Originally Posted by
crj130driver
So would it be accurate to say that if I vote no I am gong to "give up" an 8% pay raise and 10 hours of pay with regard to vacation and training until a new contract is signed? This for me doesn't seem like id be giving up much at all to wait for a better deal. The productivity "concessions" alone seem to negate these very small gains. Am I on the right track here or did I miss something?
In the case where the company makes 5.99bn in 2016, then yes...you would see an 8% raise June 1st and then on the amendable date a 6% raise.
The change in the 20% profit sharing trigger to 6bn is 5.74% change in gross pay. Once we hit that trigger we are ahead.
So, all told if you were to take the worst case scenario that the company makes just under 6billion every year of this contract and not over the 8/.26/3/3 comes out to a 15.9% effective pay raise.
If the company makes 4billion it looks like 8/2.5/3/3 giving you and effective 17.4% raise.
If the company makes less than 2bn you have made around 21.5% in gross pay raises.
The conversion of profit sharing into fixed pay raises does in fact make us more money no matter what the company makes in profits. The question that must be asked is it enough for you to offset the concessions in the TA language over this same period of time?
And only you can answer that.
Hope this answers your question.