I am at a Loss here. If PM and Cheiron produce these numbers, you'll suddenly be a proponent of the VB Plan?

Contrary to everything I've said regarding the relative value of a Traditional A plan compared to the VB plan...if they produce these numbers you'll switch over to a VB plan proponent?

IS the Starting Point in 92 an FO or an FE? And, what pray tell, would make you think the VB plan would produce better results than our Traditional A plan? WB Capt payrate didn't exceed 260 until our Bridge TA, and that was only in the 2nd Year.
As a Comparison, WB FO pay will be 238 at the end of our current CBA-typical bargaining time frame will have that value in the 260 ballpark at the beginning of our next TA. Shoot, WB FO in our Current CBA exceeds that of NB Capt in our Previous.

And Does PM and the NC Committee Really have to outline the relative merits of having a floating FAE versus the VB plan..really. They outline the Assumed payraises for someone hired today and come up with 605,745 for the hourly in 2043. Do a little Math to account for the annual pay raises immediately prior to retirement in 2043 and the High 5 would likely be in the 514,883 ballpark (my assumption was a 15% subtraction would be close)...that equates to a 257,442 pension. As compared to the 170,802 the VB model produced

So, AGAIN, if You think Mgt would be amenable to tying our A plan to WB Capt Pay *1000. Then definitely vote NO should a TA present itself.
If You think SL simply needed a better broom to get Mgt To improve our A plan, then vote NO should a TA present itself.

A few posts back, I posted the hypothetical impact of tying our A plan to IRS DC limits as well as the impact of tying our A plan to current WB Capt pay...and really, impact per person really small. As a comparison, FedEx Corp Net Income for FY2016 was 3.02B (non-GAAP)...so, does anyone Really think FedEx couldn't have afforded at least a minimal increase in our A plan limits. Really. SS spent 2 years drumming in the comparison of what the typical 777 Capt was making and the desire to restore that A plan income replacement level to 50%. And SL came back with a 0% improvement to our A plan.

Personally, I think the chances of FedEx Improving our Traditional A plan outside of Sec 6 bargaining is 0.

And, when I think about our odds in 202X, I think the resistance will be even higher. When we hit negotiations, WB Capt pay will be 335. So, typical FedEx contract timing the next WB Capt pay should be 375 +-10-15 depending upon the duration of negotiations.

Raising That Bar won't be easy, but it would be possible. And I guarantee you, there's some Corporate minion running numbers and tradeoffs. And that minion will say raising the FAE cap pays for itself if we delay pay raises for the entire crew force for 5 years, 7 years.

There's going to be a numbers geek looking at the Total Compensation paid to FedEx pilots and saying, yes we want to give you a pay raise.

What combination of Salary Raises, B plan raises, Pension Raises do you want? Okay, for 1% pay raises over the duration of the CBA we'll raise the FAE Cap to 340-over a 30% increase. Oh, wait, you want an increase in YOS to 30...well, that's a 10% raise right there. So, YOS 30, 1% salary, and we'll raise FAE Cap to 300


Here's the Other Fun thing to consider. Pension's are Only Retroactive for Govt Workers. For us lowly Private Sector folks they are implemented into the future. Think of our Last B plan raise in 2015, it wasn't retroactive for pay we'd already received, but for Paychecks in the future. Same will hold true for Any Pension changes, whether it's to our Traditional plan or the VB plan. I would expect a 1 Jan 20XX effective date.