Originally Posted by
Rogue24
What is on the table is what both sides put in their openers. In almost every case that touches every section of the contract.
On Profit Sharing. Yes, they may want to monetize some of it. Everyone says no, but what if D-ALPA can get 2-3 dollars for every one traded?
Lets say that another "black swan" event happens and profit sharing dries up, but D-ALPA didn't touch it, and you took a 10-15% pay cut year-over-year? What would you say then?
Making blanket statements might not put the most money in your pocket. Saying no to a 1:1 trade is more astute, and one that I agree with. We need a significant return on that modification if we do it. Adding a premium to the modification of 2X is probably where most pilots will at least listen to the proposal and not dismiss it out of hand
Personally, any reduction in profit sharing is a no-go for me.
The problem with the "monetizing profit sharing" approach is that DALPA doesn't provide that dataset to the pilot group to consider during ratification. I've been curious as to what our actual pay raise percentages came out to during C2012 in retrospect considering the reduction from 15% to 10% of the first threshold.
Profits sharing was negotiated at a time when the company was hurting and needed to incentivize the employee group/pilots to build the company back towards success/profitability. Negotiating down that profit sharing when the company is making money seems to defeat the purpose for which we negotiated it in the first place.
When I filled out my contract survey, I made it poignantly clear that any attempt to "move money around" in attempt to inflate a percentage and mislead data is an instant NO vote from me. I'm willing to consider anything the negotiating committee presents to me as long as we, the pilot group, are presented with ALL the data minus the BS. If we are talking about a reduction in profit sharing, and that's a big if, we absolutely should demand a monetized analysis in contrast to pay rate increases under the assumption we maximize profit sharing thresholds each year.
If history is an indicator of the future, when hard times hit the company absolutely everything is on the table....pay, work rules, QOL, retirement, benefits, profit sharing.....all of it is ripe for picking in the eyes of corporate salvation.
We are in a holding pattern for now, and I try not to get worked up on rumor and innuendo.