Redracer3136
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Didn’t come from the boss...but you didn’t know that!!Like always you can't read in between the lines. I'm sure you have already seen the bosses email.
Didn’t come from the boss...but you didn’t know that!!Like always you can't read in between the lines. I'm sure you have already seen the bosses email.
It’s the truth because you say it is...got itI'm sure you don't, but it's the truth. You would have to be death, blind, or stupid to believe otherwise.
Didn’t come from the boss...but you didn’t know that!!
It’s the truth because you say it is...got it
we have proven we should be getting the GPD, we have alot of long timers with roots here and most don't want to work in a hub and with idiots like youSo I’ll bite...why so “concerned about the various locations and their competitiveness (or not) vs the competition”?? What does it matter, just curious??
Concerning transfers, I don’t believe it’s as big of a deal as you make it out to be. We just had a road driver leave CLT to GSP and moving to a lower tier didn’t stop him from going...and we’re continuously hiring city drivers off the street instead of drivers from CHS knocking down our doors to make more money.
All you’ve proven is my point idiot, if you have a lot of long timers then the wages must be where they need to be in your areawe have proven we should be getting the GPD, we have alot of long timers with roots here and most don't want to work in a hub and with idiots like you
No the wages are not, Charleston has grown to be the largest city in South Carolina,All you’ve proven is my point idiot, if you have a lot of long timers then the wages must be where they need to be in your area
No the wages are not, Charleston has grown to be the largest city in South Carolina,
In the last 10 years alone----
3rd busiest port in the country and the harbor deepening just started this week,
Boeing,Volvo,Mercedez sprinter vans,Scout boats and all the feeder companies that go along with it,Verizon,Google and more.
We have the highest electric rates in the country. some of the highest property taxes and with all that coastal SC is still a beautiful place to live
It was cost effective 20 years ago, not now.
I would be more than happy to debate this with you in private, I have done my homework and can back it with facts.
You may bleed purple, I,m here for the paycheck. but remember this----
If you die today--you job opening will be online before your obituary.......just sayin
I know, facts baffle himDon't confuse him... he will change what you're talking about then claim you can't comprehend what he is saying.
I know, facts baffle him
I think, in the case of CHS, this is a good tactic. If your request has actually made it to Ducker's desk, there is a pretty good chance you'll get a hearing. Might not be Mike himself, but perhaps John Smith will be sent to follow up. Did you email Ducker directly? Phone call?The drivers in CHS have requested a meeting with Mr. Ducker to discuss the GPD. Let's see if we get the opportunity?
It matters if you are at a location like CHS, or if you ever consider a transfer. An expectation of consistency seems reasonable. The rate in a given market should be similar, relative to the competition in said market.So I’ll bite...why so “concerned about the various locations and their competitiveness (or not) vs the competition”?? What does it matter, just curious??
Concerning transfers, I don’t believe it’s as big of a deal as you make it out to be. We just had a road driver leave CLT to GSP and moving to a lower tier didn’t stop him from going...and we’re continuously hiring city drivers off the street instead of drivers from CHS knocking down our doors to make more money.
No the wages are not, Charleston has grown to be the largest city in South Carolina,
In the last 10 years alone----
3rd busiest port in the country and the harbor deepening just started this week,
Boeing,Volvo,Mercedez sprinter vans,Scout boats and all the feeder companies that go along with it,Verizon,Google and more.
We have the highest electric rates in the country. some of the highest property taxes and with all that coastal SC is still a beautiful place to live
It was cost effective 20 years ago, not now.
I would be more than happy to debate this with you in private, I have done my homework and can back it with facts.
You may bleed purple, I,m here for the paycheck. but remember this----
If you die today--you job opening will be online before your obituary.......just sayin
I’m gonna combine my response since these two post are basically making the same points...It matters if you are at a location like CHS, or if you ever consider a transfer. An expectation of consistency seems reasonable. The rate in a given market should be similar, relative to the competition in said market.
Briefly, here's why it's a big deal:
1) The mean hourly wage for Tractor Trailer drivers in Charleston, SC is 77 cents/hour HIGHER than Charlotte, NC. Meanwhile, FedEx Freight pays $1.40/hour LESS, in Charleston.
2) Cost of living in Charleston, SC is also higher than Charlotte, NC.
Competitive wage data suggests an increase of, not one, but TWO steps would actually be appropriate, if we want to be honest.
- Groceries 9% more
- Housing 14% more
- Utilities 35% more
- Transportation 3% less
- Health Care 0%
Sources:
https://www.bls.gov/oes/2016/may/oessrcma.htm
http://money.cnn.com/calculator/pf/cost-of-living/
Never had the the driver retention or attraction problem at our center we've actually had and still have a surplus of drivers including part time retired guys and driver apprenticeships. Back when the union was the big deal they shot us up 2 tiers because of our centers proximity to the Chicago, Detroit, Indy and Toledo area. Definitely higher cost of living than our center. Don't know anything about their retention or attraction issues so I have to side with col and the union push.I’m gonna combine my response since these two post are basically making the same points...
I’ll not deny @mattbob’s claims because he’s probably right witn his facts in a lot of these cases and @SwampRatt also makes some valid points as well, but....sorry, they’re all irrelevant.
At the end of the day, it doesn’t matter what industries have moved to town, who’s paying their employees what, how much this or that cost, etc, it just doesn’t...what matters is can a company attract good quality help and retain that help with what’s being offered through wages, benefits, working environment, etc...if so, then things are where they should be and if not then things will get adjusted to attract and retain, simple.
If we look at what took place in CLT several years ago for example, we were in the same situation as a lot of the centers you guys mentioned...it’s cheaper to live here, cost more here, etc, and it all fell on deaf ears. Then we hit a driver retention problem where not only could we not retain drivers, they had a hard time attracting “qualified” drivers so an adjustment had to be made and we were bumped up a tier. Under this criteria, which appears to carry the most weight, the case could be made that we be bumped up another tier since every time you go to the careers portion of the website, there’s always a job number for a driver position in CLT since we still have an issue with attracting qualified drivers.
Don’t get me wrong, I’m not saying you guys don’t deserve the higher tier...personally I’d like to see only two tiers...but what I am saying is that regardless of COL, who’s paying what, yada yada yada, until your center experiences an attraction and retention problem, you probably shouldn't hold your breath.
Never had the the driver retention or attraction problem at our center we've actually had and still have a surplus of drivers including part time retired guys and driver apprenticeships. Back when the union was the big deal they shot us up 2 tiers because of our centers proximity to the Chicago, Detroit, Indy and Toledo area. Definitely higher cost of living than our center. Don't know anything about their retention or attraction issues so I have to side with col and the union push.
It seems like you are correct, in terms of ONLY addressing the GPD, where staffing is difficult or (more likely) impossible. BUT, let's not forget what we've been told, officially.I’m gonna combine my response since these two post are basically making the same points...
I’ll not deny @mattbob’s claims because he’s probably right witn his facts in a lot of these cases and @SwampRatt also makes some valid points as well, but....sorry, they’re all irrelevant.
At the end of the day, it doesn’t matter what industries have moved to town, who’s paying their employees what, how much this or that cost, etc, it just doesn’t...what matters is can a company attract good quality help and retain that help with what’s being offered through wages, benefits, working environment, etc...if so, then things are where they should be and if not then things will get adjusted to attract and retain, simple.
If we look at what took place in CLT several years ago for example, we were in the same situation as a lot of the centers you guys mentioned...it’s cheaper to live here, cost more here, etc, and it all fell on deaf ears. Then we hit a driver retention problem where not only could we not retain drivers, they had a hard time attracting “qualified” drivers so an adjustment had to be made and we were bumped up a tier. Under this criteria, which appears to carry the most weight, the case could be made that we be bumped up another tier since every time you go to the careers portion of the website, there’s always a job number for a driver position in CLT since we still have an issue with attracting qualified drivers.
Don’t get me wrong, I’m not saying you guys don’t deserve the higher tier...personally I’d like to see only two tiers...but what I am saying is that regardless of COL, who’s paying what, yada yada yada, until your center experiences an attraction and retention problem, you probably shouldn't hold your breath.
I agree 100% and also wish them luck...but I still wouldn’t hold my breath.It seems like you are correct, in terms of ONLY addressing the GPD, where staffing is difficult or (more likely) impossible. BUT, let's not forget what we've been told, officially.
This from Jan 2015:
...per Manager-Compensation-FedEx Freight, "the GPD program is designed to address “cost of living” and “cost of wages” (presumably competitive) for the different markets in which FedEx Freight facilities are located. An outside consultant, Economic Research Institute (ERI) is used to provide data on the above for “individual cities and large metropolitan areas”. Data specific to each is considered using the “5 digit zip code”.
From back in July of 2016:
"Since that time, we have been told that an additional source is now used. Also we were told that the timeframe necessary for the data to effect a change, was being reduced from (I seem to recall) 8 consecutive quarters to 4 . Also, we were told that analysis would be on-going, rather than the previous (presumably annual) timetable."
Question: How many quarters have passed since they reduced the number said to be necessary to qualify?
Not to nitpick, but since it seems to be a simple matter of ability to hire, why the dog and pony show? Not one, but two firms paid to provide data? Ongoing quarterly analysis? REALLY? All the while, the Express Opp-Co comes to a different conclusion, in terms of pay rates per (the same) locations. Just questions...
On staffing, is seems that a couple times per year, CHS needs volunteers from other centers to go down there and help out. Yet another sign? Perhaps... Maybe someone with direct knowledge can help on that...
I still think the drivers at CHS are going about it the right way. Communication process, Suggestion process, Living PSP, etc. All said to allow for the open dialog. They have a very strong case. I wish them well.