Originally Posted by
82spukram
I would imagine two pilots hired on January 1 at UAL and DAL would probably have very similar W2 when you include the profit sharing the DAL guy would get a few weeks into the second year. UAL pays more the first 7-12 weeks you are on property plus zero out of pocket expenses (it’s a pay cut when you get out training at UAL). DAL gives you profit sharing 14 months after you get hired....but at the end of the day I am willing to bet the total compensation is with in 1% when you include the profit sharing check into first year DAL guys total compensation.
Maybe, but I dont think so for a jan 1 hire. At Delta 1st year pay is almost 92$ hr...let's say nominally 80K/year. This year or last year PS 16 % plus 16 % DC equals about $15,000 ....that's some pretty expensive lodging to make them comparable (with in 1%)
Think some of you are taking me wrong. I'm looking for good things to pattern bargain off of to raise all boats. I want Delta to match UAL vacation accrual, get Fed Ex vacation pay per day and other things re training pay etc that propels the profession forward. The mantra of "it's way better than what I had " is shooting inside the circle. The majors are now an oligopoly. As such, to a great extent all costs will be pattern bargained up...then management will pass the increased cost along in higher ticket prices.....just like they do fuel costs.
I never said the new hire pay was bad or insinuated anything like it. Way better at both UAL and Delta than what I had....but pay for all pilots is way better now too....doesn't keep me from wanting more and better for all
Seems to me an enlightened management would want to include all personnel(especially pilots who the vast majority make this their last career choice) in the PS so they feel included and a valued team member
Just my .02 cents