CORPORATE communication FEEDBACK

Discussion in 'Fedex Freight' started by SwampRatt, Mar 17, 2015.

  1. joes bar and grill

    joes bar and grill Well-Known Member

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    Don't confuse ST with facts, they put his name on his truck because he kept taking the wrong truck. Don't get me started on why he has his name on his belt!
     
  2. Ump

    Ump Big Dave's and Billy Lo's love child.

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    How bout this. As an hourly employee anything after 8 hours is 1 1/2 times you regular pay. You are already getting compensated for the extra hours. So paying vacation for a 40 hour week seems to make sense. But I do think city should be paid vacation on total hours worked or give you 9 hours per vacation day.

    Your driver/dock guys is a tough call. You have to classify them as line because that's their main duty but they don't get near the miles. This is a good debate.
     
  3. AkitaDog

    AkitaDog Well-Known Member

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    Why don't they just pay you 1/52 of your last years gross!
     
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  4. 1953randy

    1953randy Member

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    If the city guys at my yard went home after 40 hours a week the place would look like a ghost town by Friday at noon.
    I've been here 22 years, and can count on one hand how many 40 hour weeks there have been.
     
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  5. SwampRatt

    SwampRatt Well-Known Member

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    That is/would be the "most fair" method, and should be the same for all drivers.
     
  6. SwampRatt

    SwampRatt Well-Known Member

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    The time and a half factor might seem reasonable but it's just a matter of pay structure. Road, in effect pays an amount equal to overtime, but they call it mileage. If you do the math, mileage pay is nearly identical to overtime pay, if you figure an average of 60 MPH times whatever your per mile rate is. This is how road driver pay always surpasses city pay, for runs requiring similar (average) time to a city drivers.

    But the above applies to wages. We're talking about a benefit. The only benefit that is not consistent for all drivers. A benefit that is most fair for some, less fair for others.
     
    Last edited: Mar 29, 2015
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  7. EX396

    EX396 Well-Known Member

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    If we really want to be "fair" it should be:

    (1) calculated from seniority date to seniority date for all employees.
    (2) total wages including all overtime, but excluding all types of paid time off (holiday, sick days, vacation) as you were already compensated for that time even though you didn't work.
    (3) divide figure two by 52 to arrive at your average weekly wage.

    That works the same across all job descriptions and is the "most fair".

    The folks who take 10 sick days and 4 weeks vacation, only really worked 46 weeks minus holidays. The folks who don't take any sick days and get 1 week of vacation actually work 51 weeks minus holidays. Further rewarding folks who don't take as many sick days.


    ---or---

    Abolish all PTO (sick days, holiday and vacation) and just give everybody a 10% raise.
     
  8. SwampRatt

    SwampRatt Well-Known Member

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    Hmmm... Kinda complicated, Ex.

    1) Reasonable and how it's done now (by hire date). Although hours are added to balance as accrued, per month.

    2) Interesting, but... Not sure it's reasonable to calculate based on one's actual use (or lack thereof). of the very benefit in question (vacation). Excluding holiday pay would be kind of a wash as all employees have the same holidays off, plus it's generally not an option as to whether one works or not. Use of sick/personal days? That could/would be reasonable to factor into the calculation. No problem there, except it would be such a small piece of the puzzle, as to be negligible.

    *Abolishing all PTO in exchange for 10% raise? Not really a raise (I know, that is your point), and would discourage life outside of "the office". Can't say it would not be "fair", but unwise? Certainly.
     
  9. EX396

    EX396 Well-Known Member

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    Of course it's complicated to administer....that's just another reason why it is easier to just grant vacation pay based on a 40 hour work week.

    I was excluding all that PTO from the calculations as to reward vacation pay at the rate commensurate to hours worked. Includes all the OT but excludes all the vacation/sick/holiday pay.

    I don't believe a 10% raise discourages life outside of the office for those who are disciplined. A family friend is in the Plumbers and Steamfitters' Union, another is in the Operators' Union, they both receive a check on their seniority date for all vacation accrued the prior year. When they take off for "vacation" they don't get paid. It's essentially the same----you must be disciplined and budget accordingly.
     
  10. SwampRatt

    SwampRatt Well-Known Member

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    Isn't the simple "percentage of annual" method easy to administer, as well? We already do that for some drivers. Consistency of driver benefits seems like a valid objective and/or policy. :idunno:

    I would have no problem with the payout method you mention, but I think many would choose to skip vacation time, if they'd already cashed that check. We do have a process of "selling" vacation weeks (pay in lieu of time off), but I think there is a limit... Not positive on the limit (2 weeks, maybe?).
     
  11. The Point

    The Point You get it or not!

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    I know they will cut you a check for anything over 200 hours on your anniversary date. But I think the 2 week limit has been adjusted. I know I sold back 2 weeks last year and they cut me a check for about 13 hours over the limit. We will have to inquire about the policy to be sure.
     
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  12. EX396

    EX396 Well-Known Member

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    Certainly it is simple to administer. I thought we were seeking something both SIMPLE and FAIR.

    Shouldn't that be their choice?
     
  13. SwampRatt

    SwampRatt Well-Known Member

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    Not so sure that factoring in whether one used their vacation benefit or not is any more fair than simply the percentage of annual. One could, in effect, manipulate the numbers by forgoing any vacation one year, then taking all of it the next. Repeat...

    Yes, the choice (cash vs time off) is/should be, up to the individual, even if unwise.
     
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  14. SwampRatt

    SwampRatt Well-Known Member

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    The latest video has some good:

    Freight numbers up another 6%, margins up another 2.2%

    We spoke they listened: New uniform shirts. They cost $5 more per unit, Your fund will increase 11% to offset that higher cost.

    New: "Your Opinion Matters" program providing center specific opportunity for feedback.

    Some 56 centers will receive a long overdue geographic pay differential increase. THIS is a very good thing.

    The big problem: after the video, we were informed that in depth analysis was COMPLETED on the topic
    our center would not qualify.

    While I understand that all cannot qualify, I know from research on the topic that many (including mine) SHOULD have qualified..

    We can talk more about it in the following thread

    http://www.truckingboards.com/bb/threads/our-deeply-flawed-pay-scales-gpd.66906/
     
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  15. SwampRatt

    SwampRatt Well-Known Member

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    Late update on the May Vid. Sorry. We must presume everyone had a chance to see it.

    The positive theme of making FedEx Freight the "best" place to work, as well as market leader continues. Good stuff and seems to reflect Mr Duckers good intentions. We also Met John. Smith, New Sr, VP. Seems to be a straight forward, good guy, with Watkins roots.

    Attendance policy: No more points, details to follow, as well as a list of exceptions... Sorry, I'm a little vague on recalling the specifics.

    Coming in June City AND Road driver added to the Safety Review Committee.

    Also mentioned: All FedEx opp-cos made the Forbes top 500 Best Employers, With FedEx Freight leading the pack.

    Here is that list: http://www.forbes.com/best-employers/list/

    We fall in at #169, for the curious...

    He closed with special thanks to Chicago Heights for turning away the attempt at representation...

    Feel free to comment on any of the above.
     
    Last edited: Jun 2, 2015
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  16. EX396

    EX396 Well-Known Member

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    Thanks for the update SwampRatt. Good to hear that it appears things are moving in a positive direction.

    I know it's just one subset of the population that helps compile that Forbes list. They look at a lot of metrics beyond just hourly rate and benefit package. FedEx, OD and Con-Way all ranked higher than UPS. No shocker to me. ;) I am (have been) telling y'all you don't know how good you have it. I have also mentioned those 3 as being much better environments than most. Of course many on the pro-side have just dismissed those opinions as being so heavily biased as they can't possibly be true. I'm telling you I am at many different centers for many carriers as part of my job. ABF and YRC are bottom of the barrel. UPS isn't bad, but is the exception.

    If you can get 90% of all the benefits of unionization without 90% of the bs that comes along with it you win big time! You are just about there in my book!
     
  17. Big Dave

    Big Dave Dispatcher for Team BRG-Wong

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    I just figured it out. Ex works for Fleet Wash....:poke::hysterical::hide:
     
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  18. Crazy Trucker

    Crazy Trucker Clown Math Expert

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    Please explain how you know what the environment is at any center do you interact with the drivers?
     
  19. FedexLube

    FedexLube Well-Known Member

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    No points on attendance? How the hell is that productive? Good grief. Whatever
     
  20. Cab Lizzard

    Cab Lizzard Well-Known Member

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    Meter reader ?
     

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