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Wait...What?

Old 09-16-2014, 12:48 AM
  #1  
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Hey you..yeah you...you've been here too long. So here's $100,000. Please go away!

United offers up to $100K if workers leave: Associated Press Business News - MSN Money

Wow. At least they'll get some money before they get the axe! They're going to let go 2100 of their most senior (experienced) FA's to un-furlough newer (Cheaper) FA's to save some money. I figured United as a company that valued it's employees.
Some one here once told me they do this (or just let you go) to the more senior pilots at regionals and that's why there really is no such thing as a regional pilot career (aside from the pay of course). This business is too cutthroat!
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Old 09-16-2014, 01:16 AM
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It is voluntary, sounds like a win win. Or at least a win let the other girl take it.
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Old 09-16-2014, 01:27 AM
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Definitely voluntary. But would you trade two years of your salary for seniority? Maybe if I were near the very end of my career or am ready for a career change. What happens when they don't get the 2100 they're hoping for?
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Old 09-16-2014, 10:31 AM
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Originally Posted by blaquehawk99 View Post
Definitely voluntary. But would you trade two years of your salary for seniority? Maybe if I were near the very end of my career or am ready for a career change. What happens when they don't get the 2100 they're hoping for?
That is exactly the employee that the company is targeting.
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Old 09-16-2014, 04:31 PM
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Originally Posted by blaquehawk99 View Post
Definitely voluntary. But would you trade two years of your salary for seniority? Maybe if I were near the very end of my career or am ready for a career change. What happens when they don't get the 2100 they're hoping for?
The 2100 is the ideal, "perfect" number. They know they won't get that. The real target is a closely held secret, and is probably half the total eligible. The thing to watch is what comes next. If they really do want to get the long-term savings, they'll be back with more later. If they meet their target (or miss it by a mile), they won't be.
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