Originally Posted by
KnockKnock
jayme, I would argue that at a minimum, since both the company and ALPA agreed negotiations restarted and an environment in which both parties were willing to negotiate existed on 09/01/21, this should be the date to which, "Full", retro should be applied. Then, for the time between 04/01/20-09/01/21, a, "penalty", or, "delay pay", should be applied. Retro to me means the difference in my pay between the agreed upon rate and the old rate, during the days which the contract was amendable and we were working during, "status quo". It also means all 401K, PBP, and ESPP contributions that would have been made during that time, are adjusted accordingly for the higher rate. I believe the delay pay penalty should apply to the company prior to the agreed upon date of 09/01/21, because the company was given hundreds of millions...close to 2 billion dollars in grants and cheap loans. The company used this time and money to pay off its debts from the VX acquisition. It exited the covid years in a stronger financial position than it entered.
I’ll give you the 401k/ESPP/PBP argument.
The agreed upon retro of 22k/33k is in the ballpark to pay us the TA rates going back to Sept ‘21 (the date you say the company and union agreed to start negotiating in earnest).
But why would there be “delay pay” for the period going further back to the amendable date when both the union and the company were not negotiating? It was a terrible environment for the union to negotiate because the economy was in shambles.
As far as the company coming out ahead because of government aid… well lots of employees got government aid too. Money was flowing all over the place. I don’t see how the company taking advantage of free money from the government during the pandemic somehow translates to more retro for us. I wish there was an argument for it, I just don’t see it.