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<blockquote data-quote="pretzel_man" data-source="post: 786682" data-attributes="member: 927"><p>Thank you for the clarification.</p><p> </p><p>A common comment from my people is that they do not like sitting in a 1/2 hour meeting to have the changes fed to them. They say "just give me the bad news, and let's move on."</p><p> </p><p>I would appreciate that as well. As a management person, I can accept the changes without the candy coating.</p><p> </p><p>For instance, I looked at old communications. Back in 2005 when the MIP change happened, the presentation included a long list of benefits to the employee. (Employee benefits for the change do exist)</p><p> </p><p>There was only this short list of benefits to UPS (and its shareowners)</p><p> </p><p style="text-align: left"><span style="color: black"><span style="font-family: 'Arial'">There also are significant benefits to UPS: </span></span></p> <p style="text-align: left">•<span style="color: black"><span style="font-family: 'Arial'">Expensing over the restricted period lowers operating costs, especially in the first few years.</span></span></p> <p style="text-align: left">•<span style="color: black"><span style="font-family: 'Arial'">MIP is more closely aligned with the business priorities of UPS and to shareowners interests with additional focus on revenue growth, not just earnings.</span></span></p> <p style="text-align: left">•<span style="color: black"><span style="font-family: 'Arial'">The vesting period rewards people who continue their service to UPS, thus encouraging employee retention.</span></span></p><p></p><p>I'm certain that more benefits to the company (or losses to employees) exist than what was listed here.</p><p> </p><p>In looking back to communications in 2005, I found an interesting presentation. It showed the results of an independent study.</p><p> </p><p>It said that UPS management in comparison to other Fortune 100 companies pay 2/3 less for health care. In addition, UPS coverage included Medical, Vision and Dental while other companies only included medical coverage for three times the price.</p><p> </p><p>The study also showed that UPS supervisors made 24% more than counterparts in other transportation companies (this assumed a 2.01 MIP).</p><p> </p><p>I do not know how these comparisons stack up today.</p><p> </p><p>Again, thank you for the clarification.</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 786682, member: 927"] Thank you for the clarification. A common comment from my people is that they do not like sitting in a 1/2 hour meeting to have the changes fed to them. They say "just give me the bad news, and let's move on." I would appreciate that as well. As a management person, I can accept the changes without the candy coating. For instance, I looked at old communications. Back in 2005 when the MIP change happened, the presentation included a long list of benefits to the employee. (Employee benefits for the change do exist) There was only this short list of benefits to UPS (and its shareowners) [LEFT][COLOR=black][FONT=Arial]There also are significant benefits to UPS: [/FONT][/COLOR] •[COLOR=black][FONT=Arial]Expensing over the restricted period lowers operating costs, especially in the first few years.[/FONT][/COLOR] •[COLOR=black][FONT=Arial]MIP is more closely aligned with the business priorities of UPS and to shareowners interests with additional focus on revenue growth, not just earnings.[/FONT][/COLOR] •[COLOR=black][FONT=Arial]The vesting period rewards people who continue their service to UPS, thus encouraging employee retention.[/FONT][/COLOR][/LEFT] I'm certain that more benefits to the company (or losses to employees) exist than what was listed here. In looking back to communications in 2005, I found an interesting presentation. It showed the results of an independent study. It said that UPS management in comparison to other Fortune 100 companies pay 2/3 less for health care. In addition, UPS coverage included Medical, Vision and Dental while other companies only included medical coverage for three times the price. The study also showed that UPS supervisors made 24% more than counterparts in other transportation companies (this assumed a 2.01 MIP). I do not know how these comparisons stack up today. Again, thank you for the clarification. [/QUOTE]
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