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<blockquote data-quote="Ricochet1a" data-source="post: 580817" data-attributes="member: 22880"><p>The figures were sum of average high. I had a column in my spreadsheet where I had sum of the years divided by number of years, so I had a running average high for each year of employment. The numbers I stated were right on.</p><p> </p><p>You seem to want to quibble over a percentage here and a percentage there. Fine. Create your own spreadsheet with your assumptions and present your findings. You're missing the forest while looking at a tree branch.</p><p> </p><p>FedEx employees have LOST. We've lost compensation, we're losing job security and we're losing patience. Quibbling about a percent from a model here and there isn't going to change the big picture. If you are seriously weighing whether or not to support unionization over a percentage point or two, save yourself the time and effort and don't bother. </p><p> </p><p>Supporting a decision to unionize is beyond a pure dollars and cents decision. It can't be boiled down to competing models of cost benefit analysis. In the end, it is a decison based upon an emotional reaction to a situation. It is a decision that must be made on the evaluation of a situation one finds oneself and their coworkers in. Like all high risk decisions, there is often greater potential of loss for an individual than personal gain. It is a decision that must be made on the basis of what one believes is fundamentally right more than what one believes they can personally benefit from. </p><p> </p><p>If one is hesitant because they think what they want as an individual will not be included in a union negotiation, then they have no business joining a union. Unions succeed because they take collective action, not personally tailored action. It is the conflicting personal desires of potential union members that corporate executives attempt to exploit to prevent any successful union action. One has to be able to act in concert with their coworkers to create a list of desired items and non-negotiatable items for a union contract. You may get what you want, you may not. But there is no disputing that in the end, you get more with a union contract than without. The national average is about 30% greater compensation for union worker than non-union workers in comparable job categories. </p><p> </p><p>And yes, I had a 8% of gross annual contribution calcuated when I compared Traditional Pension to the capped traditional with PPP. I posted those results. I'll make sure I include specifc details of every assumption I make in any future evaluations of pension or compensation levels.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 580817, member: 22880"] The figures were sum of average high. I had a column in my spreadsheet where I had sum of the years divided by number of years, so I had a running average high for each year of employment. The numbers I stated were right on. You seem to want to quibble over a percentage here and a percentage there. Fine. Create your own spreadsheet with your assumptions and present your findings. You're missing the forest while looking at a tree branch. FedEx employees have LOST. We've lost compensation, we're losing job security and we're losing patience. Quibbling about a percent from a model here and there isn't going to change the big picture. If you are seriously weighing whether or not to support unionization over a percentage point or two, save yourself the time and effort and don't bother. Supporting a decision to unionize is beyond a pure dollars and cents decision. It can't be boiled down to competing models of cost benefit analysis. In the end, it is a decison based upon an emotional reaction to a situation. It is a decision that must be made on the evaluation of a situation one finds oneself and their coworkers in. Like all high risk decisions, there is often greater potential of loss for an individual than personal gain. It is a decision that must be made on the basis of what one believes is fundamentally right more than what one believes they can personally benefit from. If one is hesitant because they think what they want as an individual will not be included in a union negotiation, then they have no business joining a union. Unions succeed because they take collective action, not personally tailored action. It is the conflicting personal desires of potential union members that corporate executives attempt to exploit to prevent any successful union action. One has to be able to act in concert with their coworkers to create a list of desired items and non-negotiatable items for a union contract. You may get what you want, you may not. But there is no disputing that in the end, you get more with a union contract than without. The national average is about 30% greater compensation for union worker than non-union workers in comparable job categories. And yes, I had a 8% of gross annual contribution calcuated when I compared Traditional Pension to the capped traditional with PPP. I posted those results. I'll make sure I include specifc details of every assumption I make in any future evaluations of pension or compensation levels. [/QUOTE]
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