bleedinbrown58
That’s Craptacular
Good...cause that's some BS...you guys don't work your nutz off so they can steal part of your OT to fund union weekend trips and golf games.
Pay Raise In October
- Thread starter fedex_rtd
- Start date
Operational needs
Virescit Vulnere Virtus
Sad thing is, he's not a sup. he runs the whole station.
fedx.drivr
Active Member
Can someone please explain what % of range means.
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hypo hanna
Well-Known Member
There are about 30 job titles that are courier and up hourly. Don't recall if CSA's and handlers were on it but don't think so.
Operational needs
Virescit Vulnere Virtus
If you are at top of range you are at top pay which is 100% of the pay scale. Everyone else is below that depending on how long you've been at FedEx. Ask your manager where you fall on the pay scale.
DRAisawesome
Well-Known Member
Starting pay is 0% and top pay is 100%. The majority of people are less than 50% of range.
fedx.drivr
Active Member
Thanks for the explanations. It's gonna be a pretty small increase for me. I'm barely above starting wage.
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5yearsleft
Well-Known Member
I would sure like to know where the topped out line is. The 20 year couriers at my station are all topped out, the 10 year employees are at about $18. There are not a lot of people between 10 and 15 years left at my station, so I don't think there are a lot of 4% raises here. A few in the 15 to 20 year range, so a few 5%. At 9 years, I'm only in the bottom portion of the 2nd quartile.
Slick silver
Well-Known Member
Well if this is true, I might make it to about 18.00 after a year and half. Don't know if that is good seeing as how I started at 15.53. I guess it was good I took a swing position a couple months back.
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whenIgetthere
Well-Known Member
15 years in, 2% for me, and more than half my station. The rest are topped out.
hypo hanna
Well-Known Member
I did some looking and there are over 60 job titles in this group. ( Most I have never heard of.) agents and courier/handlers are on the list but not handlers.
Reattempt tomorrow
Active Member
So 10 years in. Last year I think I was at 22% of range. So I keep falling backwards in range of pay. I guess I'll be stuck in bottom quarter for as long as I work here.
It's a huge slap in the face. Just like most years. At least last year everyone got 3%. I've given up trying to figure out how or why they do this to people who have stuck around for years. Most companies top out in 3-5 years. Heck, I'd be happy with 10-15 at this point. 30+ years to reach top out pay isn't even worth the trouble. Screw it. They'll get what they pay for. Less dependable people. More turnover.
hypo hanna
Well-Known Member
This is insane.
When I was dispatching, it was clear to me that after the first two to three years, pretty much everyone was at the same general effectiveness as a driver. There were certainly slackers and there were go getters. some slackers were new and some were senior employees, but they all knew and could do the basic job.
fedex just finds that its cheaper to set hourly pay based on this arbitrary multi tiered modified by market level BS scale.
What they should do is every 3 years give a one dollar adjustment above and beyond the normal annual raise. I'm getting a 3% raise due to start of range being raised 3%. If you're in the first quartile but above what start of range will be, you get 2%. So if they keep raising starting pay 3% some people in first quartile will get caught and either be perpetually at starting pay, or only get 2% if they don't raise starting pay. Essentially permanent inhabitants of the first quartile. As I'm only here for awhile I can deal with it. But I can remember the anger of being a 14.5 yr employee and not even above the midpoint of range. Quartiles should be equal parts, not a rigged game. Why not at the very least do the same with pay as they do with vacations? 2 weeks after first year, 3 after 5, 4 after 10, 5 after 20. We'd all like to top out after 3 years but if they had a system similar to vacations with everyone topping out at 20 it would be light years better than what they're doing now. People work hard for this company, they need incentives and rewards beyond trinkets to take pride in this company.
hypo hanna
Well-Known Member
Aside from how incredibly unfair it is to the 3-20 year employees, its just plain short sighted. Whatever money they save up front on payroll goes right out the back door because of employee turnover.
Employee turnover results in more training, uncovered routes, overtime, missed pick ups and unhappy customers. And that's from the drivers that leave. The ones who stay end up slowing down doing a little as they can. All of which taxes the call centers, dispatch and operations mgmt.
Employee turnover results in more training, uncovered routes, overtime, missed pick ups and unhappy customers. And that's from the drivers that leave. The ones who stay end up slowing down doing a little as they can. All of which taxes the call centers, dispatch and operations mgmt.
