The benefit costs here include both health care and pension benefits. UPS has a very generous benefit package for most employees which includes a defined benefit pension and 0% employee contribution for health care benefits for full time employees. Most part time UPS employees likely have less generous benefits than the "average" benefit. Turnover of part-time workers is high so many do not accrue pension benefits and their health care benefits are not as generous as those for full time employees. UPS offers part-time employees a number of non-traditional benefits as well, most notably tuition assistance in the form of loans and grants.
The average hourly benefits listed in the chart for full time FedEx employees most likely underestimates the benefits full time employees receive. At $3.33 per hour the benefit listed for full time worker would be the equivalent of a company contribution of $577.22 for health benefits every month. This would appear to be the figure that FedEx pays as its contribution for single employees. In addition to health care benefits FedEx offers its employees a defined contribution pension as well as a 401-K plan with a match. The $3.33 figure appears too low to include the hourly cost of retirement benefits.
The wages and benefits listed above are paid by companies that profitably provide parcel delivery services. These companies are both known for the efficiency of their operations and their ability to deploy capital to most efficiently use the labor sorting parcels and transporting parcels between facilities. These two carriers are also now facing rising demand for their services to the point that they are able to raise prices to both customers that pay list prices and those that negotiate rates at discounts to list rices.
The Postal Service faces a different operating and competitive landscape. It has significant production and transportation overcapacity and public notice processes that discourages the elimination of this overcapacity, declining volumes and revenue, limited capital to improve the efficiency of its network, regulatory constraints that prevent rational pricing and competitive constraints that prevent it from extending its product line to generate more revenue per item delivered. These constraints make it difficult for the Postal Service to pay market rates of compensation that one must assume are within the ranges shown above. The sooner these constraints are removed, the sooner APWU members can be assured that their compensation will fall within the ranges listed above, otherwise they can expect that compensation levels in future contracts will have their members fall behind wages paid in the private sector.