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Redesigned mip
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<blockquote data-quote="threepercent" data-source="post: 51939"><p>I understand why the company changed the MIP, I understand why costs are being controlled, promotion / hiring freeze, structure changes (Engineering). However, I have a problem with the 3% "merit" increases. These are cost of living adjustments not merit increases. An extremely productive management person may get $50 more a month than a mediocre manager. Does anyone see a problem with this? We can talk about the long haul and how everything will get better but, I have to tell you I have seen many things over the past 15+ years and unfortunately I do not like what I see. Pretzel - you defend the new MIP. I do not disagree with many of your points. What will you say when the pension is changed? What if you have to stay until you are 60 to get your benefits? Will you still carry the company torch? </p><p>What if you were transferred to a high cost of living area with the understanding that "suck it up you will only be here for a couple of years" to learn that regardless of the work you have done you are stuck there for at least another 5 years (on top of the 6 years already spent there) with a slim (if any) chance for a promotion? </p><p>I know some people have talked about Eskew's pay. I wonder how they convinced themselves that they deserved 5-7% raises while holding the rest of us to 3% or less? They should have taken one for the team - period. </p><p>So far as the MIP the main reason for the change was to defer $300M in costs this year. This change will lower the company's overhead for the next 5 years while they try to right the ship. </p><p>Until recently I could never have imagined working for another company - now sometimes I cannot imagine staying another day. </p><p>I don't know where we are going and I am not sure I will hang around to find out.</p></blockquote><p></p>
[QUOTE="threepercent, post: 51939"] I understand why the company changed the MIP, I understand why costs are being controlled, promotion / hiring freeze, structure changes (Engineering). However, I have a problem with the 3% "merit" increases. These are cost of living adjustments not merit increases. An extremely productive management person may get $50 more a month than a mediocre manager. Does anyone see a problem with this? We can talk about the long haul and how everything will get better but, I have to tell you I have seen many things over the past 15+ years and unfortunately I do not like what I see. Pretzel - you defend the new MIP. I do not disagree with many of your points. What will you say when the pension is changed? What if you have to stay until you are 60 to get your benefits? Will you still carry the company torch? What if you were transferred to a high cost of living area with the understanding that "suck it up you will only be here for a couple of years" to learn that regardless of the work you have done you are stuck there for at least another 5 years (on top of the 6 years already spent there) with a slim (if any) chance for a promotion? I know some people have talked about Eskew's pay. I wonder how they convinced themselves that they deserved 5-7% raises while holding the rest of us to 3% or less? They should have taken one for the team - period. So far as the MIP the main reason for the change was to defer $300M in costs this year. This change will lower the company's overhead for the next 5 years while they try to right the ship. Until recently I could never have imagined working for another company - now sometimes I cannot imagine staying another day. I don't know where we are going and I am not sure I will hang around to find out. [/QUOTE]
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