Merit Pay and 401K Update - An end to 4A2B?
11-25-2009, 04:21 AM
#12
New Hire
Joined APC: Nov 2009
Posts: 1
Your info is wrong
I'm afraid you guys have it wrong. None of yesterday's announcements indicate that pay cuts are being restored. What WAS announced:
* The FWS letter indicated that merit increases for eligible employees will resume, with a maximum increase of about 2%. Eligible means that you have an acceptable performance review on file and that the designated time since your last pay increase has elapsed (normally one year). The DJB letter indicated that the max increase at Express would be 2.2% (prior to merit program suspension, the max was 3.5% if you had a perfect review).
* 401K match contributions would resume at 50% of what they were previously, so 50% of the first 1% contributed, 25% of the next 4% contributed. FXO employees will see match contributions return at 100% since they have no company-paid pension.
* NO mention of annual bonus program, but this is a process that in years prior has taken place in the June-July time frame so too early at this point.
I was not able to get the previously posted links to the letters to open but maybe someone can repost?
* The FWS letter indicated that merit increases for eligible employees will resume, with a maximum increase of about 2%. Eligible means that you have an acceptable performance review on file and that the designated time since your last pay increase has elapsed (normally one year). The DJB letter indicated that the max increase at Express would be 2.2% (prior to merit program suspension, the max was 3.5% if you had a perfect review).
* 401K match contributions would resume at 50% of what they were previously, so 50% of the first 1% contributed, 25% of the next 4% contributed. FXO employees will see match contributions return at 100% since they have no company-paid pension.
* NO mention of annual bonus program, but this is a process that in years prior has taken place in the June-July time frame so too early at this point.
I was not able to get the previously posted links to the letters to open but maybe someone can repost?
11-25-2009, 04:21 AM
#13
Gets Weekends Off
Joined APC: Jul 2007
Position: FDX MD11 FO
Posts: 183
Arbitration/Grievance
This does weaken the company's position against our grievance about 4a2b.
1. A company attorney will have a tougher time justifying restoring pay (even merit pay) to one employee group and not another in front of the board.
2. An arbitrator(or board) may also conclude the underlying company justification is no longer valid if pay is being restored and the business outlook is improved.
FWIW
1. A company attorney will have a tougher time justifying restoring pay (even merit pay) to one employee group and not another in front of the board.
2. An arbitrator(or board) may also conclude the underlying company justification is no longer valid if pay is being restored and the business outlook is improved.
FWIW
11-25-2009, 05:49 AM
#14
gets every day off
Joined APC: Mar 2006
Position: Retired MD11 Capt
Posts: 705
This does weaken the company's position against our grievance about 4a2b.
1. A company attorney will have a tougher time justifying restoring pay (even merit pay) to one employee group and not another in front of the board.
2. An arbitrator(or board) may also conclude the underlying company justification is no longer valid if pay is being restored and the business outlook is improved.
FWIW
1. A company attorney will have a tougher time justifying restoring pay (even merit pay) to one employee group and not another in front of the board.
2. An arbitrator(or board) may also conclude the underlying company justification is no longer valid if pay is being restored and the business outlook is improved.
FWIW
11-25-2009, 08:48 AM
#15
Line Holder
Joined APC: Jan 2008
Position: We'll see
Posts: 32
I think we may be missing the point. Even if the company was making large sums of money but had a legit over manning, they would not restore the "hours" cut. We don't really have a "pay" cut, just an "hours" cut. Now, the crux of our argument to the company is that we are not overmanned, it has nothing to do with merit increases for everyone else or pay cuts. We haven't had our "pay" cut (tell that to my mortgage company).
11-25-2009, 09:30 AM
#16
Line Holder
Joined APC: May 2007
Posts: 43
Sorry, but I beg to differ. Slice an apple any way you want to, it's still a sliced up apple. They found a way to reduce payroll for a group without reducing manning. It doesn't matter how they "sliced it up". The contract does not allow for an hourly rate decrease, so they used a different knife, albeit a very dull one since they didn't cut a straight line (i.e. disparity amongst a/c types) 
.
Whatever the announcement was yesterday and how they intend to bring some things back, along with a somewhat optimistic outlook in business, I waited with an admittedly small naive hope that they would at least announce buying up lines to the contractual minimum. Until that happens I will remain even more pi$$ed off and they will get NOTHING extra from me.
Time to go play with the kids. At least that makes me happy.
Have a great thanksgiving! (At home, I hope)
. Whatever the announcement was yesterday and how they intend to bring some things back, along with a somewhat optimistic outlook in business, I waited with an admittedly small naive hope that they would at least announce buying up lines to the contractual minimum. Until that happens I will remain even more pi$$ed off and they will get NOTHING extra from me.
Time to go play with the kids. At least that makes me happy.
Have a great thanksgiving! (At home, I hope)
11-25-2009, 03:38 PM
#20
Gets Weekends Off
Joined APC: Sep 2006
Position: A300 CAP FDX
Posts: 287
Agreed, indeed! Maybe you should point the violator to this:
YouTube - I'm about to whip somebody's ***
YouTube - I'm about to whip somebody's ***
