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i love my no union job at Fed_ex
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<blockquote data-quote="quadro" data-source="post: 754242" data-attributes="member: 12850"><p>It can't happen exactly that way as it's impossible to make less than the minimum. If you are hired at say $12.00/hr and then 6 months later the minimum is moved up to $12.15, someone hired that day will start at $12.15 but the person at $12 would be moved up to $12.15 on the same day the minimum is moved up. What can and does happen for both hourly and salaried employees is something that starts this way. The minimum wage keeps moving up and you keep getting moved up with it if your first raise isn't before the minimum moves up. If you've already had a raise before the minimum moves up, then the minimum just got closer to where your pay is. Both scenarios suck.</p><p></p><p>The problem is how do you fix it? Do you just give across the board raises without regard to performance? Many companies, including FedEx, have moved away from that model many years ago. If you don't raise the minimums then you risk not being competitive in the marketplace. If you raise the minimums and everyone along with it, it just becomes an across the board raise which is very expensive.</p><p></p><p>If you have a union contract with fixed raises, then the new employees don't have this issue but then everyone within certain time frames make the same regardless of performance. </p><p></p><p>Both have their pros and cons and certainly pay is one of, if not the largest issue for employees right now.</p><p></p><p>But just to be clear, existing employees do not make less than a new hire for the same job in the same market. They might make the same if they are also relatively new (i.e less than 12 months) but not less.</p></blockquote><p></p>
[QUOTE="quadro, post: 754242, member: 12850"] It can't happen exactly that way as it's impossible to make less than the minimum. If you are hired at say $12.00/hr and then 6 months later the minimum is moved up to $12.15, someone hired that day will start at $12.15 but the person at $12 would be moved up to $12.15 on the same day the minimum is moved up. What can and does happen for both hourly and salaried employees is something that starts this way. The minimum wage keeps moving up and you keep getting moved up with it if your first raise isn't before the minimum moves up. If you've already had a raise before the minimum moves up, then the minimum just got closer to where your pay is. Both scenarios suck. The problem is how do you fix it? Do you just give across the board raises without regard to performance? Many companies, including FedEx, have moved away from that model many years ago. If you don't raise the minimums then you risk not being competitive in the marketplace. If you raise the minimums and everyone along with it, it just becomes an across the board raise which is very expensive. If you have a union contract with fixed raises, then the new employees don't have this issue but then everyone within certain time frames make the same regardless of performance. Both have their pros and cons and certainly pay is one of, if not the largest issue for employees right now. But just to be clear, existing employees do not make less than a new hire for the same job in the same market. They might make the same if they are also relatively new (i.e less than 12 months) but not less. [/QUOTE]
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