Originally Posted by
Flying Elvis
I like that idea. B6 has a 150% sellback and I thought I saw a lot more guys flying sick than I've seen so far at DAL (zero, maybe 1), though admittedly both sample sizes are small. But B6 also has a single pool of PTO for sick, vacation, etc, which is a turd.
Bottom line is that it's really tough to build an effective policy that both encourages/enables people to stay home when they're sick while discouraging abuse by either/both workers or/and employer. The 50% is a good compromise idea.
So on a related topic, I've heard some strategies of bidding reserve for a month you've got vacation, but since I've got 2 weeks vacation in May, maybe not a great idea?
I'd keep the system we have, but at the end of a sick leave year let a pilot put the first 0-50 of their 100 unverified hours worth of pay into the 401k, and make the APD a paid drop.
- Paid APD allows pilots be more honest and a QOL restoration (Pilots happy)
- The "15%ers" les likely to take a sicktation (Company happy)
- Pilots would pretty much always verify (Company happy)
- Pilots could get an extra $3,506-$13,512.5 in their retirement plan each year (Pilots happy)
Win, win!
Sort of a bank system since you get to "make some bank" with it, but also gives us more sick time over a career (240/yr DAL way, versus 70-100/yr with a traditional bank). I don't like a pure bank because it encourages flying sick because "I gotta build up my sick bank"... Stay home if you are ill!!!!
It also offsets the pilots who burn their bank at the end of their career and use it as an "early retirement plan".... Hmmm, 50 hours x 30 year career is 1500 hours, and it's been invested steadily over that time... (there's your early retirement plan!)
It would probably reduce overall sick usage, but increase the overall cost.. Depends what the Company wants more, stability and efficiency for a higher cost, or less reliability and less efficiency for a lower cost.
Oh screw it, just pay us a LOT more, the sick leave can stay the way it is!
