Originally Posted by
Dorfman
My point is leave PS alone. The talk is all about trading it for pay rates which I am opposed to unless the number is very big, north of 20% just for PS that doent include the raise I expect from the section 6 rates.
My point about leaving it until after section 6 if we talked about it at all was to separate it from rates we negotiate. That and a single item up and down vote from line pilots regarding PS. Once again unless it's a big number I am a NO.
Remember, as your pay goes up (and it better go up a bunch with this contract), the same corporate profit yields a lower percentage of w2.
If you make 120k and the company pays 120k in PS to 10 employees, that's $12k per employee, or 10%.
If you make 240k and the company pays 120k in PS to 10 employees, that's still $12k per employee but it's only 5% now.
Either way you get $12k!
Say you're confident the company will keep paying out the 100k, would you rather have:
A) $12k next Feb.
B) $6k in Oct. and $6k next Feb.
C) $3k in Apr, Oct, Dec. and next Feb.
D) $1000 every month all year long?
Same money, we're just talking different distribution methods.