Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
The Competition
FedEx Discussions
i love my no union job at Fed_ex
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="quadro" data-source="post: 754385" data-attributes="member: 12850"><p>Yes, Jimmy, it has always been the case. At least in my 25+ years it has.</p><p></p><p>Which comment was that?</p><p></p><p>You can have whatever theory you want. The truth however is easy to find if you just look up the merit increase tables or have a manager show them to you if you don't know how to find them. Just to be clear I'm referring to in-range raises, not top of range increases. "In the business of denying raises", really? I'm sure if I look around here hard enough I can find where people, possibly even you, have stated that managers are too afraid to hold people accountable and end up giving them a better review than they deserve. Given that the review determines the raise, this would equate to giving away the farm, not denying raises.</p><p> </p><p></p><p>Where did I apologize? Just because I try to dispel myths and untruths doesn't mean I agree with the truth. As for the part-time thing you keep bringing up, given that FedEx, unlike UPS, pays part-time employees the same as full-time and that they get the same benefits (with the exception of short term disability), hiring 1 full-timer is probably cheaper in the long run than hiring 2 part-timers because of the benefits cost. I used to do the station schedule many moons ago and I can tell you that you do need to have the right mix of full and part time employees to put together an efficient schedule that doesn't have (force) part-timers to work too many hours but provides for enough full time hours. At my current station, we really haven't done much hiring over the last couple of years because of the volume drop but some people have resigned or transferred out. It's left us with an imbalance and in all likelihood when we do hire, it will be some part-timers with a full-timer or two thrown in somewhere even if the next person to leave is a full-timer. We just don't have the work to replace a full-timer with a full-timer. It varies from station to station obviously but if analyzed correctly, it does make sense.</p><p></p><p>The biggest concern I have, which doesn't directly affect me as I'm topped out, is pay raises. Not top out times because it doesn't really matter if you ever top out as long as you get a decent raise each year. I would just like to see raises for in-range employees go up a few percentage points.</p><p></p><p>As for everything else, based on what FedEx has done for me over the last 25+ years, I don't really have too many complaints.</p></blockquote><p></p>
[QUOTE="quadro, post: 754385, member: 12850"] Yes, Jimmy, it has always been the case. At least in my 25+ years it has. Which comment was that? You can have whatever theory you want. The truth however is easy to find if you just look up the merit increase tables or have a manager show them to you if you don't know how to find them. Just to be clear I'm referring to in-range raises, not top of range increases. "In the business of denying raises", really? I'm sure if I look around here hard enough I can find where people, possibly even you, have stated that managers are too afraid to hold people accountable and end up giving them a better review than they deserve. Given that the review determines the raise, this would equate to giving away the farm, not denying raises. Where did I apologize? Just because I try to dispel myths and untruths doesn't mean I agree with the truth. As for the part-time thing you keep bringing up, given that FedEx, unlike UPS, pays part-time employees the same as full-time and that they get the same benefits (with the exception of short term disability), hiring 1 full-timer is probably cheaper in the long run than hiring 2 part-timers because of the benefits cost. I used to do the station schedule many moons ago and I can tell you that you do need to have the right mix of full and part time employees to put together an efficient schedule that doesn't have (force) part-timers to work too many hours but provides for enough full time hours. At my current station, we really haven't done much hiring over the last couple of years because of the volume drop but some people have resigned or transferred out. It's left us with an imbalance and in all likelihood when we do hire, it will be some part-timers with a full-timer or two thrown in somewhere even if the next person to leave is a full-timer. We just don't have the work to replace a full-timer with a full-timer. It varies from station to station obviously but if analyzed correctly, it does make sense. The biggest concern I have, which doesn't directly affect me as I'm topped out, is pay raises. Not top out times because it doesn't really matter if you ever top out as long as you get a decent raise each year. I would just like to see raises for in-range employees go up a few percentage points. As for everything else, based on what FedEx has done for me over the last 25+ years, I don't really have too many complaints. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
The Competition
FedEx Discussions
i love my no union job at Fed_ex
Top