I see a number of references to 20 year top-out times here. There's about a $7hr difference between starting pay and top-out on the lowest payscale so if a new employee averaged 20 cents more on his raises than topped out employees do then it would take about 35 years to catch top-out. And if you figure what raises will be now that a 7 is only 4.5% even a 20 cent average difference will be hard to achieve. Take into account years without raises or a partial raise then a 22 year old who retires at 62 will probably not catch top pay. In effect there is no longer a top-out. And if so, then the current topped out couriers shouldn't be designated as such but should be getting the same deal as we do. They should get 4.5% for a 7 review, not 3%. After all, they now won't get an automatic 3% if they get a 5 or better review, so top pay will no longer be uniform. So why not give those who've put in the years a better deal? Fred Smith said that he was going to reward those who've stuck with him all these years. We mid-range employees employees aren't going to catch them anyways, why not put everyone on the same pay track?