FedEx reviews

The pay doesn't change based on how many hours you work as a Driver you still only get the $150 but thats minus TAXES and GAS TO GET TO WORK AS WELL AS DAILY LUNCH MONEY because you'll live on GAS STATION FOOD since theres no time to sit and eat lunch you'll take your lunch breaks by eating on the way from one Stop to the next one to save time. Every mistake will cost you time and you will eventually get hurt somehow as you are to load and unload ALL equipment and Packages as a ONE MAN TEAM even when the boxes clearly say 2 or 3 MEN LIFT & CARRY ONLY!!! You are on your own with DOG ATTACKS. I literally had to stop at a Walmart to buy new boots after a dog chased me into the back of the truck and chewed up the bottom off of one of my Work Boots. Im already a disabled ARMY Veteran so I didnt want to complain too much. The trucks break down and you have to pay with your own time and NO ADDITIONAL COMPENSATION AT ALL even if you you finish 4 to 6 hours later than usual because you have to stay out until you Finish Delivering Your ENTIRE Load For The Day!!! You don't get much sleep each night either as its always seemingly time to head back to FedEx even once you get used to it. There's a high turnover rate because of this and you just work work work until finally you make it to that 1 day off. You also get RANDOM schedule changes due to weather changes whereas the Owners will call a day off due to snowing or something IF ITS TOO THICK but then they'll also TAKE AWAY your Scheduled OFF DAY for that week NEVERMINDING YOUR FAMILY PLANS AND FUNERALS ETC. SOME DAYS YOU COME IN TO WORK AND GET SENT BACK HOME BECAUSE THEY HAD TOO MANY DRIVERS COME IN THAT DAY SO.THEY JUST KEEP WHOEVER CAME IN THE EARLIEST THAT DAY EVEN IF YOUVE ALREADY PAID FOR DAYCARE FOR THE KID(S) AND DROPPED THEM OFF ON THEvWAY TO WORK.

Retaliation for medical leave — I was terminated the day after a protected medical procedure. Lack of respect for long-term employees when health issues arise. Failure to provide reasonable accommodations under the ADA despite acknowledging disability. Hostile handling of termination — escorted out by security in front of coworkers. Litigation strategy focused on denial and delay rather than resolution. Little to no accountability at leadership level for discriminatory practices.