C17B74

As long as we’re crystal balling here, I would suspect a increase in compensation perhaps prior to next peak. Just spitballing as the hiring world gets turned upside down and other contracts begin to mature…

Pilot4000

This is good news for both Atlas pilots and every other ACMI pilot.

Atrasaty

The devil will be in the details, but based on the scant initial information it appears we will be financing our own retirement improvement with our own sick bank funds? Looking forward to seeing the full language but as said earlier appears to be a band aid for severed limb.

Cujo665

Those are saved for subscribers only, sorry.

I’ll throw you a bone. Buy metals. Sell Fannie & Freddie.

akfrtdwg 57

If you were planning on using a sink bank leave payout to fund your retirement. You already screwed up. If that’s the cost to add DC to our contract and to get 100% match good riddance to it.

3) Sick Leave Bank Payout Value Secured
- Short-term days at 3.76 hours a day + catastrophic days at 1.88 hours a day X your
hourly rate X 50%
- Age 65 pilots use the calculation above for payout amount
- Age 55 to age 65 pilots, reduction of the amount listed above as calculated on
12/31/2021 by the increase in annual 401(k) retirement benefits above the
arbitration amount and the number of years you have until age 65.
- Pilots younger than 55 will receive a retirement value greater than the sick leave
bank payout.
- Catastrophic sick leave bank payout will be phased out to all pilots under age 55.
- Short-Term sick leave payments will still be available for all pilots for a 50% payout
at retirement.
- Retirement is now defined as age 65, upon reaching age 65 after a medical disability,
or a death in service.

Atrasaty

I wasn’t and never said I was so what exactly is your point? I consider MY sick bank to be part of my remuneration package as does the company when they send out propaganda to prospective new hires and tell them that I can make $761,000 a year as a Captain here. Why should there be a “cost” to me to get a DC and decent match that by the way is still WAY below industry standard? We will and should take improvements where we can but this is far short of what will be required to steer us around the iceberg. I, as much as anyone and more than most want this place to survive.

C17B74

I firmly believe like everyone else here that there’s room for improvements in several areas, but your foot is in the door is it not. Maybe this steers the titanic away from the iceberg, but there are many more out there so hopefully they can be mitigated as well with more additions. Too think everything will be done in one swing is foolhardy at best. Can it - Yes, will it - highly doubtful. But here’s to us getting closer to the goal posts, but they are always in perpetual movement.

TiredSoul

So it appears they’ve thrown new hires under the bus and ultra long haul is 125% instead of 175% as per “new” JCBA.

Long term disability is alright, something we should have had all along so not really a major gain but the 2% defined contribution is a joke.

The “Union” had to make “concessions” but again without any input from “us”.

jrmyl

How were new hires thrown under the bus? Instead of $1600/mth for 4 months, now it will be 92/hr at 64 hr. guarantee for the first 4 months. Or $5888/mth. That is a pretty substantial improvement for new hires.

As far as the 125% instead of 175%, the 175% only applied for the article 33 flying so not sure what you are trying to get at here. Ultra long haul was nowhere in any of the contracts so it is something completely new.

LTD I agree with you. 2% I also agree with you. If Sun Country can get 15% DC then so can we.

Swakid8

Last time I checked, the MIA-ICN run never paid 175 percent ever. With the new ULH provision, that run will now be paid 125 percent.zzz