FedEx New Hires
04-21-2011 | 01:15 PM
#51
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First of all, if the new guys get "fired up" either because they had to spend some bucks to get through the interview process, or because they don't like the first year pay, than perhaps this is not the place for them. Granted, many of us didn't have to foot our own bill for the coming and going to Memphis for the interview process, but we all had to suffer through that first year's pay. Hopefully the new guys will look at their up-front costs (and first year pay) as just another investment in their long term well being. As well, maybe first year guys shouldn't be allowed to experience APC, because of all the complaining that goes on here.
04-21-2011 | 02:17 PM
#52
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From: 757/767
04-21-2011 | 03:24 PM
#53
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Joined: Aug 2006
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From: leaning to the left
04-21-2011 | 03:54 PM
#55
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30 From Bottom,
I'm not saying that just because those before had that pay rate, that everyone following should also have to endure it. We all know that the first year pay should have been changed years ago, and housing as well as per diem should be paid from the first day of work until released to the line. What I was saying is that whatever the initial price of getting the job, and that includes through the end of first year pay, is nothing more than a cost of doing business and an investment in someone's future.
I'm not saying that just because those before had that pay rate, that everyone following should also have to endure it. We all know that the first year pay should have been changed years ago, and housing as well as per diem should be paid from the first day of work until released to the line. What I was saying is that whatever the initial price of getting the job, and that includes through the end of first year pay, is nothing more than a cost of doing business and an investment in someone's future.
04-21-2011 | 07:42 PM
#56
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From: Gear Monkey
Training Pay simply needs to go away ---- just give 'em First Year Payrate x Min Monthly Guarantee.
That way, it stays adjusted with every across the board pay bump we negotiate ---- no need to make it a separate issue.
It's clearly a reasonable man's solution/approach in a "just culture".
04-21-2011 | 07:52 PM
#57
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From: Gear Monkey
30 From Bottom,
I'm not saying that just because those before had that pay rate, that everyone following should also have to endure it. We all know that the first year pay should have been changed years ago, and housing as well as per diem should be paid from the first day of work until released to the line. What I was saying is that whatever the initial price of getting the job, and that includes through the end of first year pay, is nothing more than a cost of doing business and an investment in someone's future.
I'm not saying that just because those before had that pay rate, that everyone following should also have to endure it. We all know that the first year pay should have been changed years ago, and housing as well as per diem should be paid from the first day of work until released to the line. What I was saying is that whatever the initial price of getting the job, and that includes through the end of first year pay, is nothing more than a cost of doing business and an investment in someone's future.
Everyone who's endured the $2K a month training pay rate hasn't endured the same rate ---- each subsequent class has endured less and less....and less and less...and less and less....for 25+ years.
Let's make sure we don't start a B scale mentality or you could see the company make some real grabs at issues like A fund retirement for new hires that follow.
04-21-2011 | 08:17 PM
#58
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Joined: Jul 2007
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From: 767 Captain
....Should they be fired up at "mgt" or at the "union"???
Training Pay simply needs to go away ---- just give 'em First Year Payrate x Min Monthly Guarantee.
That way, it stays adjusted with every across the board pay bump we negotiate ---- no need to make it a separate issue.
It's clearly a reasonable man's solution/approach in a "just culture".
Training Pay simply needs to go away ---- just give 'em First Year Payrate x Min Monthly Guarantee.
That way, it stays adjusted with every across the board pay bump we negotiate ---- no need to make it a separate issue.
It's clearly a reasonable man's solution/approach in a "just culture".
Until new hires stop showing up for class because the training pay is a joke, I don't see any possible motivation for the company to do it on their own.
04-21-2011 | 11:51 PM
#59
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Joined: Dec 2005
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If the furloughed Brown pilot refuses to accept the recall, I will be surprised. It's not a Johnson measuring contest, but 3rd year pay at UPS vs. finishing probation at FDX is a tough choice. Fedex is expanding aggressively, which is all well and good, but is that growth sustainable? That 1.a.2b xyz clause you guys have may make a recall to ups more attractive too.
In any event I wish us all long sustained prosperity at both companies. Congrats, and hopefully cargo will return to stability again for pilots.
In any event I wish us all long sustained prosperity at both companies. Congrats, and hopefully cargo will return to stability again for pilots.
04-21-2011 | 11:57 PM
#60
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I had offers from both and nearly left Brown for purple 6 years ago. It was and is a tough choice. I think pay and qol are better at Brown in the long run, but you sure feel more valued at FDX it seems. The IPA over ALPA is a no-brainer, as is Louisville over Memphis. UPS has a newer fleet with no FEs, while growth at Purple is tempered by replacing 3 man jets for 2 man. (Can you imagine the hiring at Purple if they were replacing 757s like ups is rather than acquiring 757s to replace 727s?)
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