The following questions and comments were submitted by the employees of ABX through the ABX "No Dues Required" website. All questions will be answered. However, names and profanity will be edited out and not displayed on the site.

CLICK HERE to submit your question anonymously.

QUESTION: What happened to our retirement ?

Let's actually look at what happened to our retirement programs.

1. The company in 2000 took away our profit sharing plan. This was done with the promise of more matching 401k funds of up to 65 cents. This gives us the "possibility" of an extra 25 cents on our already match of 35 cents up to 6% of our pay. To us, this may mean an extra $400.00 to $800.00 dollars per year into our 401k plan. Now lets see how many times we made this extra. ONCE. Just this last year and this was the first year that we were actully able to see what our goal was to get it. Prior to that we had no idea as this goal was set by the company with no input from us or being told to us what we had to do to meet the goal. Thanks, but I did MUCH better with the profit sharing plan as we ALL work to make the company profitable.

2. Under the new retirement plan (or should I say modified) If you do have a profit sharing amount, you will have to forfeit it to the company when you quit or retire . If you don't and you take it with you and say, roll it into your own 401k or IRA your company sponsered retirement account formula changes and will be worth far less than what you might expect. You can find the company formula on an ABX website but it will not tell you this or give you an alternate formula to figure this. When the company went to the new plan they should have rolled this money over to our own 401k plans with NO deduction or penalty on the "RIP" plan. Also, this money may be at risk to disappear if the company goes under or is bought out.

3. Also, if you so choose to retire early, say at age 55, you will be penalized 6% per year. So in this case your RIP would be worth 60% less than what it would be if you did not retire until age 65. Now if you take your profit sharing, it will be reduced even more, based on some formula not provided to us. To me, and most others, this is excessive. The salary and bonuses of most of the upper execs (just this last year) will be more than what you will recieve before you die if you wait until you are 65 to draw your funds according to the normal life expectancy of men and women.

4. This item is critical: Look what United Airlines just did to it's long time, dedicated employees. It defaulted on its pension program and it was given to the PBGC and now their retirements are worth up to 70% less than what they expected from the company, yet the airline is still operating. Why ? Because their pension fund was UNDERFUNDED. Why underfunded ? Profits were divided out among the top execs as is the norm in corporate America, with little thought or care for the hard working employees. Do you think ABX's retirement program is funded properly ? Do you think ABX will exist in another 5-10 years ? Major airlines fail, this company is small in comparison. You are at risk of retiring with very little from this company.

5. Final point. This company will continue to make changes to benefit those at the top only. You will not see large bonuses nor higher 401k matching funds in your account. You will not see 22% salary increases nor 118% of you base salary as a bonus. You will not see lowered medical premiums nor a drop from a 6% penalty to a 3% penalty in early retirement as with most airlines. Perhaps the company should start spreading the wealth with all its employees not just the white castle boys pulling in millions in salary and bonuses. We all survive or fail together and it is based on what we do. If you think our retirment program is great, compare it to what the executives get and compare it to what the Pilots (Teamsters) get, and then use your knowledge and so called "voice" (without representation) to bargain for what you truely deserve. Good Luck !!!!!

ANSWER: Thank you for your comments. It’s always good to hear what’s on your mind and clearly it’s retirement. Pension plans have been in the news a lot lately and can be an emotional issue for employees, especially if the plan does not deliver on what was promised. At ABX Air (and Airborne before) we take the obligation of the pension plan very seriously.

While it will not be possible to respond to everything itemized in your commentary, there are a number of outright misstatements of facts that need to be corrected

Pension 2000 Change

In 2000 the pension plan was changed. As part of the change the company stopped contributing to the Profit Sharing Plan and improved the formula under the Retirement Income Plan. The combined benefit from the Profit Sharing Plan and the Pension Plan was improved by 25%. Let’s look at the chart to see how. Under the old pension design the most an employee with 25 years of service could expect was 40% of their Final Average Earnings. Under the new design at 25 years the employee receives 50% of their Final Average Earnings.

For example, if a person’s Final Average Earnings were $30,000 the old design provided a pension of $12,000 a year while under the new design the pension is $15,000 a year or $3,000 more (25% more to be precise). In the final analysis, it’s not important from which plan the benefit is paid but rather how much you get. Bottom line, under the new design you get more. More is better.

Profit Sharing Plan

It’s entirely inaccurate to say that under the new program you must forfeit your Profit Sharing benefit when you quit or retire. For employees hired prior to 2000, the Profit Sharing Plan has always been and still is today a part of the formula as shown in the chart above. Employees can still take their Profit Sharing as a lump sum or as an annuity at retirement. Employees can roll over the Profit Sharing balance to an IRA when they leave employment. There are no “secret” formulas. The plan is described in detail in the Summary Plan Description (Benefits Handbook) which is available on the benefits website.

The Profit Sharing Plan is invested in a retirement trust fund administered by the Bank of New York, the nation’s oldest bank. The assets of the Profit Sharing plan legally belong to vested employees and cannot “disappear” if ABX Air is acquired by another company. Likewise in the unlikely event of a company bankruptcy, the assets are fully protected by the Bank of New York and cannot be used to pay any debt owed by ABX Air. By federal law, the assets can only be used to pay benefits to employees.

Finally, you suggest that the Profit Sharing assets should have been rolled over to the 401(k) with “no penalty” to the Retirement Income Plan (RIP). By this we assume you mean that the Profit Sharing Plan should not be included as part of the RIP formula. Have you considered the impact on the Retirement Income Plan funding if this action was taken?

If your course of action was taken the RIP would suddenly be underfunded by the amount of the Profit Sharing Plan, or approximately $92 million. You mention that the funding level of the RIP is “critical” and yet your proposed course of action would devastate the RIP funding level. This makes no sense whatsoever.

Funding

We share your concerns about funding. The funding level of ABX’s Retirement Income Plan is currently 95% of current liabilities. Current liabilities include the amount owed to all current retirees and the amount earned by employees to date. Funding levels fluctuate from year to year depending upon the rates of returns earned by the assets and the interest rates used to calculate the liabilities. Since 2000 our plan’s funding levels have ranged from 90% to 103%.

By comparison, United Airlines funding level was around 50% before the plan was involuntarily terminated by the Pension Benefit Guaranty Corporation (PBGC). The PBGC is the government agency that insures pension benefits. It is wrong to suggest that all United employees’ pension “will be worth up to 70% less than what they expected from the company.” This is only true for United pilots because their income levels exceed the amount insured by the PBGC. For almost all other United employees, the PBGC will pay the full benefit earned up to the termination date of the plan.

In 2005, the maximum PBGC insured benefit is $45,613.68 a year at age 65 (this amount is adjusted annually for inflation). Under our plan this means anyone earning less than $91,227.36 is fully insured by the PBGC. For more information about the PBGC visit their website at www.pbgc.gov.

Final Thoughts

We take the obligations of the pension programs seriously. Employees are entitled to expect that their benefits will be there when they retire. This means running the pension programs prudently and not adding expensive features to the plans such as subsidized early retirement, which would only negatively affect funding levels. While this may not be popular with some employees it is the right thing to do. We are taking steps to ensure that our plans remain properly funded. Since ABX Air became an independent company in August of 2003, we have contributed over $87 million to the pension plans and we expect to contribute at least another $12 million during the rest of this year. The company has also contributed an additional $13.3 million as 401(k) matching funds since August 16, 2003. Finally, we are optimistic about our future as a company and we think you should be too.

QUESTION: Where do I buy or get union free shirts and pins? Thanks.

ANSWER: The t-shirts, pins and hats were handed out by a group of employees who want to remain union free. They were free of charge. If you see an employee wearing one, just ask them and they can tell you where you can obtain a t-shirt or pin. You should obtain the t-shirts and pins on nonwork time in a nonwork area.

QUESTION: IF A UNION IS VOTED IN CAN THE UNION FORCE OUT CONTRACTED COMPANIES I.E. LABOR WORKS, SPHERION, WACKENHUT SECURITY, AVI?

ANSWER: A union cannot force the company to stop contracting out certain work with temporary employment companies or other companies that provide services.

QUESTION: I'm nethier for or pro union. I'm for a voice in company changes. Abx says they do not want a small group of people looking out for thier own interest, Abx already has one...they are called the board of directors. They do not want interferance from a union or the employee voice. They want their pockets lined as well as union officials.

Where is my profit sharing? Did I have a voice in 1998 when it went away? I did not get a piece of the pie when ABX became indedendant nor was I offered .30/share as the big dogs were. Could a union have say in that? No, they would not have say. Did I have a say? No I did not.

Did I have a say in fair wage agreement? I make about the same but take home pay does not go as far. Mr. Hete got his plus more. Do you get to hear more and more people being added to the board of directors, they will line their pockets as well as union officials...bet your last dollar on that. They will get theirs before the bottom feeders get a say.

A union will not fix these issues, but you will not have say at the same time. I do not have say for my own future. Our corperate leaders have their golden parachutes. Mr Hete already said he'll be retired before the $90 million bill is paid...that's someone elses problem. What kind of thing was that to be heard during a hangar meeting?

My question is, Will you print this or let it slide???

ANSWER: Your comments are being printed as submitted. Some of our previous answers have already responded to your questions. However, some answers bear repeating: There are huge differences between the Board of Directors of a public company and union officials. The Board of Directors of a public corporation are legally responsible to the stockholders of the company and are responsible for the growth and financial well being of the organization. Union officials are not subject to any legal responsibility to members and are not legally responsible to the members for the financial well being of the union. Union officials report to themselves and do not have to justify their spending or expenses to an outside agency like the United States Trade Commission.

With respect to profit sharing, the changes occurred in 2000, when Airborne made a number of improvements to the retirement program. In addition to discontinuing future contributions to the Profit Sharing Plan, the Retirement Income Plan formula was improved so that most employees at retirement receive 25% higher retirement benefits than under the previous formula. Also, a performance match was added to the CAP/401(k) plan. In 2004, the additional performance match was 20 cents for a total of 55 cents match for every dollar employees contributed to the 401(k) plan (on the first 6% of pay). If you were vested in the profit sharing plan, you still have a profit sharing account, Your Profit Sharing Plan account balance is credited quarterly with your share of the investment earnings gains/losses. Your Profit Sharing Plan balance provides a portion of the benefit determined by the Retirement Income Plan.

As stated in previous answers, the wages and salaries for ABX employees at all levels of the company are driven by market conditions. The company reviews salaries at least annually to ensure that the pay for each position is competitive with the job market. The pay for ABX sorters is competitive, and in fact higher, than UPS, FedEX, and DHL.

A union takes away the ability for employees to speak for themselves. Many employees at ABX know they can speak for themselves, directly to management, including Joe Hete. You have just demonstrated you have a voice by stating your opinions on No Dues Required. It would be impossible to operate a company if every employee had a say in every decision that was made in running a company. ABX values employee input and their opinions do influence the decisions that are made.

QUESTION: The union free shirts and hats are appaulling, why wasn't this money spent on our Christmas turkeys last year? The distribution of these items during working hours is going against ABX's own policy of solicitation isn't it? Isn't the paid anti-union meetings during work hours also going against ABX policy concerning solicitation? Not to mention taking people from their work, making a heavier load for others. How much is ABX paying for Jay Cole consultation firm? And the workers are suppose to trust this comapany that breaks it's own policy? I was on the fence concerning unions, but after all I've seen and heard from ABX and the pro union, I've decided to sign my card and turn it in as soon as possible. How are workers suppose to trust this company when they break their own policy and rules?

ANSWER: ABX Air has not paid any money towards the union-free t-shirts or hats that were recently distributed. A group of Ground employees who want to remain union free sponsored the hats and t-shirts. Their actions are independent of ABX Air. These employees have the same right to voice their opinions about wanting to keep the company free of unions as those who support a union. Contrary to your opinion, many employees were eager to receive the hats and t-shirts, and were pleased that their co-workers were finally speaking out against unionism. Your question concerning the Solicitation Policy has been answered in other questions that have been asked.

QUESTION: I work in E at night and there is no pressure for Union free anywhere at night, on the contrary, there is constant barrage of union newsletters in the break room that I do not appriciate. The area manager and supervisor are great men, and I think since being in almost all the areas, they are the best there is on the night shift. They do not tolerate that kind of behavior and it is silly to post stuff so negitive when it isnt happening.

ANSWER: Thank you for your comments.

QUESTION: It is stated in the "No Solicitation/No Distribution Policy" that..."solicitation by ABX employees is prohibited at any time during the day when either the person doing the solicitation or the person being solicited is required to be engaged in the performance of their work tasks." When the silly red "Union Free" shirts, hats, visors and buttons were available, ________ drove ___ forklift from Unload E to the supervisor's office during work time to be handed one by _____________. __ was to be unloading trucks at this time. It was definitely not __ break time. How is it possible ________ handed ___________a shirt in the work area? No pro-union information can be handed out so why can the rules be broken by anti-union employees? Typical ABX....rules change depending on who you are.

ANSWER: ABX No Solicitation/No Distribution policy clearly states employees should not solicit during work time in a work area with employees who are working. Since the unionization started, many of our employees have been soliciting both for the union and against the union. When we hear of these incidents, we try to caution each of them about the policy and give a verbal counseling. Employees are asked to follow our policy regardless whether or not they are for or against the union. While most employees have complied with the Company's request, continued solicitation on company time, in work areas and with people working could result in further disciplinary action. If anyone sees employees violating company policy, we ask that you tell you supervisor immediately. ABX is trying to be fair and just in administering the company's rules and policies.

QUESTION: Could someone besides Jay Cole and Associates answer this please? Why do you have to twist everything so the union sounds so wicked when ABX is the wicked one? Union Dues have been a hot topic. The APWU does NOT state the dues are a flat rate of about $10 a week. The only set amount is the $3.89 for the National portion. The rest of the dues would stay here for our local and WE, as the union, decide together how much we pay. We also, as the union, can state different amounts depending on whether you are full-time, part-time, teen-sorter, or weekender. NOTHING is set in stone until WE, as the union, vote on our contract. There will not be any initiation fees, either. No dues will be paid until we have ratified the first contract. I WANT TO PAY DUES TO THE APWU!!! I want a voice at ABX!!!!!

ANSWER: Answers to questions that are asked on ABX No Dues Required are answered by the ABX Human Resources department. No one else knows the history of ABX and what has taken place in the past to be able to respond to questions.

The APWU put out "APWU FACT SHEET #4" that stated, "union dues for APWU vary by local. Most average between $9.00 - $10.00 a week". Knowing the union way, if a union was going to charge members $10.00 per week, then all members would pay their fair share of $10.00 per week. Unions treat everyone the same. There would be no discrimination between members. In the APWU contracts, nothing is stated or negotiated where full-time union members pay more dues each week than part-timers, teen-sorters, or weekenders. All union members would pay the same amount. Unions call this "your fair share".

If you want to start paying union dues to the APWU, there is nothing in the Railway Labor Act that would prohibit you from doing that. If you know what the union dues are going to be, then you can start paying the APWU today.

Everyone has a voice at ABX. All employees can go directly to Joe Hete's office and present their issues if they want to. If ABX employees decide to unionize, then ABX employees would lose their voice---and the union as the exclusive bargaining agent would go to the company for you. Actually, if you want a voice, you should want to stay union free.

QUESTION: hOURLY pay for dhl

ANSWER: The start rate for DHL sorters is $10.00 per hour, and the top rate is $14.67 per hour. ABX sorters start at $9.45 per hour, and the top rate is $15.95.

QUESTION: I was an employee for 4 years, quit and then was rehired just a few weeks ago. I came back to ABX because I liked my job, the opportunities to advance and learn new things, the great supervisors and leads I worked for and the unlimited volunteering I could do when I wanted extra money. Sure things aren't perfect, but a union will not make it better. Unions will take your money but have little to offer. Many of you enjoy the company giving your teenages summer jobs. Will the union allow that to continue? Will you be able to volunteer at Christmas for extra money? Will sorters get to work on the load floor after their shift to help out when freight is heavy. The answers are no, no and no. Will there be part time jobs, seasonal jobs or casual sort jobs? Again no, no and no.

For those of you who think the "dead weight" will disappear, again you are wrong. It is harder to fire a union worker who "works the system". Read about the teachers union who protect incompetent "tenured" teachers.

ABX is a great place to work, and the wages and benefits are better than any place offering part time. YOUR job is only as good as you want to make it.

ANSWER: Thank you for your comments. You have pointed out very effectively how a union could threaten the flexibility and teamwork that are so important in running the sort center.

QUESTION: Not a member of your staff. Great concept and great implementation. Have you seen this list?
http://www.nlpc.org/artindx.asp#apwu

ANSWER: Thank you for your comments. Those of you who have full internet access can go to the link provided.

QUESTION: Can we as employees ask that the union just leave?
It seems a lot more people are against it than for it. The ones who are really vocal about their support of the union are the same ones who have never been happy with ABX no matter what the situation.

• The union officials told employees that union cards were to get an election authorized by the National Mediation Board.
• Then the union officials sent the letter DHL, asking ABX to relinquish employees' rights to a secret election and to agree to a card check.
• However, in the latest newsletter to employees the union officials make no mention whatsoever of the union's request for a card check instead of an election!

Perhaps the union should be asked why they don't print the whole letter and give employees the whole truth. ABX is committed to providing employees with all the facts about this union. For more information:

Click here for the RUMOR about the union not telling you about the card check.

Click here for the RUMOR about the union's "bait and switch game."

Click here for the RUMOR about the "anatomy of a union card.

Click here for the RUMOR about union authorization cards.

QUESTION: If a union card is signed, how long is that card valid for the organizers to use??

ANSWER: A union authorization card is valid one year from the date it is signed. If an individual signs a card , and then changes his or her mind, the individual can request the card back from the union, but there is no legal obligation on the part of the union to return the card or not use it to get an election. For more information about union authorization cards, click here

QUESTION: In reading the list of the top ten reasons why ABX should remain union-free, reason #3 states, "We do not want our future in the hands of a small group of people looking out for their own interests." Maybe I'm wrong, but doesn't that describe the Board of Directors?

ANSWER: Yes, you are wrong. There is absolutely no comparison between union officials and the Board of Directors of a public corporation.

1. The Board of Directors of a public corporation are legally responsible to the stockholders of the company and are responsible for the growth and financial well being of the organization.

2. Union officials are not subject to any legal responsibility to members and are not legally responsible to the members for the financial well being of the union. Union officials report to themselves and do not have to justify their spending or expenses to an outside agency like the United States Trade Commission.

QUESTIONS:

1) The pro union committee are saying that becoming a union would benefit the company. and the workers,and are using the success of(union workers) at UPS as an example with their wonderful benefits package,fair wages,senority rights and the satisfaction of their faithful customers that make this company a success.. Isn't this a valid statement?

2) If unionized workers at UPS can enjoy a wonderful benefits package and seniority rights and better wages according to years of service, and at the same time maintain a successful relationship with their customers, which make them our competition, then why wouldn't ABX/DHL be just as successful being unionized? The pilots are a union and other areas of ABX are union what makes the 5000 workers any different in their needs to have a voice on the job?

ANSWER for the two questions above:

Keep in mind that the good wages and benefits and working conditions enjoyed by the UPS workers are provided by UPS not the union. The union did not create, establish or invent the wages and benefits at UPS. To suggest that only the union provides these employment benefits is not accurate. Also, are you aware that union free workers at UPS receive better benefits than the unionized workers?

Regarding UPS customer relationships, UPS has the best market in the cargo industry. With its immense air and ground network, UPS has one of the best delivery service s in the world. However, customer relations were seriously damaged in 1997 by the strike that was ordered by the Teamsters Union and cost UPS $750 million due to lost market share. ABX was a recipient of some of the business that was lost during the UPS labor union strike. UPS could face the same problem again later this year if it is not successful in negotiating a new contract with its pilots. The Independent Pilots Association and UPS have been negotiating over two years and are still far apart in reaching an agreement. In March 2005, the pilots' union approved holding a strike authorization vote, which if approved would allow the union to call a strike without polling its members again. A strike would stop the delivery of millions of packages to UPS customers. Even if UPS and the pilots reach an agreement, it is likely that UPS will have to increase shipping fees to customers to cover the cost of the new contract. ABX is not UPS. The bottom line is that ABX and ABX employees are much better off without a union. Rather than follow the footsteps of UPS workers, ABX should be doing everything possible to assure our customers that we can meet their service needs without interruption.

With respect to the relationship between ABX pilots and the company, please don't confuse the relationship with our pilots with the relationship with the union. We have an excellent crew of highly skilled pilots, most of who always work in the best interests of ABX Air. The union process, however, can and has created ongoing conflict with the company.

Losing the direct relationship with 5000 thousand workers can't do anything but harm the business, cause stumbling blocks in operations, and increase the cost of operations. ABX is interested in keeping a direct relationship with all workers regardless of their position. This includes management and hourly employees.

ANSWER: If a union got voted in, the benefits in effect at that time would stay in effect. Benefits would become a negotiable item, and during the negotiations benefits would remain in place. However, if changes were made to employee costs during negotiations, the company would take those changes to the bargaining table to negotiate the cost changes. If no agreement were reached, the company at that time could cease the benefit coverage for the bargaining unit. Any improvements that the company might make to benefits coverage, would become a negotiable item, and would not automatically be extended to the bargaining unit.

QUESTION: blah blah blah

ANSWER: Full Throttle Ahead!

QUESTION:

Talk about lies and distortion! WOW you guys are good. I have several questions:

1) Since when does the company care where I spend my money? (Union dues)

2) When does the company care what type of membership I have and with what organization? The company is a member of several organizations and also pays dues for their representation.

3) Why does the company care if I have to follow rules of a union constitution? This company has ran business for 25 years under fear, threats, intimidation and lies.

4) Why does the company care about union finances? Maybe people should take a look at the company’s annual report and see that the hard work and dedication of themselves earned the company 37 million dollars in profit last year. Maybe they should look at the contract the company has with DHL and see that the company stands to make that amount each year if not more. Maybe they should understand that our raise does not cover our insurance increase nor our cost of living increase. Maybe they should think!
about the 1.5 million dollar bonus Joe Hete received on top of his 433,000 income that we helped him earn.

5)Has the company ever lied to me? Yes. Has the union lied to me? No, nor have they made any guarantees. Nor can the company make me any guarantees.6) is the union a threat to me? No. It’s a threat to this company because it will stop the company’s total and absolute power over individuals. (Tyranny and oppression)

ANSWER:

1. ABX does not have an interest in how employees spend their income; however, we believe that employees should be informed about the costs of belonging to a union. Unions often don’t provide information about all the costs involved that employees could be forced into paying—initiation fees, dues, assessments, and fines.

2. Membership in a union would not only affect employees---a union would have a major impact on our operation and our ability to meet the needs of our customers.

3. We believe employees should have this information in order to make an informed decision about unions. A union would have tremendous power over employees through rules imposed in the national constitution, local constitution, by-laws, and the negotiated contract. Unions typically don’t provide this information to employees during an organizing campaign. Has the APWU provided all the rules union members must comply with or face “probation, suspension, expulsion, or other appropriate disciplinary action?”

4. ABX doesn’t “care” about union finances, but again, don’t employees deserve to know about union finances and how their dues will be spent, before signing up for union membership? In 2003 the APWU took in more than $45 million in dues, and paid out over $17 million in salaries to union officials. The amount the APWU paid out to individual members was nothing. Again, has the APWU shared this information with you? With respect to ABX finances, ABX encourages employees to review its’ quarterly and annual reports. We recognize that the company was profitable due to the great efforts from all employees. ABX paid almost $600 million in salaries and benefits to ABX employees in 2004. ABX is responsible to its shareholders for making business decisions that keep ABX profitable. We need to continue to provide superior service to DHL in order to ensure that DHL views ABX as their partner of choice.

5. The union’s recent attempt to go behind the backs of employees to secure a neutrality agreement and card check provision was less than honest.

6. As stated many times, a union at ABX would be dangerous, but not because of the reasons you stated. Our continued success depends wholly on meeting the service demands of DHL and our other customers. All ABX employees will need to stay focused on service, work closely as a team, and stay flexible in responding to every service opportunity. A union could jeopardize all of those things, and ultimately our mutual success.
With respect to your other allegations, if you can provide specific details they will be looked into.

QUESTION: Do you think that working for Airborne 20 years with a total amount of $2.85 for raises is fair?

ANSWER: ABX is not aware of any situation that matches what you are describing. On the contrary, pay has increased dramatically for a Sorter who was hired in 1985. Back then, the start rate was $7.70, plus a 35 cent shift differential. Now that person is at $15.95, plus a .55 cent shift differential. Over 20 years that individual’s sort pay more than doubled. If you consider their hours also probably increased from part-time to full-time, their pay check is more than 4 times what it was 20 years ago.

According to a survey by Hewett Associates, (a Human Resources consulting firm), pay for hourly employees increased by an average of 3.3% in 2004. However, sorters who progress through the step scale average over 10% per year for 5 years in a row! The top of our pay range for sorters is higher than DHL, UPS, or FedEx.

QUESTION: I think that we need to raise the amount of sick time for the people who are working full time ABX Air right now. Plus I also have a question too about the recent article in the Wilmington Journal Sentinel that ABX Air/DHL is going to cut 1500 jobs according to the paper in express. Please tell if this is going to be true or not. We need to get rid of the labor solution people hire everybody else who works at ABX Air as regular employees so we can get job done right. Either that or train them right to the job right the first. Thank you!!!!!!!!!!!!!!!!!!!!!!!!!!

ANSWER: The amount of sick time accrued by ABX employees is very competitive within our industry and there are no plans to change. Full-time employees accrue nine paid sick days per year at a rate of 2.77 hours per pay period and they can carry unused sick time over from year to year with no maximum accrual.

ABX has no plans to cut sort jobs. In fact, ABX will need to add hundreds of new sort positions in order to operate Building F when it opens. A recent issue of R-U-MOR Interested the Truth, ABX responded to the question about the reduction of jobs. Click here for the full answer. (Read the R-U-MOR)

Our goal is to significantly reduce our reliance on temporary staffing and staff the sort center with our own employees. To accomplish this, ABX has implemented a variety of recruiting programs to attract and retain sort employees, including our SWAP Incentive program, our bussing program, the creation of fulltime hybrid positions which combine part-time sort positions with other part-time positions, and the rehire incentive program. We encourage all ABX employees to refer individuals to ABX for employment opportunities.

QUESTION: Is it legal or even fair to make an employee pay the amount of union dues based on his or her salary?

Say for instance Bob makes 25,000 per year and Joe makes 60,000 per year and they both get a 6 percent raise based on the new union contract. And the union dues are 3 percent per pay. Three percent of Joe's pay would come out to pay more than Bob. When in all actuality they both have equal representation.

ANSWER: Unions have full control over union dues. Unions may set dues using flat rates, percentages of salary, or formulas, all of which are legal. The APWU says dues for sorters would be a flat rate of about $10 a week--regardless of part-time or full-time status, or rate of pay. In comparison to wages, the APWU dues would be a much bigger chunk of money for new part-time sorters than topped out full-time sorters. We believe the fairest system is to not having to pay union dues at all. The Dues Calculator shows how dues can add up over the years, and what you could do with your money by staying union free. (See the Dues Calculator)

QUESTION: wake up people, if you sign that card you are giving up the family atmosphere here. Unions only interest is in your paycheck, they truly don’t care about you or what you have accomplished. Been there, done that. Just smile and move on when asked to sign one. Here's the question, who invited them, why are they taking up my parking spot, can someone show them the map to somewhere else?

ANSWER: Thank you for your comments. In response to your question, it is not clear if anyone asked the APWU to come here, or if the APWU came on its own after realizing our success and the potential for collecting thousands of dollars in dues from our sort employees. We believe it would be in the best interests of the company and employees if the APWU left as quickly as possible.

QUESTION: How long do we have to continue to worry about this? In other words, how long does this union have to acquire enough signatures? And just a comment, I think it’s Ironic that they didn't show up until they saw all this investment into the base.

ANSWER: There is no legal time limit as to how long a union organizing drive can last. The goal of a union drive is to submit enough valid, signed authorization cards to the NMB in order authorize an election. Signed authorization cards are valid for one year from date of signing, so a union will try to get enough valid cards in order to submit them to the NMB before cards begin to expire. If cards do expire, then the union has to keep getting employees to sign cards again in order to try to get the amount of cards needed to get an election. The more employees continue to voice their opposition to a union, the quicker the union may get the message that it will not be successful at ABX and discontinue its organizing efforts.

QUESTION: Employees from other departments such as Administration, Maintenance, etc. regularly "volunteer" to work in the Ground Department in order to help the Sort get the freight out on time. This is especially true during the winter, when the freight volume is heavy, or the weather is severe. If a union is voted in, would employees in other classifications be able to continue to volunteer?

ANSWER: This would be a negotiated item, so we cannot state what the outcome would be. If we lost the flexibility that our volunteers provide in supplementing the sort staff it would severely hamper our ability to provide good customer service, especially during fourth quarter. Our volunteers are from all areas of the company and exemplify the great teamwork we have at ABX. The importance of our volunteer program in helping ABX to meet our customers’ service requirements should be evident to all ABX employees and is an important reason to stay union free.

QUESTION: Are these questions really from ABX Air employees? It seems weird that I have posted three questions in the two weeks that I've been aware of this site and none of them have been posted. Are the Questions on the R-U-More generated from the same source? How can we (the employees) get a question posted and answered there?

ANSWER: There was a backlog of questions that have now been answered. We apologize for any delay in responding to questions submitted on NDR. Please continue to submit your questions to NDR.

QUESTION: If a union was voted in, couldn’t DHL decide not to renew the hub agreement due to the higher costs, inefficiencies, and delays that may occur with unionization? Also, would sort voting a union in also force a/c maint to join or would it have to be voted on by them separately?

ANSWER: Yes, DHL could decide not to renew our hub agreement if ABX did not meet DHL’s service requirements, or if our costs increased to a level that DHL was not willing to pay. DHL could also take into consideration the potential for work slowdowns and strikes that could occur in a union work environment, and decide not to renew our agreement. A union could be harmful to ABX in all of these areas.

If a union were voted in to represent sorters, it would not affect aircraft maintenance employees, who are a separate class and craft.

QUESTION: I feel that the number one reason employees are seeking a union is because of the way we are treated. Management treats us like children. Wake up…we are adults and if they would leave us alone, a lot more work would get done. There are certain supervisors (and leads) that are allowed to do whatever they please, and the rules don't apply to them. If you try to complain...you are chastised for it. I had to transfer from a job I liked because of a supervisor that is rarely at work, but when she is, she makes the whole operation run haphazardly. Using the chain of command is a joke and employee relations is one sided. I asked for an appeal considering my problems and was stopped dead in my tracks. Management needs to weed out the dead wood, and get back on track. Why do you think no one is applying for the lead and sup jobs?? Enough is enough.

ANSWER: If you have not been able to get your concerns addressed through your chain of command or employee relations, you do have other alternatives, including your vice president, the vice president of human resources and the Hete Hotline. Employees may turn to a union out of frustration, but a union will not solve these problems. In a union environment, employees would have to deal with union stewards, and lengthy grievance procedures, and the relationships between employees and managers would become more adversarial. We would encourage you to try and keep the lines of communication with management open, and speak with your manager or employee relations again regarding your concerns.

QUESTION: Why do new hires get the swap bonus.I have been with the company for thirteen years, where is my bonus check. I have stuck with the company, this just feel like a slap in the face. also how can the company bring back employees that have been gone for the same rate of pay that I make? does my longevity with the company mean anything to you? for some reason this does not seem fair to me.I have enclosed my supervisors name and would like to hear a reply back.

ANSWER: SWAP stands for "Staying With ABX Pays", which is an incentive program designed to attract applicants and improve the retention of new sort employees. New hires receive the $500 bonus only if they complete the first six months of employment, work 80% of their scheduled hours, and receive an overall good performance appraisal. The SWAP bonus was funded by reducing the start rate by fifty cents, which over six months adds up to about $260. Our retention studies have shown new sorters who stay with ABX for at least six months are more likely to stay for even longer periods of time. Rather than pay that money out to short term employees, we are able to better control our hiring costs and reward employees who stay with ABX for six months. It is a one-time bonus paid for by the reduction that was made to the start rate.

We are pleased that we were successful in rehiring about fifty former employees through an incentive program we implemented in January. Former employees were offered the opportunity to return to ABX at their former rate of pay. This program helped us to reduce our reliance on temporary staffing and staff the sort center with our own employees during a time when we were critically short of staff. An additional advantage is that these employees require less training and can move more quickly into regular sort jobs. Incidentally, our retention rate with these employees has been very high compared to typical new hires.

Initially the rehire incentive program was at first a one-time offer. However, we determined that it is a good recruiting tool and it will be ongoing. The days are over when we had a waiting list of applicants, and we are anticipating a lot of growth this year. We are also in the process of increasing the pay rates of employees who rehired prior to this program. This program recognizes the experience that rehires bring to ABX, and we are paying them accordingly. Rehiring experienced employees is good for ABX, and for our customers.

As for longevity, your seniority is recognized in your rate of pay,and vacation bidding.Company seniority starts over for rehired employees.

QUESTION: If a union was voted in; at the bargaining table if ABX was to cut out what we have now; wouldn't that be call regressive bargaining and isn't that against the law?

ANSWER: The law does not protect current wages and benefits in the collective bargaining process. In negotiations, wages, benefits, and working conditions can go up, down, or remain the same. In fact, the United States Court of Appeals has stated..."the United States Government cannot guarantee employees, that, if they unionize, the collective bargaining process starts from where you presently are in wages, insurance, pensions, profit sharing, and all other conditions of employment." This is why it is so important for employees to understand the risks they could be taking if a union were to get voted in at ABX.

QUESTION: Does ABX really want to keep the union out? If so, then ABX should look at the way their management focuses on its hardest working employees, the sorters. I have witnessed several situations between management and various employees, while volunteering at the sort, that display disrespect and belittlement of the employee. I am not foolish enough to believe that management is always right or visa-versa and there are times stronger discipline is required for some people, but there is no excuse for outright verbal abuse from one to another. I disagree with this union and what it represents and believe unions are only out to generate income for themselves by providing empty promises. I have concerns about ABX threats of job termination for weather related no-shows and pay issue misrepresentations. There are reasons behind this Union push. Please, for all our sakes, find them and fix them!

ANSWER: The concerns you have expressed are valid, and we are taking steps to correct them. The most effective way to address work problems and concerns is for employees and management to communicate with each other and work as a team to resolve them. We want all levels of management to develop positive relationships with employees and foster an atmosphere of trust and respect. When communications break down, employees have other avenues to voice concerns, including the chain of command, Employee Relations, and the HeteHotline. We agree that a union would not achieve any of these goals and would create more of a "we" against them" atmosphere.

QUESTION: Has ABX thought of putting this website available to all in ee's on the benefit computers placed through out the base? That way everyone gets a fair shoot at reading this due to the fact not everyone has internet access.

ANSWER: The "No Dues Required" website, www.abxndr.com, has been placed on the kiosks throughout the base in Wilmington and on most of the kiosks located in the regional hubs. Just click on the icon on the main screen. If you are unsuccessful in accessing NDR on the kiosks, please email NDR again, tell your supervisor, or contact Information Systems at extension 2332.

QUESTION: Maybe instead of Joe hete getting a million dollar bonus and poynter getting 300,000 you all could decided to reinstate profit sharing and have some additional money go to the ones who help you make it.

ANSWER: In 2000, Airborne made a number of improvements to the retirement program. In addition to discontinuing future contributions to the Profit Sharing Plan, the Retirement Income Plan formula was improved so that most employees at retirement receive 25% higher retirement benefits than under the previous formula. Also, a performance match was added to the CAP/401(k) plan. In 2004, the additional performance match was 20 cents for a total of 55 cents match for every dollar employees contributed to the 401(k) plan (on the first 6% of pay). Our retirement program is very competitive with other employers.

Salaries for employees, including executives, are driven by market conditions. The company reviews salaries at least annually to ensure that the pay for each position is competitive with the job market.

QUESTION: Not a question, a statement WE MUST ORGANIZE AND SQUASH THE UNION THREAT!! Our company is strong enough without outsiders trying to tell us what to do. Our employees are dedicated and deserve all wages and benefits they recieve! I do not want a union determining my wages and benefits, do you? Consider this when you are being solicited a card and think long and hard before you decide to sign!

ANSWER: It is important for employees who want to remain union-free to let their co-workers know how they feel. You have the same rights as union organizers to organize a counter drive among employees to preserve the great benefits and wages that ABX employees enjoy without having to pay union dues. We would only remind you to observe the No Solicitation/ No Distribution Policy, and treat your co-workers respectfully, regardless of their position on unions.

We agree wholeheartedly that ABX employees are dedicated, hard-working and deserve a work environment where No Dues Are Required.

ANSWER: The distribution of materials by ABX employees is permitted in nonwork areas such as company controlled parking lots, providing neither the employees distributing the materials nor the employees being solicited are on work time and required to be working. However, if these activities should become disruptive, ABX reserves the right to discontinue these activities in nonwork areas. If employees are being pressured into receiving these materials, please let your supervisor know.

Employees who oppose unionization are also permitted to distribute materials expressing their views of remaining union free in nonwork areas during nonwork times.

QUESTION: If you truely don't want to see a union. Then maybe management should treat employees better. Like not threaten to fire them for wanting to leave after 10 to 12 hours. And not just ignore people when questions and concerns are brought to them. After all the buttons people are wearing say ( workers deserve repect ). Why do you think that is? Beleive there are alot of problems. And the why employees were down this past forth quarter and dealing with the ice storm is just what it took to trigger alot of the conflicts we have now and employees seeking a union. They feel like they won't be made to stay 10 plus hours daily and actually be able to see their family's and have a life outside of work.

ANSWER: Over the past several months, our ability to meet the service requirements of our customers is due to the great teamwork of ground employees and all ABX employees who volunteered in the sort. We recognize and appreciate the long hours that employees have put in to keep the operation running on time. Over the next several weeks, the A.M. sort and the new full-time sort positions we have added should result in more normal work schedules for employees. The type of growth ABX is experiencing will create challenges for all of us, but a union is not the answer. We strongly believe a union could be harmful to our success. Unions have demonstrated they tend to turn employees against one another and the company, and that does not serve our customers well. Our teamwork could be seriously jeopardized if a union came into the workplace. The best way to resolve concerns is for ABX and employees to communicate directly with one another. We are committed to working together to resolve problems and address your concerns.

QUESTION: LIES!!!! LIES!!!!!LIES!!!!!!

ANSWER: Our goal is to provide employees with factual and accurate information about unions, and why remaining union free is in the best interests of employees and ABX. The information on this website was researched extensively and obtained from reliable and credible sources such as the Department of Labor, the Railway Labor Act, the National Mediation Board, and Bureau of National Affairs, which is a clearing house for Human Resources data. If there is a specific topic that an employee has questions about, please submit it.