kronikakuma8
New Member
who should i talk to and should i give them couple weeks notice
How to quit my job at Fedex Ground
- Thread starter kronikakuma8
- Start date
After you leave your station, drive to the other side of town, farthur is better. Have a friend pick you up, leave your id, shirt, gas card ( if you have one) power pad in the truck, leave the keys in the cup holder lock the drivers door leave the passenger door open,
send dispatch a message, truck in parked on xyz road in abc town, I quit. Thats it
send dispatch a message, truck in parked on xyz road in abc town, I quit. Thats it
Schlepper
Active Member
I just did this. Gave two weeks to the contractor, didn't worry about telling anyone else. Within two days he had a trainee riding with me to get a feel for the route. It's the contractor's responsibility, so no worries about telling station management, they'll figure it out.
Your drivers have no respect for you, do they?
MaineGroundDriver
Well-Known Member
Wow, I would never quit without giving notice and I would NEVER quit via txt and/or no show .. that's just ignorant, sackless and other various terms used to describe an idiot ..
I guess not but the feeling is mutual. It's all about money right? One guy quits its easy to find another.
The employees are just seen as replaceable resources. Do you honestly believe that the top level executives have any real respect for the workers of ground or home delivery ? They may recite all this touchy freely bs on shows like cnbc but its all bs
I will tell you one thing. The senior manager and p&d managers have no respect for me and would pull my contract in a ny.minute given the chance
Cactus
Just telling it like it is
Yeah but would the managing director even care?
I mean if it's anything like upper Express management they're much more likely to side with station management.
HomeDelivery
Well-Known Member
it depends on the contractor; if he treated you like crap, return the favor
if, however, he valued your service, go ahead and do the right thing & train your replacement about your route.
at HD, though, you can be replaced just like that~ (snaps fingers) w/ someone else to do the route w/ less stops at first so the replacement won't be overwhelmed... then gauge the replacement's load capacity & give him more stops if he is a runner-gunner. & vice versa if he's a method-worker
some said my recent raise was kinda high & i told that contractor if i cost to much to keep him from his profits, to find another driver that'll take less pay-per-stop or salary day... dunno the specifics, but i know i'm still not making enough for this type of job.
if, however, he valued your service, go ahead and do the right thing & train your replacement about your route.
at HD, though, you can be replaced just like that~ (snaps fingers) w/ someone else to do the route w/ less stops at first so the replacement won't be overwhelmed... then gauge the replacement's load capacity & give him more stops if he is a runner-gunner. & vice versa if he's a method-worker
some said my recent raise was kinda high & i told that contractor if i cost to much to keep him from his profits, to find another driver that'll take less pay-per-stop or salary day... dunno the specifics, but i know i'm still not making enough for this type of job.
Does your contractor relations guy have any weight with your managers? That sucks, but seems to be a common theme. I don't think managers over contractors ever works. Managers will always always treat them like employees; like they're the ones signing the checks.
However, I don't believe a contractor's relationship with his managers should dictate his relationship with his employees. Our employees highly respect my husband -- highly -- and we have tremendous respect for them. They are (on average) the highest-paid employees in our terminal, plus we give paid vacation, annual raises, a matching retirement program, monthly bonuses, Christmas bonuses, Employee of the Month bonuses, loyalty bonuses (we have two guys who have been with our company 5 years, so we gave them several hundred $$$ and a small party), and bring in donuts, cinnamon rolls, breakfast burritos, tamales, etc often. Our next goals are uniform allowances (for shoes...they wear out WAY too fast on this job), health insurance (!!), and cell phone subsidies...but those won't happen till we've paid off the rest of our business debt. As it is, we haven't taken a personal raise in 3 years because our settlement enhancements go straight to the drivers.
Drivers might be easily replaced, but not good ones. We'd rather have a workforce of top-notch drivers, and treat them as such, then to have constant turn-around. But I guess if it really is "all about the money" than you probably disagree.
UpstateNYUPSer(Ret)
Well-Known Member
Uniform allowances? Cell phone subsidies?
northbound
Well-Known Member
Drivers are easy to find.
Good drivers can be hard to find.
Good drivers can be hard to find.
Cactus
Just telling it like it is
What they have in common is very simple. Neither one are none of your business.
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