Need for speed gone too far!!!
Selector (Former Employee) – Montgomery, AL – July 13, 2016
All pay rates on the the incentive scale used to be obtainable. This was from 100 percent to 125 in 5 percent increments. One recent year our raise was shifted and distributed throughout the incentive scales which then ranged from 101 to 146 percent. Our initial argument was that these rates couldn't be reached in each department for the week so it was like we didn't get a raise. However, some very enduring workers, including myself were able to reach this numbers for a week's average.
Since then, goal time has been taken from the orders rendering the initial argument indeed, true. The highest selector in the freezer department can rarely maintain 120 percent for a full night; and that's if he works through lunch and breaks. We are at about 300 cases per hour minimum requirement. I think that if a person is working like this that it is actually around their maximum.
I really think that there should be a second opinion on what their engineers have decided with our goal time. This is the only warehouse where I see the freezer make less money than any other department!
To further this, management has this buddy system going on where some people get all of the benefits while others do most of the hard labor. This includes the hand full of people how have consistently low or perfect error rates while themselves and coworkers witness them make errors. (IF) any of these errors were to make it to their error report, they could easily talk to their friend (manager) and have them removed.
Dishonest job system (including error rate process)