As usual, the company is playing a great game of cards. They can use the PW 757 rumor to intimidate the mechanics to sign, and for the pilots to give more voluntary concessions, and/or open up the contract before the economy starts to recover. And/or it may be of use to get Miller to back off on the management pilot fiasco, but wait...it's election season, so all bets are off for any semblance of reality. With a little luck, loads will pick up enough so they keep all the 757's on line.

The perfect storm continues.

it would be just like UPS to sell them to FedEx and have them used against them in the future. The volume IS already picking up, but the sky is still falling here at Brown!

Navigatro :
[QUOTE
I don't mean to sound negative, and it doesn't matter what you choose to label it. I am grateful that UPS F/O pay has improved since I will be an F/O most of my career.

Also, the time value of money (and being in a lower tax bracket) mean that higher F/O pay rates (for a long time) are worth more to me than "higher" Captain rates. If there were 7 year upgrades, it would be different (but it's not!)

I do NOT want to give up the A plan. I do see that UPS will try to buy it out, or eliminate it for those hired in the future.[/QUOTE]

The improvements to the F/O longevity slope was basically years 2-7. This was to more closely align our longevity slope with industry norms. The F/O pay rates for years 8-15 where mostly aligned with industry norms already. This was a sort of B scale that every new hire went through except the ones hired under this current contact. Personally I was all for the improvement.

The change really had no effect imo on F/O rates past year 7 or so. How does it help you to have lower Capt pay for years 7-15. Isn't F/O pay a percentage Capt pay.? I don't understand.

I'm confused now. In any case, I'm glad to have what I consider good pay rates.

That is what I have been trying to get across.

The other side of that coin is that the rates past year 7 could have been increased across the board to a greater amount. It wouldn't matter whether FO or CPT, both would have benefited. By increasing the pay for the first 7 years it arguably suppressed the raise for all the years later. In spite of the time value of money, I think most careers would have benefited by increasing pay more beyond year 7 and not so much in years 2-7.

[quote=Freightpuppy;665867] ...Even if what you say is true about favoring the 2-8 year people......maybe it was time since obviously the last contract hosed them completely... quote]

The previous contract did not hose them completely. Those pay rates (slope) were the ones instituted with the first contract. All of us were paid under them, whether hired in 1988 or later, until the current contract. There were significant across-the-board raises for everyone in subsequent contracts.

We didn't pit one group against the other until a failed candidate for union president started the generational warfare.

We tried that the last time around, many junior crew members cried foul, saying it only benefited the older guys. Rather shortsighted obviously.
It's their pension too.

Sounds like it's time for a new profile picture

Are you kidding? UPS is figuring the life span of those who wait to 65 to retire and thinking how much money they're going to save.

I think in the old contract the FO to CA pay percentages varied based on whether you were junior or a senior FO... The FO pay bump for year 2-8 basically eliminated the B-scale for junior FOs... I think with the new contract the FO to CA pay ratio stays fairly constant no matter whether the FO is junior or senior...