Heard today that the 1/2 month bonus for Full-time Mgt will be awarded this year.
I was fully expecting this to be reduced or fully cut.
Hopefully that is a sign that the profits are up and MIP might be better than expected.
Heard today that the 1/2 month bonus for Full-time Mgt will be awarded this year.
I was fully expecting this to be reduced or fully cut.
Hopefully that is a sign that the profits are up and MIP might be better than expected.
Heard today that the 1/2 month bonus for Full-time Mgt will be awarded this year.
I was fully expecting this to be reduced or fully cut.
Hopefully that is a sign that the profits are up and MIP might be better than expected.
I bet its a strategic decision where in they know A LOT of the MIP workforce, at least the ones that are able to, are already on edge and thinking about abandoning ship.
We had a meeting some months back about employee moral and responses to the pulse survey. Something like 30%+ of IS'ers in my portfolio said they would take a similar job at another company if it were offered. I think that has upper upper management concerned. There is only so much corporate can take while crying about the economy (and while still making profits) before people start deciding there are greener pastures. I personally think that point has been reached and corporate knows it.
Another motive for not eliminating it may be the recent litigations where Sup's are looking for OT pay. Just another way for UPS to differentiate the Mgmt from hourly...Heard today that the 1/2 month bonus for Full-time Mgt will be awarded this year.
I was fully expecting this to be reduced or fully cut.
Hopefully that is a sign that the profits are up and MIP might be better than expected.
I think corporate understands better than the average person just how bad this economy and job market are and also the possiblity for it to get much worse. I think they are acting prudently in an effort to protect the viability of the company and our jobs. Have your IS'ers test the job maket on the downlow, and they may not feel so disgruntled about their sacrifices.
Scott Davis gave himself a $5 million raise. Its nice to see that he is willing to share a few crumbs off of his plate with the lower level management folks.
Can you post a link on that?
According to Forbes (4/22/2009), Davis is the 444th highest paid CEO.
http://www.forbes.com/lists/2009/12/best-boss-09_D-Scott-Davis_PA5Q.html
I've asked the question before... If you should make equal or better than your peers, why shouldn't UPS management (including the CEO)?
P-Man
Can you post a link on that?
According to Forbes (4/22/2009), Davis is the 444th highest paid CEO.
http://www.forbes.com/lists/2009/12/best-boss-09_D-Scott-Davis_PA5Q.html
I've asked the question before... If you should make equal or better than your peers, why shouldn't UPS management (including the CEO)?
P-Man
Good point - if Davis's pay was based relative to what UPS drivers make compared to other delivery drivers, Scott should be making over $500 million a year.
Many of Davis's "peers" are grossly overpaid CEO's of failing companies who continue to be lavishly compensated even as the companies they oversee are circling the drain.
I have no problem with Davis getting a $5 million raise, but it takes a big pair of brass ones to do that at the same time you are taking an axe to the pay and bennies of your lower level management.
He could have set a better example by agreeing to having that raise deferred until such time as the company he runs is not having to make cuts elsewhere.
If you take the position that it is fair for him to take a raise while simultaneously cutting the pay of those below him, you must then take the position that those below him were overpaid to begin with.
I dont always see eye to eye with my management, but I have never felt that they were overpaid when you factor in the hours that they work and the stress that they are under.
IMHO the entire management team at UPS should have its pay raised or lowered by the same percentage, as economic conditions permit. When a select few at the top gain lavish increases at the expense of those below, it sets a poor example.
Good point - if Davis's pay was based relative to what UPS drivers make compared to other delivery drivers, Scott should be making over $500 million a year.
Your math is a bit...inaccurate.
It was based on making outrageous claims based on emotional responses and blaming others and just whining and bit**ing in general.
Sounds like an on-car sup trying to browbeat an overallowed driver into "making standard"....
Your math is a bit...inaccurate.
According to the pie chart in the link provided, Davis's salary was $1.52 million last year.
To achieve your "$500 million" figure, your math would imply that UPS drivers make 329 times as much as Fedex or DHL drivers.
We dont make 329 times as much as they do. We dont make 2 times what they do. We dont even make .5 times what they do...so your math is off by about 1000% give or take a little.
With math "skills" like that, you should be doing timestudies. You would fit right in!
My entire compensation package is something like 30% higher than what the FedEx driver in my area makes.
I handle 75% more packages on a daily basis than he does. I handle at least 90% more weight on a daily basis than he does. And I spent well over half of my career driving obsolete, ergonomically deficient vehicles with high steps and no power steering while he had modern equipment that didnt wreck his knees and back.
In any case, this thread is about management compensation, and the wisdom (or lack therof) in granting the CEO a huge increase while at the same time giving lower level management the shaft.
Your math is a bit...inaccurate.
To achieve your "$500 million" figure, your math would imply that UPS drivers make 329 times as much as Fedex or DHL drivers.