The new Table Talk on Pay is out. Something interesting:
Profit Sharing
Reflective of the changes in the size
and profitability of the company over
the past few years, one of the goals
of Delta management was to modify the
profit sharing program.To reach this TA,
the MEC agreed to modifications in the
formula of profit sharing calculations that
converted these modifications to hourly pay.
The amount of reduction will vary from zero
percent to a maximum of 5.74 percent, depending
on Delta’s profitability. The change
will become effective with profit sharing
payouts in February 2017. A future Table Talk
will discuss the profit sharing modifications
in more detail.
IMHO:
- "Reflective of the changes in the size and profitability of the company over the past few years," means we are making a lot more money.
- "one of the goals of Delta management was to modify the profit sharing program." Because they were paying us a fortune.
- "To reach this TA," meaning to get a TA with the company the NC had to...
- "the MEC agreed to modifications in the formula of profit sharing calculations that converted these modifications to hourly pay." monetize or no deal.
Now over the last few months we were being led to believe DALPA wanted to do that to give us more "guaranteed pay" vs "at-risk pay". But here, it's the company made us, the NC, do it.
Why would the company want to monetize PS if it was a gain for us?
Or maybe it is a gain, it's just a small gain and deep concessions in Section 1, 14 and 23 to get the TA. Then again everyone said pay was not negotiated until the very end, so did we make concessions throughout the PWA only to come up with 8633 and reduced PS at the end?
Is this how bargaining credits work? You throw 6,000 FOs under the bus, demand money in return and they then say nope that only affects 180 so here's 8033?