Originally Posted by
CVG767A
You may have covered this already, but with any plan like this, there will be winners and losers. Have you done the math to give us an idea of what the pay rates would look like? I would like to see the pay cuts that those in higher-paying categories would take to equalize rates. I'm assuming you would do this (or have already done this) on a cost-neutral basis.
A couple of years ago I crunched some numbers and came up with a LGB pay scheme. Basically it would go up at 4% for the 1st 10 years then level at 3.5 for another 10 and then 3% after that. Some call it a "flattened scale". The advantage would be that it would give the FOs a quicker rise early in their careers hence more money to put away for retirement. I did not however crunch those numbers in consideration of the entire payroll because that is beyond my capabilities. My comparison at the time was strictly based on the equipment we have.. had on the property at the time, and a basic premise that one would spend 35% of his time on the 757/767.. based on fleet make up. To me it just doesn't make sense anymore to have to wait until you are 63 years old in order to see the big money, because TVM is way lost by then. We need to take advantage of that in some better way. But hey, as long as we have 34 whole airframes that pay vastly more than the rest of the entire fleet we are successful.
At least Carl Spackler will make $130,000+ more at the end of this agreement than he did before, so I gotta feel good about that.
HE has TVM.. you and I do not. 88Driver does not. Satchip, does not.. well, you get the picture.
Sorry for the rambling response. I can talk this much better than I can write about it.
One other thought. We currently give zero thought to QOL. One has to either decide to go for the money OR QOL.. LGB would make QOL a bigger priority.