FEDEX EXPRESS EMPLOYEE MANUAL

Manual

Author

Institution

Introduction

Irrespective a business’ size always imperative that has standards and develops a set of procedures and policies that enhance the smooth running of the business. This underlines the importance of an operations manual. An operations manual refers to a tool kit that replicates the business’ knowledge, as well as its operations. Operations manual may encompass the whole organization or certain departments. Entry-level employees may use the manual to enhance their knowledge of the company. This paper provides a manual for FedEx express.

1.FedEx Express philosophy and history

History

The history of FedEx express was started almost 40 years in April 1973. Initially, it had 389 employees and delivered 186 packages to about 25 cities in the United States. Today, FedEx Express ranks as the world’s largest company as far as express transportation is concerned, with over 140,000 employees and delivers over five million packages in over 220 territories and countries. The idea behind the establishment of FedEx was to solve the problem that businesses faced as far as sending shipments were concerned. It seized the opportunity and utterly modified the way that business was carried out by developing a system of time-definite delivery. The company assured customers of excellent service delivery and money-back guarantee thereby cementing their confidence on the company that their shipment would get to its destination on time. In addition, it allowed for the tracking of goods en-route their destination. This helped customers in managing their daily operations and shipping activities in a precise manner thereby enhancing the competitiveness of their businesses.

FedEx is composed of a highly technical and sophisticated transportation network, with its operations founded on a hubs-and-spokes package system that the company created. It collects and ships packages to sorting hubs in Asia, Europe and the United States where they are sorted and dispatched in planes. Special hubs for international shipments include London, Guangzhou, Dubai, Paris, Osaka and Anchorage.

Today, the company is part of the FedEx Corporation, a global provider of e-commerce, supply-chain management and transport services. The corporation offers comprehensive business solutions via its subsidiaries.

Philosophy

FedEx Express is guided by three philosophies, which include dedication to their employees, customer satisfaction and adequate returns on the investments of the shareholders.

Service

The company recognizes the fact importance of customer satisfaction in safeguarding its success. It, therefore, aims at providing its customers with an entirely reliable service. It ensures the satisfaction of its customers by meeting all its commitments, as well as treating its customers with the utmost respect and courtesy at all times. It prioritizes on every document, freight or package shipment that it is entrusted with.

People

FedEx recognizes the fact that its employees are its most crucial asset. In essence, it offers its employees a comprehensive package of wages and benefits, as well as progressive policies of employee relations, open communications between the management and employees, as well as impressive career advancement opportunities.

Profit

The main aim of any business is to have the capacity to make sufficient profits on the investments of the shareholders. FedEx, therefore, prioritizes on enhancing its ability to make profits so as to safeguard its corporate future.

2.Workplace Practices

FedEx Express has been recognized all over the world and won accolades for its commendable workplace practices. In this respect, the company emphasizes on two aspects.

Personal appearance

All employees are expected to observe proper hygiene and grooming. This is in an effort to enhance its image as a productive, reliable, thorough and professional service provider in the market. Whether the employees are meeting clients, vendors or customers, they are a projection of the company’s reputation. The impressions they make on others depend on their manner of dressing, behavior and personal hygiene. In essence, it is imperative that they have clean hair, be well groomed and observe a reasonable style. When on the job, it is imperative that the employees wear their entire uniforms, which should be clean and neat. Uniformed employees working in positions of customer contact are forbidden from wearing conspicuous pins, insignia, clothing items and buttons that may detract from or interfere with the branded public image of the company. Any employee who wishes to have an exception to this policy on the basis of religious beliefs must submit a written request to his or her manager with a clear description of the basis for this exception, as well as any supporting documentation.

Identification badges

Employees are issued with identification badges, which they are required to wear at all times when in FedEx property. The employees must display the badges on the outermost garb on the body’s upper torso. Badges that are issued as a component of airport authorization and clearance should also be worn on their outermost clothing. All personnel are expected to comply with Transportation Security Administration (TSA), as well as other regulations. Employees caught in the sensitive areas of the airport without their identification badges are subject to fines. In case the badge is lost, an employee should contact his or her manager for guidance on how to have it replaced on a charge of $30. However, individuals who lose their badges excessively may be liable for a disciplinary action or even have their contracts terminated.

Cell phone

Employees must comply with all local and state laws pertaining to usage of cell phones when working on behalf of the company. In addition, camera phones should not be used to copy and distribute private information, view or post violent, vulgar, graphic, sexually or racially offensive materials. It is imperative that customers, vendors or employees not be photographed if they have not given their consent.

Social networking

The establishment of social media websites on the company’s behalf should only be done by authorized persons. On the same note, only authorized persons should speak on FedEx’s behalf in social media websites.

Any employee who participates in other social media websites on their personal time and identify themselves as FedEx employees should use personal email and contact information, and not FedEx contact information. They should offer disclaimers that they are making their own comments rather than on behalf of the company. Their opinions are, therefore, their own in which case they are personally responsible for any content or comment that may be deemed harassing, libelous, obscene or defamatory. It is noteworthy that all FedEx employees are expected to exhibit professionalism both in and outside the workplace. Any inappropriate participation in such social media websites may adversely affect an employee’s employment. In essence, an employee should be familiar with and adhere to existing policies and follow the same ethics, policies and values that are expected of FedEx employees at all times.

Attendance

An employee’s total job performance is essentially composed of his or her attendance. In fact, attendance is a crucial determinant for an employee’s eligibility for promotion and transfer. Employees are provided with department-specific guidelines by their manager.

If an employee is prevented or delayed from going to work, he or she should notify the departmental manager preferably an hour prior to the beginning of his shift. If the manager is unreachable, the employee should notify another member of management in his work area about his intended absence. If an employee does not attend work for two consecutive work days without the necessary notification, he or she is considered to have terminated the employment. Moreover, if an employee does not attend work for two consecutive days and gives an unacceptable reason for the absence, he is deemed to have terminated the employment.

Time cards

FedEx express has a policy of compensating employees in line with the applicable federal and state laws. Employees should not carry out duties “off the clock” whether on request by the management or their own volition. An employee may, however, be required to complete a record time or weekly and/or daily time card on electronic systems of timekeeping.

While managers designate places for the employee’s time cards and even how to carry it out, the employees are responsible for carrying out all activities pertaining to their time cards on electronic record or their own time-cards. Employees’ time cards cannot be modified without their affixing their initials or giving electronic signature showing that they are aware and have authorized the modification especially when these changes relate to hours worked, performance or pay. Falsification of one’s electronic record or time card or even completion of another employee’s electronic record or time card may lead to termination of employment.

Meal or Rest Breaks

FedEx express provides meal and rest breaks in line with every state’s laws. Managers advise the employees of their rest or meal breaks.

Smoking or tobacco products

In an effort to provide all its employees with a healthy working environment, FedEx prohibits its employees from using or smoking tobacco products within the company’s facilities, buildings, vehicles, as well as aboard any aircraft belonging to the company. However, employees may use or smoke tobacco products in selected areas outside the company’s facilities and buildings. This should only happen during meal periods or scheduled-breaks.

Voting

All FedEx employees are encouraged to exercise their voting rights. If an employee is unable to exercise this right during non-working hours, he or she may request for some time off to do so in the federal, state or local election. However, the request should be made within a day of the employee’s schedule posting or at least a week prior to the Election Day whichever comes first.

Outside employment

FedEx requires all full-time employees to consider outside employment as supplemental. In essence, such employment should not be an excuse to refuse to work overtime, tardiness, absenteeism, or poor performance. In addition, all employees are forbidden from working for FedEx’s contractors, suppliers and competitors. Moreover, they should not work for two or more FedEx companies simultaneously.

Workplace violence

The company does not tolerate any violence in the workplace. Employees are responsible for notifying the management of threatening or potentially threatening situations irrespective of individuals to whom they are directed.

Firearms and weapons

Possession of weapons and firearms within the company’s property, corporate buildings, company vehicles or corporate aircraft without authorization from corporate security is prohibited. For any employee who has been granted approval by the Director of Corporate Security to carry a firearm, it is presumed that he has complied with all applicable governing statutes, ordinances, laws, regulations or codes pertaining to the possession and carrying of a firearm. Possession of illegal or unauthorized firearms within company property may lead to immediate dismissal.

Security

All employees must cooperate with the existing security procedures such as inspection of lockers and carrying cases while in FedEx’s property.

Solicitation and distribution

FedEx prohibits the solicitation of company employees or distribution of any merchandise or literature by non-employees or that may result in disruption of work. Employees should not use the company’s resources such as emails for solicitation. Employees may distribute literature and other materials during non-work times, in non-work areas and to non-working employees only.

3.Performance and conduct

Performance review

To ensure the maintenance of a satisfactory performance level, a review of the performance of all employees is carried out 6 months after being hired and after another six months. Other performance reviews are carried out every 12 months. Additional performance reviews may be carried out any time so as to assist employees to improve performance or notify them of improvements.

Performance improvement

FedEx Express enhances open communication between managers and employees pertaining to job performance. In essence, it enhances performance through certain tools such as documented counseling, documented written counseling, and reminder with an action plan, decision day and personal performance agreement.

Conduct

Acceptable conduct

All FedEx employees are expected to observe the highest degree of responsibility, professional conduct and integrity at all times. This does not only involve sincere respect for other peoples’ feelings and right, but also the assurance that one’s personal conduct in personal and business life avoids actions that may cause unfavorable reactions of current and potential customers or that may harm any individual or FedEx. Any employee who violates departmental or company rules may be suspended immediately with pay as he awaits a full investigation.

In case of criminal charges, an employee should notify his or her manager not later than the subsequent business day that they are scheduled to work. Failure to do this may attract disciplinary action, which may include termination.

Incarceration

In normal circumstances, FedEx Express does not allow its employees paid or unpaid time-off for the time they spend in jail.

Anti-harassment

The company condemns all activities in its environment that allow for illegal harassment, whether in terms of violation of laws or on employees’ morale. FedEx does not encourage the harassment of employees due to their sexual orientation, gender, race, religion, age, disability or any other basis. The policy is not limited to the company’s personnel but also to those with whom it carries its business.

Retaliation prohibited

Employees who report incidents or claims or participate as a witness of harassment against another employee will not be subjected to any retaliation.

Code of business conduct

As the company strives to attain the highest possible standards of personal and business ethics, FedEx Express complies and observes all rules, regulations and laws of state, federal and local governments that pertain to the company and its employees. In essence, all employees are required to desist from activities that involve or may lead to FedEx’s involvement in unlawful activities and notify the proper authorities in the company in case they come across such activities.

4.Compensation and Benefits

Your pay

Employee’s wages are based on the job knowledge, performance, qualification and classification. Salary and wage programs are reviewed by the senior management, who make the necessary changes and adjustments.

Payday or paycheck

Salaried employees get their paychecks on the 15th, as well as every month’s last day. Hourly employees get their wages on the Friday shift of every week by check. These checks are for the preceding week and include premiums and overtime as applicable. If paydays fall on a weekend or a holiday, the paychecks are circulated on the last workday preceding the holiday.

Overtime

Nonexempt employees may have to work overtime according to business conditions. The company strives to enhance even distribution of overtime. Payment for overtime is calculated on the basis of extended workweek, weekly and daily rules.

Call-in pay

When permanent employees are called to work during unscheduled days as a result of emergencies, they may be eligible for call-in or recall pay.

Report-in pay

If permanent, nonexempt and fulltime employees report to their workstations for their scheduled shift and find no work, they are paid for, at most, four hours using the applicable rates. As for permanent, part-time employees, they would be paid for, at most, two hours.

Employee recognition programs

The company offers unique programs in an effort to recognize employees who have provided exemplary services to customers and the community at large.

5.Vacations Holidays and Other Paid Absences

Paid Time Off

The company offers all permanent employees pay for holidays, vacations, as well as other authorized absences. These may include holidays, floating holidays, as well as personal days. As for personal days, employees may be allowed time away from their work to attend to personal business.

On vacations, employees are expected to optimize their vacation time in an effort to enhance their health, efficiency and morale. Any vacation time that is not used is forfeited, or extended by 90 days in countries that prohibit forfeiture.

Medical absence pay

This program of salary continuation provides employees with income during occasional or short-term absences resulting from injury or illnesses.

Leave of absence

Employees who are unable to go back to work, after the exhaustion of their period of medical absence eligibility, may have their status changed, from the state of active absence to leave of absence. The modification is effective on the day after the end of their period of medical absence eligibility.

Authorized Unpaid Time Off

Leave of absence (personal)

This may be granted to permanent employees if they make such requests in writing and get approval from all management levels.

Voluntary unpaid Sabbatical Leave

This leave is initiated by employees and offered when it is possible by the company as a way of providing mutual benefit. In essence, the employee would receive a short-term break from his work while the company benefits by not having to pay the employee any salary. It is noteworthy that the company retains the employee in which case the employee stands to gain despite taking the leave.

Leave of absence (military)

Employees who also carry out non-career duties in the military may be offered military leave for a maximum period of 5 years. Such employees are entitled to reemployment.

Leave of absence (Family)

The company offers its employees leave without pay in accordance with the Family and Medical Leave Act, offering the employees an opportunity to balance the family and work demands.

6.Communications and Employee Relations.

Communications

As one of the most established shipment companies in the world, FedEx incorporates one of the most sophisticated communications systems. Up-to-date information pertaining to the company is provided via various communications means including internal company publications, bulletin board notices, live television broadcasts, the FedEx Express Intranet and video presentations. Employees and their families may also have distinct reports distributed to them by the senior management.

In addition, daily FedEx Express operations are mainly founded on face-to-face, open communication between the management and employees. The company encourages employees to make suggestions, express their concerns and ideas with the management.

Employee relations

The company strives to develop and maintain a positive work environment through direct communication with the employees rather than using third parties. Varied channels are used in addressing the concerns and questions that employees may have. These channels include Guaranteed Fair Treatment Procedure, Survey Feedback Action Program and Open Door Policy.

Survey Feedback Action Policy

The development of this program allows employees to participate in improving the workplace. Every year, all active and permanent employees, are given standard, anonymous questionnaires with questions designed to allow them to offer ideas on pay, benefits, rules and regulations, as well as communications among other areas affecting their jobs. Survey results are summarized and employees informed of the feedback. With the employees identifying areas that need to be rectified, concise actions are taken to rectify the situation.

Guaranteed fair treatment procedure

The GFTP was designed to provide employees with a framework for resolving work-related complaints arising in the course of their employment or even the termination of their employment. The framework assures employees of the right to appeal against any eligible issues via systematic review processes by progressively higher management levels.

Open door

This process encourages employees to communicate their concerns and ideas directly to the management. The concerns and ideas must, however, be general in nature and affecting other employees.