Originally Posted by
IAV84DAL
If management were to inflate a big rubber rat at ALPA Headquarters and erect a sign that said something like "16%+ in Bonus Payments"! I can imagine we would all respond in a single chorus of how that money was owed us from the beginning.
Compensation shouldn't be optional, conditional or dependent upon. Carve outs like Profit Sharing that can be advantaged by a select few deprive us all of a Southwest paycheck and it's time to fix that.
Now this is off topic a little but for Humbolt and all those who have to bear the added expense of the LA domicile or NYC I would be amenable to a form of COLA like I had during my Navy career based in Hawaii. This would be to my way of thinking, additional compensation which levels the playing field for members who domicile in a high cost Zip Code.
The issue you have is where the pilots live, not work.
COLA's work for a profession that has to remain local. How do you pay a COLA to a NY based pilot who lives in say NJ?
Ask the FEDEX club how that worked out for the cola's they were paying to their China branch.... some were fired when the company contended that their family actually resided in the states.
If I live in PHX and commute to LAX for work, would I still get the COLA?
If I live in LAX but commute to SLC for a better seniority, do I get the COLA?
See the issue?