Originally Posted by
a300fr8dog
LAG,
I don't think it's a matter of assuming who's correct in their assumptions about the future of the A-plan. The point I'm trying to make is there currently exists a huge future value for each individual in the A-plan. Specifically, the more junior you are, the easier it is to undervalue those future dollars. How do you recover that future value into today's dollars going into some sort of deferred compensation package? 7% B has a current limit of $13.5k. I just don't know of any vehicle which would allow us to defer those potential converted A dollars. To be sure, the company would low-ball us for some percentage on the dollar value.
I understand; JR guys are vulnerable if the A Fund is frozen and the Senior guys are vulnerable if the A fund flushes. If the A Fund survives till I die I win (my family may lose).
The question I have is can we work on a compromise. How about
:
Next contract everyone will be given the option of having their A Fund percentage frozen (not high five) in exchange for a XX% B fund. When the B Fund contribution meets the IRS max the pilot will have an option of taking the excess as Christmas Bonus, Extra vacation, Makeup Sick, UPS stock options
or FDA housing allowance.
Pilots will be given the option to change plans from date of implementation of current CBA until date of implementation of the next CBA.
Assuming the union gets the XX% B fund high enough I would take the option regardless of where I was in my career because now the money is part of my estate.
I know having two plans will cause us to hate each other and give the company a chance to play one group against the other (like under 53 vs over 53). But eventually one plan will "reign supreme" and adjustments can be made on the next contract.
Can we agree that some XX% B fund will make dumpng the A Plan worthwhile? Thus preserving it for the guys already depending on it. Can we talk about what XX% that would be. Do the R&I guys have the capability to compute that number?