Originally Posted by
FXLAX
You are right. I was going off of bad information. Maybe Delta removed some of their offsets? I should've gone to source documents for the fine print. They do have a workers comp offset.
But United does not. Here is the source: "24-H-4 Offsets to Monthly Benefit
The benefit determined above shall be offset (reduced) by any compensation received from the Company; provided, however, there shall be no offset for vacation pay or Profit Sharing received from the Company." They eliminated all offsets (except for United employment). As for their cap, yes, the 1026 hours times their rate falls well below their topped out pilot. I should've done the math and not assumed the chart just did the math. By the way, I don't think United has any A350s...yet.
I mainly listed all of them to compare it to FedEx and show how far behind we are just in this item alone. Even with the corrections, we are still woefully behind. I'm sure someone will let me know of I got something else wrong again.
Delta: 50% / no cap / workers comp offset / DC 2X the benefit amount / min. payment floor.
United: 50%, cap $14,913.23 / United work offset / DC 2X the benefit amount.
American: 50% / no cap / no offsets / DC based on the pilot’s average monthly compensation.
FedEx: 60% (50% >24 mo.) / cap $17,500, then $14,583.33 >24 mo. / offsets / no DC.
As for the spillover cash, I'm just adding more context to your comment. UAL has a limit of $10k into their HRA until they establish their mbcbp. And all MBCBPs seem to have the ability to rollover funds at 59.5. I'm not disputing the importance of being able to control your investment at the beginning rather than at the end. Just that it's not as black and white as you make it seem.
First, I am not intending to make it seem black and white, just the opposite. I am trying to point out that there is a lot more to it than the post I originally reponded to.
I don't have a copy of the AA contract, so I will assume that what you posted is correct. As far as being woefully behind, let's look at the United contract.
First, their LTD benefit. For the first two years, there is a difference of about $2500 a month between their max benefit and ours. In that first two years, a Fedex pilot will get $60,000 more in LTD benefit. After that, United gets a benefit of about $330 a month more. It will take about 15 years for that excess benefit to match the deficit of the first two years. So, after 17 years on LTD at the maximum benefit, a Fedex pilot and a United pilot will have received the same LTD payment.
Another item to look at is that Fedex pays 100% of the LTD plan while United pay 75% of their and the pilots pay the other 25%. Now, as far as DC contribuitions go, yes, Fedex doesn't make any of those for LTD. What they do have is longevity accumulation of 2% a year for the pension. So you could still max out the pension on LTD. How much of that would account for the DC contributions? Also, the Fedex offsets aren't at 100% like the United compensation offset. So I am not sure that we are woefully behind, at least United. It should also be noted that these comparisons are assuming that both pilots are earning the most they can. At United, if you are a 12 year 76-400 FO, since you didn't like the A350 comparison, your maximum benefit for 2025 would be about $13,500 per month while a Fedex FO could theoretically still make the $17,500 for the first two years and then the $14,600 after that. Again, we are talking about the top FO rate at United.
There is a lot to get into, so instead of people reading these comments as this is all there is to it, they should look at these as just a few of the items and read the differences themselves.