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 S 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?
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 S 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?