Originally Posted by
dragon
Gloopy,
I'm not naive enough to think that management wouldn't squeal to the other groups if it's in their best interests. Rather, I was suggesting a face saving maneuver where they can have some plausible deniabilty with the other groups.
The big point that I think we're both making is there are more ways to improve our W-2 without a percentage increase in section three. We can make big gains in work rules, training and vacation pay. Heck even in benefits we can gain. Of course if we look at the bankruptcy contracts versus C2K we lost more than just pay rates, touching trips and other goodies went bye bye.
I think you are absolutely right. You can make more compensation, but it doesnt all have to show up as W2-able.
I would also like to share an opposing viewpoint for the folks that think it is cool to work 15+ days per month. Half of your life away from your family. When you are junior in category, that is your free days when your family isnt free. There are categories that have a lot of 15 day months or more...for lineholders...a sure sign we need a higher minimum day. I've got no problem working hard for a living, but I dont live to work and I certainly dont appreciate pointless wasted time away from home.
I am a big fan of 401k to the 415C limit funded by the company. Profit sharing should be mad money, not an after tax pad to retirement.
Management will "squeal" to the other groups, no matter what, when we are in section 6 negotiations.
I agree with all of your work rule enhancements.