Originally Posted by
TonyC
The gap between where we should be on November 1st on the 3% slope and where this TA would put us is 2.5%, almost a whole year's pay rate increase. In other words, an initial 12.5% pay rate increase would be break even. We would need more that 12.5% to constitute a real raise. They slid the date from October to March, and then from March to November, and hoped we wouldn't notice the missing year.
(Better explained here:
Let's try this math and
Now let's get a bit more complicated.)
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Tony,
That is all a great 6th grade math review but please show me where exactly the NC or anyone other than the Block 1 Rep said we were guaranteed a 3% Y.O.Y. pay raise?
I know you have this but for the rest of the folks, this from FDX ALPA Openers: (Highlights in red are mine to show what was achieved)
"Section 3
Compensation
* Meaningful increase in the hourly rates of pay
* Explore new hire improvements
* Enhance the longevity scale
* Increase in international override
* Provide for retroactivity of pay rates and benefits from the amenable date
* Create increase in pay rates on subsequent amendable dates"
I've read numerous posts, and seen a large and interesting variety of math calculations that include, CPI-U, CPI, FedEx Pilot figured CPI, COLA rates and a variety of percentage based reasons we did or didn't make a set pay rate.
Either you think the pay rate adequately compensates you for this job or you don't. Establishing ANY pay rates to measure this TA is a completely personal and subjective, but has nothing to do with our established "Openers" set by the MEC.