Point redemptions are 3 pts. for bottle caps all the way to 20 pts. for 24 pack cartons.
Under the old system you could enter 10 codes a day.
Under the old system that would be 70 codes per week.
70 * 3 is 210 pts for caps or 70 * 20 is 1400 pts for 24 ct cartons.
Entering the maximum number of codes per week under the old system you could get 210 to 1400 points a week.
Under the New Coke system which is so superior to the Old Coke system you can get 120 points maximum each week.
No More Daily Code Limits results in you can only enter from 6 to 40 codes a day and then you can’t enter any for a week. That really isn’t a removal of the daily code entry cap. Please don’t give us this spiel about how wonderful you are lifting the daily code entry limit and how we need to be so thrilled with the change.
The reason I personally got pissed about this was the snow job they tried on me. Just give the new terms and don’t try to convince me that getting less in the bargain is going to be so much nicer.
Yeah, I definitely noticed the Coke thing. “Look, we’re now less convenient!”
I worked for a company that once tried to say that people working after 4pm getting a shift differential bonus only if their shift started after 4pm was somehow good for workers. The memo was phrased like “Good news! We’ve changed our pay policy!” When we asked for a single example of how an employee could make more under this policy, the silence was deafening.
My employer went from 2 paydays per month, on the 1st and 15th to a paycheck every other Friday. This sucks, since you used to be able to coordinate your bills to arrive on or near paydays. Now, you get paid on any old date and everything is out of synch. Its not a big deal, but still, it’s worse than the old system.
HR pitched it to us in several gushing emails as “Now you get paid more often!” Well yes, but it’s all the same money.
No one likes their pay period. I’d much rather get paid every other week. It’s the same money, yeah, but I can budget my entire month of bills on the slightly less money without issue. Then, a couple of times a year, I get a bonus monthly check! Woohoo! It feels nicer saving, say, a $500 chunk at one time than $100 spread over 5 pay periods.
GM Card way back…changed their rewards to eliminate the caps. You used to be capped at $500 per year and 7 years…which means you could get $3500 max off your new car.
They changed it to eliminate the caps! WOW! However, in very fine print you find out that they maxed out the amount you can apply to a certain car (that I was interested in) was $1000.
This wasn’t a change, but a bizarre wording of a policy:
In order to provide better customer service, deposits of loose change will be credited within 48 hours.
What they’re really trying to say is, we can’t immediately credit your account for loose change and you will have to wait up to 48 hours for it to be credited to your account. But they seem afraid to state the policy in straightforward terms because it might sound negative?? I don’t blame them for the policy, but it’s hardly better customer service to not run the change when the person brings it in.
American Express ads where they say “No preset spending limit!” as if that’s a good thing. With a preset spending limit on a credit card, and a few brain cells to keep rough track of how much I’ve spent in a month, I never have to worry about hitting a limit. With Amex, you never really know if a purchase will go through until it does.
Also, I remember getting a mailing from a local shop that started “We have exciting news!” They were closing down. They weren’t even having a going out of business sale, since they were moving all their stock to the other store, 30 miles away.
"The American Express Card has no pre-set spending limit, which gives you purchasing power that adjusts with your use of the Card and other factors. No pre-set spending limit does not mean unlimited spending. Purchasing power adjusts with your use of the Card, your payment history, credit card record and financial resources known to us, and other factors. "
Which I read to mean that every time you use it, they decide whether or not to allow the charge.
At my buddies office they have to meet a minimum threshold for billable hours in order to qualify for their yearly bonus. One day, as an incentive to retain employees, HR decided that anyone who had worked there for five years automatically got an extra week of paid vacation. Your two weeks of paid vacation were upped to three weeks of paid vacation! Joy!
Except… they didn’t pro-rate the threshold for billable hours. The percentage of your billable hours was based on a 5 day week for 50 weeks and if you took all of the vacation time to which you were entitled, you couldn’t meet the cut-off. So my buddy could have three weeks paid vacation, but if he actually took the third week, he’d lose his $2,000 bonus, making it a really expensive holiday.
At one large company I worked at, there was a complete overhaul of the benefits package. They hyped this thing for months, and were so very proud of it. Instead of getting a standard package, you got “Benefit Dollars.” You could spend them any way you wanted. Don’t care about term life but want more vacation time? Great, spend your Dollars on vacation time. Don’t want dental but want hookers and blow? Great, there’s an option for that, too! (OK, not really.)
The problem was, there were not enough Dollars to buy back what you had before. No matter how you cut it, you were getting less.
Every change in benefits (especially medical) in my life has been a cut of some sort. Every one.
Company announces change in policy == something being cut.
This was especially bad when teaching when I would try (unsuccessfully) to explain to people that getting the same insurance this year that you had last year IS NOT A RAISE!
At one company I’ve worked for, a very high percentage of the employees were paid at least partially on commission. Usually 10-30% of their pay. The employer purchased another company, and a notification went out announcing that, in order to make sure that the employees weren’t taking hit to their commission checks during the assimilation of the purchased company, everyone would be on straight salary for a while. How nice of them. Except for the fact that this was during THE most profitable period in history for that industry. I have no idea how much the employer saved by not paying out commissions during that time.
Strangely enough, several years later, during a much worse market, there was no similar action when a second company was acquired.
GM pulled this crap when they owned Hughes Aircraft. They combined vacation and sick leave into “Personal Time Off” and advertised it as a great blessing because now we had “more flexibility!!!” I guess we weren’t supposed to notice we went from 12 sick days + 15 vacation days to 20 PTO days.
We could probably create an entire pit thread on the various changes eBay has made to their seller’s fees, like dropping the insertion fee (flat, set amount) but almost doubling the final value fee (percentage), and advertising it as a great savings.
I’d much rather get paid every other week. It’s the same money, yeah, but I can budget my entire month of bills on the slightly less money without issue. Then, a couple of times a year, I get a bonus monthly check! Woohoo! It feels nicer saving, say, a $500 chunk at one time than $100 spread over 5 pay periods.