Originally Posted by
SharpestTool
OK, lets say that Spackle has won the issue on PS. PS is variable compensation, but only to the upside since there is no "at risk" element. LOL! Hang with me here... if PS was to go down due to a drop off in profitability... I know, I know, it never will, the pilots will be good with that. Certainly good enough that they would never chose to monetize at a higher rate. Therefore we elect to retain full current exposure to PS.
This is easy.
Here is what I propose. A two plan compensation system. So, much like we have different medical benefits we can chose, move to a compensation structure where the individual pilot makes the choice which package they would like to take.
Plan A:
Profit sharing intact at current % rates along with a whatever negotiated rate comes out in the contract.
Plan B:
Profit sharing eliminated for a commensurate addition to the pay rates as to be determined by the skillful ALPA negotiators.
Include the caveat that once an individual decides to transition from plan A to plan B, they are ineligible to then transition back to plan A on the next contract cycle.
The company would insist on that above caveat as they would like to see the PS plan eliminated completely. New hires after the signing date would only be eligible for plan b.
How hard was that, Tool? I know, I know, hang with me here, LOL! So simple even you clean figure out how to check one of two boxes
Being that you have not realized that there has been a ground shaking, industry transforming event that took place, oh about... 8 years ago now, I'm positive you'd sign up for plan B.
Then as you commit fiscal seppuku to your family budget and retirement, you and your ALPA acolytes won't take us all down with you on your miscalculated and logically suspect scheme.