Originally Posted by
Pineapple Guy
Sure - that often happens. C2K was a massive raise right off the bat, then incremental increases. Of course, POS96 was a pay cut right off the bat, and then flat line. The economy really does matter.
As for a COLA, I've wanted that ever since I got here. I think its ridiculous that we've never had one built in. This industry is so tilted toward management, and without a decent COLA, there is no incentive to EVER settle. Contract negotiations drag on for years and years, and the retro check never quite makes up for the extensive delay. A COLA could help that situation, imo.
My thoughts exactly. There also would be no penalty to the pilots for a longer contract talks. We would be negotiating raises not fighting to keep our buying power after the amendable date.
I was thinking last night of another scenario:
I am big on getting gains through growth, jv's et al. Lets look at it another way.
DAL is about a 28 billion dollar a year corporation. Our costs are a percentage of that. I am guessing in the 8-9% range. Lets say the company grows to a 35-40 billion dollar corporation. Well take the same percentage that made up our costs under this PWA, or the next PWA and then take that percentage of the revenue and make that our version of a profit sharing check, revenue generation bonus, etc. Have it split however you want. The same way the stock was is probably the fairest ( I know junior guys should not talk that way) and deposit it in the 401, or pay it out in cash; whatever the majority of the group want.
It is along the same lines of gaining a percentage of the revenue for the JV's, it is just on a larger scale and would encompass all of revenue past 28 billion that DAL makes. If we go below 28 billion in revenue the trigger for this is not met, and it is not paid out. It is the same percentage of our cots coming out of the slump, so the cost to the company is known as a constant percentage. I like it and it leads to a lot of money per pilot. Some will argue it is to robust, but look at the idea.
This is not in lieu of a pay restoration percentage, it is just another angle to bringing more money to this profession.