I doubt it, but a quick look into Named Executive Officer compensation for FDX shows they're being paid well for their/our efforts...

footnoted* ? The rosy news for FedEx?s executives?

"What we found is a big spike in the compensation numbers for all of the named executive officers (NEOs). For example, the total compensation for the chairman, president, and CEO, Frederick W. Smith, jumped to $13.68 million for fiscal 2012, compared to $7.26 million in fiscal 2011. The other NEOs received total compensation ranging between $5.7 million and $7.7 million, with each of the top five executives getting an increase of more than 60% from his prior year’s total."

My trips seem to be about 60% harder, but not my pay...

Maybe the negotiating commitee needs to take this nugget with them into the next session and point out that apparently top management can afford a 60+% pay raise for themselves and yet they can't afford it for anybody else. I know they won't care, but that would be nice. Maybe this needs to be distributed throughout the crew force, may help with the resolve thing.

Some of our envious (translate gluttonous) MD Captains are trying to keep up...increasing their pay by 50%...in both left and right seats.

So we can properly recognize them we need new lanyards for these guys that say, "Draft Now, It's Mine."

Management would never agree to a 60% pay increase. We need to propose an 80% pay raise and settle for 60%. After all ... it's called negotiating

Like it or not, their compensation is tied to this when it is going up. When it is going down, well it still is going to be "CEO competitive".

We will all be replaced by drone aircraft flown by someone in India making 50 cents an hour, or they will be directly controlled by ATC. It's already starting to happen so all the CEOs can fire all the pesky pilots and get a bigger bonus.

I'd better get mine quick.

I have the solution! You can have our (UPS) CEO, who probably makes 60% less than yours, and we will take Fred at his new, higher salary. Heck, we'll even throw in another 20% pay raise to sweeten the pot for Fred! There you go.... problem solved!

Funny how that "Supply & Demand" stuff works. From a strictly business point of view, each of us is either profit, or we are overhead. If we are profit, our jobs are secure. If we are overhead, it's time to update the resume. I'm pretty sure job security for Fred, and the highly paid top leadership at FedEx, is secure.

Actually I'd substitute the words "direct labor" for your word "profit", in your example. For me, that's the thing that I'm having the hardest time understanding, as "direct labor" as defined in Wikipedia is: "Direct labor cost is a part of wage-bill or payroll that can be specifically and consistently assigned to or associated with the manufacture of a product, a particular work order, or provision of a service. Also, we can say it is the cost of the work done by those workers who actually make the product on the production line."

That said, I just don't understand why UPS treats its workers, ie, direct labor, so poorly. It truly makes no sense. You guys, along with the package car drivers, the guys doing the sort, and anyone else who touches the product along its route from customer thru your system and to the final destination, are the only ones making money for the corporation. Everyone else, including your CEO, CFO, all managers and those who don't touch the product are the ones costing your company money. So if there's work to be done, you guys' jobs should be secure. If there's not, then it's understandable why some guys are "let go" for a time. Just business. But they should treat you guys better. jmho.

And no thanks. You can keep your CEO, either the old one or the newbie (with 40 years learning how to treat people like crap), and we'll just suffer through with Mr. Smith.

Smart man! It may not always seem so, but you are lucky to have Fred Smith.