Originally Posted by
Sunvox
I'm also a bit confused by your post. You're on record saying a 13/5/5/5 offer should get the MEC recalled again, but in the above post you say you would probably vote yes on a TA that matches Delta. So, are you saying you'd vote yes only if the offer was 18/5/5/5 putting our pay rates 5% above Delta's or would you accept a contract with equal pay rates if all the other items were equal because it seems to me having pay rates 5% above Delta is not matching but exceeding . . . by a lot.
You read what you want to. I’ve said many times percentages are a shorthand for total compensation. I think our pay needs to exceed inflation on DOS. If that doesn’t happen through rates, it needs to be made up through contractual gains. 13% and approximate work rule stagnation would be a no for me & I believe another TUMI level backlash. 13% and huge contract gains could be a yes. I probably shouldn’t have said more about that contract’s viability over here without doing a detailed comparison, which I haven’t- I was spitballing.
I’m not afraid like you seem to be at the idea of improving on the Delta contract. I do believe we’re owed an honest 5% for the pandemic LOA & that means we should be targeting inflation & not Delta. Their snap-up means that even if we exceed their rates, the payroll playing field will still be level. So yeah, 20%+ would be totally reasonable, & would not preclude us competing on cost with Delta.