Originally Posted by
notEnuf
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 It's absolutely ridiculous that our contract can be regulated to be outdated and we don't mitigate that risk.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.
Internal parity with high school grads is not a priority to me, but you do you. I’ve got enough other wishes for negotiations. For fun, though, talk us through how we implement global me-too clauses, and how they rectify the world. I mean, do we just tell the company that’s how it’s gonna be, or do we tell the mediator to tell them we’re going to create a construct that exists nowhere else in Fortune 500 companies, much less our peer group? I admit it - I’m a moron when it comes to negotiations. Mr. Luby probably is too. I mean in all likelihood, we’ve got all the morons on our side and the company has the experts.
Next up, talk us through how we get 5:15 vacation and training, six weeks of vacation, 25% DC, raises that always exceed inflation, pay rates that always match our decades-past high water mark, qol gains that beat every industry…all while we work less.