Re: Plant Engineering IS HISTORY...I know why...
PLEASE GET A CLUE. GETTING RID OF PE??? WHAT THE HECK ARE YOU THINKING? THERE ARE SO MANY OTHER WAYS TO SAVE MONEY!
It ain't just PE folks!!! Why again? The game is set up for as many people as possible to NOT make at least partial retirement--that's right--NOT make partial retirement AND it's getting worse. Remember, 55 is NOT full retirement. It is a partial benefit retirement with full healthcare.
It used to be, UPS saved enormous costs by losing people before they reached full retirement. "Go ahead leave before 62 take your stock you have enough!" They begged you.
Now the age is 55. I have seen so many uncomfortable moves made to people when they reach 54 to 56 years of age it would make your head spin.
But it starts earlier. Like when you have 20 years in or so...maybe not coincidentally about the time you reach 40 Do you suppose, perhaps that UPS might actually have the "just pay the parking ticket if we're caught" mentality???"
No way....NOT UPS....NOT THE COMPANY THAT HAS LOST MILLIONS IN LAWSUITS and fines BOTH PUBLISHED AND NON-PUBLISHED. They would never analyze legal affairs when it comes to cost...NO WAY NOT UPS??? ARE you kidding??? HOW DO YOU THINK IT OBTAINED MARKET CAPS OF BILLIONS AT ONE POINT...LAWSUITS, LABOR AGREEMENTS AND FEDERAL FINES--THEY ARE ALL A FUNCTION OF COST! What if the possibility of a risk of a ticket is outweighed by the amount generated in savings??
For individuals not whole departments,it starts right about the time that it makes little economic sense for a managment person to leave. And in the case of job fearing, anxiety ridden, and depressed demoted people, UPS reaps the benefit of now less expensive intellectual talent with about 10 to 15 years to spare before early retirement.
Now consider the money saved by not just demoting the older employee, even more saved if that management employee is over 40 and forced out by health related or bonus if other personal matters force a departure.
So is PE going away? Well yesssssss....I believe it is, along with much of the rest of the company, but more from some demographic groups than from others.
There are many age related savings UPS has been successful in adapting without a whimper of lawsuit. Who in their right mind would take UPS on when they are fully employed with nothing to lose except 20 years or so. Call the 800 line? What are you kidding. People actually do that?? I want to know who has ever called the 800 line and actually got something accomplished.
I mean from what I have observed, They only promote people in their 30's and only hire people in their 20's. Please wake up and take a look around. Do your own stroke count!!
HR, Please don't tell me that only less than 30 year olds apply and no over 40's are looking for work as managers or supervisors and no drivers jobs are available. I mean UPS does hire management from the outside, but even those people are not over 40 from what I have seen....too close to FULL RETIREMENT!!
Take a look at how old the people are who are demoted, Take a look at who replaces the demoted individual if you can see through the 3 or 4 way move and swaps that invariably means a promotion for a 20 or early 30 something. Alot of those people take a demotion only to do about the same job they were doing before the demotion-except they are now paid less.
Take a look at who are the ones that are out on stress and anxiety disability or worse. Over 40? I know the answer. You should to. It's for your own good.
Make note which ones are quitting. Note how old the people are that are being moved without being promoted and then note who is being moved AND being promoted!
Yes many younger management are leaving, but guess what? If it's a 50/50 split UPS does not have anything to worry about when it comes to EEOC and reaps the benefit of putting another less costly employee in place of hopefully not reaching even a partial retirement!
Do you really truly believe the pressure coming from above is accidental or not planned? Here's an idea, lets combine jobs and ask that the same work gets done. No one will have a clue it is designed to get as many older management to fall as possible....unless someone is smart enough to look (normally only the managment out west are smart enough to look and NOT BE AFRAID).
Lets make the manager or supervisor run the local sort and preload but not provide any more resources, maybe even take some away!! This started in the south (I have record from Selma, Alabama. The sups were given a driver line of 20 to 30 and the local sort.) The older employee leaving is BONUS!
Performance problem? Integrity matters? Guaranteed a factor....but isn't it odd the number of integrity and performance issues seem to multiply as you are overworked, humiliated or berated? Why are there so many over 40's with this malady? Do your own stroke count.
Do you really think the company is dumb enough to think that for the same performance with reduced resources that they will NOT lose people??? Of course they are not!!! THEY ARE BANKING ON IT!! IT'S THEIR GOAL TO LOSE PEOPLE!! $$>PEOPLE!! OTHERWISE IT'S PEOPLE>$$ AND THAT IS A PROBLEM-- SAVVY??
Hmmmm....now do your own homework. I guarantee you will see a trend that no one is looking at but the people who account for cost from retirees and older management. That isn't PE. That's corporate finance.
You don't think they know down to the death benefit on the average UPS person what drives legacy costs and savings and where the preponderance of people most likely to draw that benefit are in terms of age? I have a division manager's opinion in Michigan that says they do.
I think you need to do your own evaluations about what really is happening. Love to hear your opinion...after you do statistically relevant stroke counting in your own district. I know what's happening in mine and a couple of others.
Myron