Now you're talking about in-range raises as well as top of range. Previously we were talking about just the top of range increase which, by the way, varied from about 2% to 3.5% over the last several years. There may well have been a mailing about the merit increases, I don't remember as they didn't apply to me and weren't part of what we were talking about. Even then, I would challenge you to find where anything said a raise was guaranteed.
As for mistakes, you even admitted to misunderstanding the review in this thread and I showed you where you misunderstood. If you want other examples, feel free to go back and check your posts. I'm not trying to nitpick, just pointing out that at the very least, you've misunderstood how some things work. If you don't want to take the time to double check and make sure you understand things before you make a decision about them, that's your right. It doesn't make your or me a bad person. I know that I've talked to many of my coworkers over the years who were mad or upset about something. When I showed them how to go about challenging it if they were right or understanding it if they were wrong, they were better for it.
And you are correct, just because you disagree doesn't make me right. What makes me right is when you are wrong. Believe it or not, I am smart enough to know when you have a valid point and are just disagreeing with me. That's what discussions are about.
As for how to get better pay, I don't have the golden answer. Obviously the status quo isn't it and in my opinion a union isn't it either but that's just my opinion. I've said it here before, if a union gets in and we do end up with better pay, better benefits, better all around, I'll be the first one to come back here and say I was an idiot and thanks to all of you who knew better than me.
"What are we waiting for?". That is an excellent question and one I think you should be asking the Teamsters. If they're looking out for your best interest, why didn't they start making a push as soon as the RLA rules were changed? It's definitely a lot easier for them even without the NLRA change.
I brought up in-range raises as there was a new pay system instituted in either 2002 or 2003 that was explained in a mailing. The new pay system affected both in-range and topped out employees but in different ways. And until 2009 topped out employees did receive 3% annually with a 5 or better. Not something reviewed and decided on each particular year, but an automatic raise if criteria was met. And I'd like to see all these mistakes you are claiming. As far as performance/productivity, you say tomato, I say tomahto. Performance is about much more than crossing t's and dotting i's. And if you asked upper management what they consider the single most important trait a courier should posses I'd bet being highly productive would win. And mistakes or no mistakes, what MrFedEx said in previous post is what matters, everything else is secondary.