FDX - Cap and Bank
 

OK...for those of us who are less educated and less enlightened, can someone please explain the "Cap and Bank" system?

What are the basic tenets/ How does it work?

What are the "perceived" advantages/disadvantages over our current system?

Is there anyone (Mgt or Union) currently proposing or considering it?

...and, does anyone have experience at other companies with this system?

Many thanks for all inputs.

I had it at a previous airline. Maximum pay per month was 80 hours. If you flew more than that you weren't paid for it, instead the "overage" went into a bank that you could drop future trips against (for pay, paid from the bank). The biggest single advantage was that we didn't have the overtime wh*res that we have here and we were better able to see how little we were being paid. I think if we had that system here, hourly rates would be a MUCH bigger priority for the negotiating committee.

I my mind, we should be able to max out our "high 5 years" without working overtime or sell back vacation.

What airline?

I had it at a previous airline (the one that starts with a "D"), as well. It absolutely STUNK! Think communism without the money.

The reason carryover works (and is so important), at FedEx is because seniority is EVERYTHING at Purple unlike the people places. And one can stay senior at FedEx, work a little carryover and not feel like they have to upgrade for the bling. I would oppose a change to the current system in any shape or form......

I like the current system. Don't like carryover, don't bid it. Can't get carryover, get senior. As long as we aren't furloughing pilots, I am not sure why it matters if someone is flying 120 hours a month. I don't fly that much and rarely bid carryover (and I am not senior enough to hold it regularly), but I could care less if someone else does. Things will eventually move here again and we will have the opportunity to wait before we upgrade and get that opportunity to bid carryover.

Capped systems suck and I worked for a company that used it as well. I like the opportunity to work larger months at times and take a break during the summer when the kids are at home. Our carryover system is outstanding....

If/when we start furloughing, I will be totally in favor of eliminating carryover until everyone is back at work. I don't think furloughs are in our future, but if the economy stays in the tank for an extended period of time it might....

If you ask the Negotiating Committee they will tell you that one of the loudest groups out there are the carryover flyers. Every negotiations they scream "don't touch my carryover" like I scream "don't touch my vacation". I always felt that carryover allowed FedEx to do the job with less pilots in each seat which means less on the property. I guess whether you think that is good or bad depends open where you sit on the seniority list.

I will say that since many of us do like week on week off or one departure lines that carryover of some sort is needed. 70 hours of carryover is a little excessive though. Rather than go to a pure Cap and Bank system, (which would be difficult to institute due to make up banks already in place) I would prefer a graduated penalty to the company for carryover greater than 2 days. For example, the first 2 days of carryover pay at 100%, the next 2 days at 150%, and anything after that 200%. That gives the company incentive to limit carryover while still allowing them to build carryover that is truly needed. A win-win for everyone except those that fly 3 to 3.5 weeks a month at straight pay. They would still be able to get extra flying though, and even get OT instead of working for straight pay when they are supposed to be on days off. Discuss amongst yourselves..

So what are you willing to give up for this?

veba.


Just kidding, how about involuntary STV?

I like this idea
 

I think I like this take. My biggest complaint with CO is guys are working for straight pay. If we capped CO then the company will have to fill the trips with draft. However, under your idea the pay would be better than straight pay and if you are senior then you can bid for the higher paying lines. If the company would rather hire more people and then have them do nothing in down times then they can do that. The bean counters are pretty good about not hiring when we don't need to, so I'd say either the CO would diminish CO or more probably the guys who want to fly extra can and get paid much more.

Why put yourself on a straight salary as you would with cap and bank?
Personal emergency now and you can work your way out of it. Cap and bank - maybe not.

There is the claim that more pilots would be needed with cap and bank by limiting total pay hours for each. For the purpose of discussion, let's assume that is true (i believe it is).

When looking at a switch to a cap and bank, one is logically tempted to see all of the higher paying seats above them and see it as a good thing that there will be more numbers of each. The catch -- and it is a biggie to me -- is that if you still don't get to switch seats, you have just capped your pay at your current rate. That could suck if an economic hardship hits!