Originally Posted by
IAV84DAL
Profit Sharing is a persistent remnant of the post bankruptcy concessionary contract. It is itself a concession. You're narrative where profit sharing can only be "conceded" in exchange for pay rates is the formula for failure.
A value can be assigned to almost anything. Further everything has intrinsic (tangible) and implied (foreseeable) value. In my opinion in the next 2-4 weeks both of those values with respect to profit sharing will never be exceeded. With the value of profit sharing so high I would not even consider negotiating it away for ONLY pay rates. But I believe there will never be another time to hand it back to
management with a polite "No Thank You" and add more value to our contract overall.
We could negotiate a contract where we add to already improved contract provisions in Scope, Vacation, Sick, 401K match and Pay Rates without returning Profit Sharing to management.
Or,
We can negotiate a contract where we add even MORE to already improved contract provisions in Scope, Vacation, Sick, 401K match and Pay Rates returning Profit Sharing to management.
Which scenario do you embrace?
So, you've answered my question with another question. You still refuse to quantify it, but take such a formidable stance on the issue because you find profit sharing antiquated.
I'm happy keeping majority of the contract status quo and focusing strictly on compensation improvements. If everything has a cost associated with it in terms of negotiating capital, why waste that capital on other aspects of the contract.
So I'll ask you again, with all aspects of the contract remaining for the most part status quo, what percentage increase in compensation would, in your mind, justify the elimination of the current PWA profit sharing?
Or very simply, fill in the blanks,
In C2015, if Delta management were to eliminate "at risk" profit sharing altogether, the pilots will immediately receive a __% pay increase begining day one of the new TA term.
Inquiring minds want to know.