Comments on: I Only Have Two Problems with FedEx http://www.fedexcess.info/2009/07/07/i-only-have-two-problems-with-fedex/ When You Absolutely, Positively Have to Have Accurate Information Mon, 23 Aug 2010 17:13:11 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: ofb1995 http://www.fedexcess.info/2009/07/07/i-only-have-two-problems-with-fedex/comment-page-1/#comment-102 ofb1995 Fri, 10 Jul 2009 22:10:10 +0000 http://www.fedexcess.info/?p=71#comment-102 Fedex Express could have avoided putting themselves into this situation by treating it’s employees better (especially it’s senior employees). Since 1988 they have been implementing policies and procedures that have set their express couriers up for wrongful termination and a diminished chance to reach retirement. 1988 – they changed the eligibility to gain maximum medical benefit coverage in retirement from 10 to 20 years. 1994/95 – they started a program called “gainsharing” which quickly turned into “Best Practices”. The M.A.P.S system (Minimum Acceptable Performance Standard) was also put into use. Both M.A.P.S and Best Practices have been used to terminate (wrongfully) senior employees. It is still being used. I have been there over 20 years and have seen these changes take place and the effect it has had on Fedex’s employees. Add to that Fedex taking away profit sharing early on (which we enjoyed in the 80’s), and their unwillingness to compensate it’s employees with at least an adequate pay rate to keep up with inflation throughout the years (even in times of record profits). Fedex employees don’t want a union to “hamstring” it’s operations, stop commerce, or go on strike, they just want to be treated fairly. Fedex has used it’s RLA status to hide behind so they can abuse and retaliate against targeted employees without fear of retribution. Look at any of the recent employee handbooks they give out to employees (that they ask them to sign off on before receiving). The paragraph that says “the company can modify this publication by amending or terminating any policy, procedure, or employee benefit program at any time.” That does not sound like a People-Service-Profit company philosophy to me. Also, that BrownBailout website bullshit. No one is allowed to post an opposing view on there. It’s moderated and any negative comments are promptly discarded. Some PUBLIC forum, eh? Fedex Express could have avoided putting themselves into this situation by treating it’s employees better (especially it’s senior employees). Since 1988 they have been implementing policies and procedures that have set their express couriers up for wrongful termination and a diminished chance to reach retirement. 1988 – they changed the eligibility to gain maximum medical benefit coverage in retirement from 10 to 20 years. 1994/95 – they started a program called “gainsharing” which quickly turned into “Best Practices”. The M.A.P.S system (Minimum Acceptable Performance Standard) was also put into use. Both M.A.P.S and Best Practices have been used to terminate (wrongfully) senior employees. It is still being used. I have been there over 20 years and have seen these changes take place and the effect it has had on Fedex’s employees. Add to that Fedex taking away profit sharing early on (which we enjoyed in the 80’s), and their unwillingness to compensate it’s employees with at least an adequate pay rate to keep up with inflation throughout the years (even in times of record profits). Fedex employees don’t want a union to “hamstring” it’s operations, stop commerce, or go on strike, they just want to be treated fairly. Fedex has used it’s RLA status to hide behind so they can abuse and retaliate against targeted employees without fear of retribution. Look at any of the recent employee handbooks they give out to employees (that they ask them to sign off on before receiving). The paragraph that says “the company can modify this publication by amending or terminating any policy, procedure, or employee benefit program at any time.” That does not sound like a People-Service-Profit company philosophy to me.
Also, that BrownBailout website bullshit. No one is allowed to post an opposing view on there. It’s moderated and any negative comments are promptly discarded. Some PUBLIC forum, eh?

]]> By: LR http://www.fedexcess.info/2009/07/07/i-only-have-two-problems-with-fedex/comment-page-1/#comment-92 LR Wed, 08 Jul 2009 00:48:31 +0000 http://www.fedexcess.info/?p=71#comment-92 Your exactly right Chuck! This campaign that FedX has started is very misleading to the public. They are using dirty words like "bailout" and "hidden package tax" just to mislead the public into thinking they are the victim in this situation. They should at least be straight with people about what they are fighting for. I summarize the situation like this: FedX's theorized stance: Right now it is impossible for our employees to unionize, therefore we can basically do whatever we want and get away with it, we don't have to promise anything and we can supercede any type of rule to fit our needs. If our employees did have the right to vote for a union then many of them most likely would because we do not pay them competitively compared to others in the industry, and have not set up a fair system of rules that we have to abide by. Why else would FedX be so afraid of this classification change. If it is changed a majority of employees will still have to vote it in at the location. FedX is acting like they are scared to death of the FAA reauthorization and from what I have heard they should be! Your exactly right Chuck! This campaign that FedX has started is very misleading to the public. They are using dirty words like “bailout” and “hidden package tax” just to mislead the public into thinking they are the victim in this situation. They should at least be straight with people about what they are fighting for. I summarize the situation like this:

FedX’s theorized stance:
Right now it is impossible for our employees to unionize, therefore we can basically do whatever we want and get away with it, we don’t have to promise anything and we can supercede any type of rule to fit our needs. If our employees did have the right to vote for a union then many of them most likely would because we do not pay them competitively compared to others in the industry, and have not set up a fair system of rules that we have to abide by.

Why else would FedX be so afraid of this classification change. If it is changed a majority of employees will still have to vote it in at the location. FedX is acting like they are scared to death of the FAA reauthorization and from what I have heard they should be!

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