Originally Posted by
Andy
You've made a very strong case for management to keep on time and profit sharing bonuses. It is achieving the results that management wants - motivating employees to work harder. For employees, a more profitable airline results in higher pay.
I tend to favor bonuses because this SHOULD be an area where management and employees have mutual interests - a profitable on-time airline that customers want to fly. The RLA complicates this equation.
Until the "bonuses" are iron clad, fair and EQUITABLE, just give me the higher pay. Treat me the way you'd like to be treated and the way you'd like the customers treated and I will pull on my end of the rope.
The current bonus dynamic at UAL is a joke. My "bonus" checks are usually around 40 bucks. Meanwhile Jeff took home what....6, 8 million the day the deal was signed? Tague took home.....11.8 million the day he was shown the door?? Have you looked at the hundreds of millions that UAL execs have removed from the corp since Tilton showed up?
How much have UAL employees seen since our pathetic profit sharing program was initiated? They can and will manipulate the companies profits to give the employees the least amount possible.
In theory I agree with your premise. But in reality, FTP and show me the money. All we have gotten is shat upon for years. All of a sudden we're to expect real meaningful bonus checks? Not in my career. Where has this ever worked over the long term?
This isn't utopia. It's United.