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<blockquote data-quote="Ricochet1a" data-source="post: 580741" data-attributes="member: 22880"><p>If there hadn't been a pay freeze in 2009 and a 2% announced in 2010, very likely...</p><p> </p><p>When making a model starting from 2008, I had to use the "rules" that were in effect in 2008. This meant an assumption of the top end increasing each year by 3%. The average high for a 25 year Courier having worked a decent amount of OT came to just under $48,000. and the average high would've increased to just under $55,000 by 2013.</p><p> </p><p>With the unilateral change in the rules - '09 freeze and '10 2%. this becomes $52,785 average high in 2013, a drop of just over $2,000. So the topped out Courier near retirement will lose about $1,000 a year from their pension when they start drawing in at age 60 as a result of the '09/'10 pay "limitations". One has to use the conditions that are in place at the start of a model to create said model. Who would've guessed that FedEx would go for an entire year and say nothing about the scheduled 2009 pay raises, continue to say nothing, then announce no pay raise. </p><p> </p><p>As far as knowing if any of this would happen with a union in place, you better believe it. There would've been no unilateral pay freezes and changes in the pension plan. Unions exist to prevent this very type of maneuver by executive management. There is no flavoring involved with my assertion. Had FedEx Couriers had a nationwide union in place, there would've been no pay freeze or pension plan changes made. Take that to the bank. Fred could've tried to negotiate a change in the compensation levels, but would've been met with a firm no. He would've even tried some layoffs and reductions in hours. In the end, the pieces would have to be moved and Fred would have to continue to pay union rates. </p><p> </p><p>UPS drivers proved in '97 that they could fight back when it came to compensation levels. You can try to play devil's advocate all you want, the only option FedEx wage employees have to change the situation is to certify a union. Whether that happens under NLRB or RLA rules doesn't change the fact, FedEx is anti-union, anti-employee and has no reason to change its tune unless a union becomes certified. </p><p> </p><p>It will be a long fight and I'll be long gone before any of this changes. But that doesn't change the fact that change is necessary for the employees that stay. I really don't think FedEx will retain the full time Courier long enough to allow a union a chance. Fred has stacked that deck. Part-time employees to deliver overnight and do all pickups, outsourcing delivery of non-overnight to Ground. This is Fred's plan. Unless a union is in place BEFORE he can pull it off, the full time Courier had better look for different work or a cut in hours.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 580741, member: 22880"] If there hadn't been a pay freeze in 2009 and a 2% announced in 2010, very likely... When making a model starting from 2008, I had to use the "rules" that were in effect in 2008. This meant an assumption of the top end increasing each year by 3%. The average high for a 25 year Courier having worked a decent amount of OT came to just under $48,000. and the average high would've increased to just under $55,000 by 2013. With the unilateral change in the rules - '09 freeze and '10 2%. this becomes $52,785 average high in 2013, a drop of just over $2,000. So the topped out Courier near retirement will lose about $1,000 a year from their pension when they start drawing in at age 60 as a result of the '09/'10 pay "limitations". One has to use the conditions that are in place at the start of a model to create said model. Who would've guessed that FedEx would go for an entire year and say nothing about the scheduled 2009 pay raises, continue to say nothing, then announce no pay raise. As far as knowing if any of this would happen with a union in place, you better believe it. There would've been no unilateral pay freezes and changes in the pension plan. Unions exist to prevent this very type of maneuver by executive management. There is no flavoring involved with my assertion. Had FedEx Couriers had a nationwide union in place, there would've been no pay freeze or pension plan changes made. Take that to the bank. Fred could've tried to negotiate a change in the compensation levels, but would've been met with a firm no. He would've even tried some layoffs and reductions in hours. In the end, the pieces would have to be moved and Fred would have to continue to pay union rates. UPS drivers proved in '97 that they could fight back when it came to compensation levels. You can try to play devil's advocate all you want, the only option FedEx wage employees have to change the situation is to certify a union. Whether that happens under NLRB or RLA rules doesn't change the fact, FedEx is anti-union, anti-employee and has no reason to change its tune unless a union becomes certified. It will be a long fight and I'll be long gone before any of this changes. But that doesn't change the fact that change is necessary for the employees that stay. I really don't think FedEx will retain the full time Courier long enough to allow a union a chance. Fred has stacked that deck. Part-time employees to deliver overnight and do all pickups, outsourcing delivery of non-overnight to Ground. This is Fred's plan. Unless a union is in place BEFORE he can pull it off, the full time Courier had better look for different work or a cut in hours. [/QUOTE]
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