Originally Posted by
TED74
Believe it or not, I actually just meant what I said - nothing more or less. No, I don’t seek pay stagnation any more than you do. I just don’t care to create a connection with an unrelated workgroup. I don’t care about non-unionized/non-contract employee compensation or work rules. NMFP. I’m not a flight attendant, I’m not a dispatcher, I don’t work at the GO starbucks and I don’t clean lavs or fix airplanes.
If you want to correlate our pay in some way to executive compensation, that’s a different animal. But no, I honestly don’t want to synch up with 20,000 employees whose job qualifications and training couldn’t be more different than mine. That type of trigger might sound like a nice backstop, but it wouldn’t come without negotiations and likely some quid pro quo. No thanks.
You're not in the C-suite. You ARE an employee. The internal parity is what matters. This is about Delta's ability to afford the labor it employs. The rate trigger tied to an outside group or government measurement would be fine but it doesn't motivate Delta. Instead we consistently fail to add value to a contract that is locking in today's rates for years to come. This is like being on the wrong end of a futures trade by choice and consistently accepting that outcome. It's absolutely ridiculous that our contract can be regulated to be outdated and we don't mitigate that risk. If the .gov wanted to set pricing on tickets and keep them low for years without resolution, Delta and the airlines would find a way around it. Surcharges for fuel, or charge separately for each part of the service, or some other mechanism. What they would NOT do is be OK with it and accept it consistently. We are morons when it comes to business contracts.