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<blockquote data-quote="SimpleUPSer" data-source="post: 257487" data-attributes="member: 10210"><p>Regarding this statement:</p><p> </p><p><em>"Grade 20( District managers and above) had huge increases in thier salaries this year, in many cases they doubled."</em></p><p> </p><p>It is also to important to note that the annual raise is only a portion of total salary. The increase(s) referenced may have been above and beyond that.</p><p> </p><p>The only way to know for sure is if you were a 20+.</p><p> </p><p>Another note on MIP, when they changed the award (prior to the RSU change) to be taxed and then distributed this also affected the amount of our MIP stock award.</p><p> </p><p>Given the change(s), new management people will never reach the full additional incentive unless they purchase.</p><p> </p><p>Stock ownership has long been a part of the UPS culture and one that in my opinion has driven so many of its successes. It seems as if this culture is changing, and it may not be for the best regarding employees.</p><p> </p><p>While we still hear that stock ownership is important, then company's actions seem contrary to that statement.</p><p> </p><p>I also understand that a company needs to evolve with the times, and "transitional impact" is unaviodable, but that should not detract from the organization's responsibility to its people.</p><p> </p><p>It appears as if many people feel that the transition has impacted them, and mostly negative at that.</p><p> </p><p>Has anyone had the opportunity to read the comments from the ERI? Never has there been so many unhappy people at UPS, and a poor MIP will only contribute to that.</p><p> </p><p>My two cents.</p></blockquote><p></p>
[QUOTE="SimpleUPSer, post: 257487, member: 10210"] Regarding this statement: [I]"Grade 20( District managers and above) had huge increases in thier salaries this year, in many cases they doubled."[/I] It is also to important to note that the annual raise is only a portion of total salary. The increase(s) referenced may have been above and beyond that. The only way to know for sure is if you were a 20+. Another note on MIP, when they changed the award (prior to the RSU change) to be taxed and then distributed this also affected the amount of our MIP stock award. Given the change(s), new management people will never reach the full additional incentive unless they purchase. Stock ownership has long been a part of the UPS culture and one that in my opinion has driven so many of its successes. It seems as if this culture is changing, and it may not be for the best regarding employees. While we still hear that stock ownership is important, then company's actions seem contrary to that statement. I also understand that a company needs to evolve with the times, and "transitional impact" is unaviodable, but that should not detract from the organization's responsibility to its people. It appears as if many people feel that the transition has impacted them, and mostly negative at that. Has anyone had the opportunity to read the comments from the ERI? Never has there been so many unhappy people at UPS, and a poor MIP will only contribute to that. My two cents. [/QUOTE]
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