Originally Posted by
NotMrNiceGuy
I’ll give you some math. Full disclosure: I’m not a UAL pilot. Just an observer that has a vested interest in pattern bargaining. I’ll use WB CA as an example.
Start at $352 for 2019 pay rate.
Factor in 15% pay raise. 5% from the negotiated LOA and an additional 10% for the CBA. Now we’re at $404.80.
The YoY inflation rate from May 2020 to May 2021 was a flat 5%. That puts you at $425.04.
May 2022 inflation isn’t out yet, but if it’s anything like March and April, it will be around 8%. That clears $459.
Of course, none of this takes into account the fullness of a contract and other QOL improvements that would take away from Section 3. Of course all of this is subjective blathering, but I don’t think it would be unreasonable by any means to ask for this pay rate if the number one focus of negotiations was compensation. Each voter will have to decide the cost of the other QOL “gets” in the TA.
Again, not at UA. But we’re in negotiations where I am, and that is roughly my logic. Arrows away!
You've taken the pay raise, and then added inflation on top of that? You're double counting.
Where does May 2020-May2021 come from?
You've got $352 in Jan 2019. Good for one year, until Jan 2020. You now need to compute inflation from there.
The best I can read the number on post #424 is that it's $403.45 on Jan 2023 (add one year and due for a pay raise in Jan 2024).
How much inflation do you show from Jan 2020 through April 2022? I show 12.07%
How much inflation are you computing for April 2022 to Jan 2024?
That those two numbers and use $352/hr.
April 2022 to Jan 2024 would have to come in at ~2.9% in order for the leaked numbers to be inflation neutral. We don't know the future inflation numbers but that looks a bit low. 2020's annual inflation rate was 1.4%; 2019 was 2.3%.