the shoulders of the Management committee and the BOD who employs them. Since the MIP redesign in 2005, instead of a share of the profits, the management, formally known as partners, have received awards purely based on the whim of the Salary Committee (whoever they are.) What will be the difference in 2013? In the domestic us, 65% of total net income, UPS competes in a two player market. The revenue growth goal is 5%. Nowhere on the planet is GDP forecasted to grow 5% certainly the domestic US will not grow at 5%. So, the next solution that will come from on high is to hold on to the rate increase. UPS has demonstrated only a slight capability to execute this strategy, and, all decisions regarding this strategy are made within 500 feet of the CEO/CFO's offices. The only other solution in the domestic us is to take premium product from from our primary competitor. That means a price war. We've never engaged in a price war, and it's not likely we will any time soon. In fact, without significant infrastructure investment (buildings), we can't even handle peak season now. So if we grew 5% this year, how much volume would get rolled in November and December? The only solutions that have been effectively managed by this company, are cost cuts - ala eliminating mgmt vacation vesting for the future year, MIP split into cash and RSU's...MIP rolled from 2011 to 2012....paying 70% for a job that was done 100%....cutting jobs that happen to be open at a particular point in time..... On and on..... UPS is a master at cutting cost. Look at page 88 of the 2011 annual report! Where will that money come from in the next couple years???? Outside of continuing to squeeze mgmt salaries through a "redesigned" QPR process, and a "redesigned MIP" the last remaining large bucket of cash to go after (without negotiations) is to "redesign" and "enhance" your pension plan. Folks, this ain't your old retired UPS friend's UPS any more. So where do we go from here? Tough question. Most UPSers are good UPSers because they are hard workers, loyal, and dedicated. To think that we're going to "dial it back" and give less than 100% will only satisfy the current anger we all feel. Yet, because of our makeup, when the next challenge calls for 110% effort, 90 some percent will meet the challenge. How about spreading hate and discontent on all the public blogs and boards (such as this one?) The reality of that strategy only tarnishes the image others outside of Brown have of those inside. That would have zero impact for positive change. What are the suggestions of this board? If we're no longer partners, can we unionize?