FDX- Retirement Age and reduced BLGs
07-26-2012, 06:33 PM
#11
Gets Weekends Off
Thread Starter
Joined APC: Sep 2010
Position: B777 Capt
Posts: 613
Originally Posted by nightrider
You are either a manager or an idiot, an interchangeable term in my opinion
Did you learn this from your kids or the left wing media?
07-30-2012, 02:28 AM
#12
Gets Weekends Off
Joined APC: Sep 2006
Position: I never did mind the little things.......
Posts: 260
Light a Match!
Originally Posted by appDude
Namecalling, very adult.
Did you learn this from your kids or the left wing media?
Did you learn this from your kids or the left wing media?
07-30-2012, 06:52 PM
#13
Gets Weekends Off
Joined APC: Jan 2007
Posts: 285
Originally Posted by Chainsaw
appDude, I don't have to watch CNBC to know that your idea blows. You sniffing for a management position? Just curious.........
+1..................Horrible Idea, no name calling but a huge giveaway. And I've got 15 more years until I can retire early!
08-08-2012, 11:02 PM
#14
Gets Weekends Off
Joined APC: Jul 2006
Position: MD-11 Capt
Posts: 330
Originally Posted by appDude
The age 60 rule has had a different affect on different parts of our pilot group.
Some won the lottery, some got to pay for the other's lottery winnings.
Some think that is now all water over the dam.
That is incorrect.
The age 60 rule is still adversely affecting all those currently less than 60.
Quite a large number of pilots are 'retirement eligible (over 60)' and quite a few of these are in the left seat of the 777.
The company's only choice is to carry more pilots than needed in order to be able to respond to a rush on retirements.
Some will contend that is just a cost the company has to endure, but the real answer is the company passes those costs on to us.
This is done with reduced BLG, and possibly an unneeded entry into 4a2b.
We all earn less each month, just so the over 60 guys can retire at their whim.
Solution:
Keep the current full retirement age of 60 in effect, but install a requirement to give the company a fair notice of retirement date, say 1 year.
The current contract provides for retirement before age 60, but with a penalty of 3% per year for doing so.
That should also be the penalty for retiring between 60 and 65 without giving the company a 12 month notice.
This is not taking money or flexibility away from the over 60 pilot, just adding a requirement to plan your retirement a little ahead of time. (more specifically, a disincentive to jump ship without giving proper notice)
What we all gain is a healthier company with more BLG and more money in our pockets each month while we wait for our turn to retire.
I know this will never even get considered, as ALPA is pretty much a 'senior guys take theirs and screw the junior guys' organization.
Junior guys:
Do you think the flexibility to retire at 60 will still be there when you get there?
Do you think the defined benefit will still be around when you get there?
I hope the answer to both of those is yes, but making this change will first, put money in your pocket every month between now and when you retire, and second, make the current age of 60 less painful to the company, which will make them pushing for a hard 65 less likely between now and when you get to choose your retirement age.
Standing by for the full frontal assault on this subject (and of course working feverishly to upgrade my Mac to MtLion and fix FXeGrid!)
Cheers
appDude
Some won the lottery, some got to pay for the other's lottery winnings.
Some think that is now all water over the dam.
That is incorrect.
The age 60 rule is still adversely affecting all those currently less than 60.
Quite a large number of pilots are 'retirement eligible (over 60)' and quite a few of these are in the left seat of the 777.
The company's only choice is to carry more pilots than needed in order to be able to respond to a rush on retirements.
Some will contend that is just a cost the company has to endure, but the real answer is the company passes those costs on to us.
This is done with reduced BLG, and possibly an unneeded entry into 4a2b.
We all earn less each month, just so the over 60 guys can retire at their whim.
Solution:
Keep the current full retirement age of 60 in effect, but install a requirement to give the company a fair notice of retirement date, say 1 year.
The current contract provides for retirement before age 60, but with a penalty of 3% per year for doing so.
That should also be the penalty for retiring between 60 and 65 without giving the company a 12 month notice.
This is not taking money or flexibility away from the over 60 pilot, just adding a requirement to plan your retirement a little ahead of time. (more specifically, a disincentive to jump ship without giving proper notice)
What we all gain is a healthier company with more BLG and more money in our pockets each month while we wait for our turn to retire.
I know this will never even get considered, as ALPA is pretty much a 'senior guys take theirs and screw the junior guys' organization.
Junior guys:
Do you think the flexibility to retire at 60 will still be there when you get there?
Do you think the defined benefit will still be around when you get there?
I hope the answer to both of those is yes, but making this change will first, put money in your pocket every month between now and when you retire, and second, make the current age of 60 less painful to the company, which will make them pushing for a hard 65 less likely between now and when you get to choose your retirement age.
Standing by for the full frontal assault on this subject (and of course working feverishly to upgrade my Mac to MtLion and fix FXeGrid!)
Cheers
appDude
08-08-2012, 11:06 PM
#15
Gets Weekends Off
Joined APC: Jul 2006
Position: MD-11 Capt
Posts: 330
Originally Posted by appDude
The age 60 rule has had a different affect on different parts of our pilot group.
Some won the lottery, some got to pay for the other's lottery winnings.
Some think that is now all water over the dam.
That is incorrect.
The age 60 rule is still adversely affecting all those currently less than 60.
Quite a large number of pilots are 'retirement eligible (over 60)' and quite a few of these are in the left seat of the 777.
The company's only choice is to carry more pilots than needed in order to be able to respond to a rush on retirements.
Some will contend that is just a cost the company has to endure, but the real answer is the company passes those costs on to us.
This is done with reduced BLG, and possibly an unneeded entry into 4a2b.
We all earn less each month, just so the over 60 guys can retire at their whim.
Solution:
Keep the current full retirement age of 60 in effect, but install a requirement to give the company a fair notice of retirement date, say 1 year.
The current contract provides for retirement before age 60, but with a penalty of 3% per year for doing so.
That should also be the penalty for retiring between 60 and 65 without giving the company a 12 month notice.
This is not taking money or flexibility away from the over 60 pilot, just adding a requirement to plan your retirement a little ahead of time. (more specifically, a disincentive to jump ship without giving proper notice)
What we all gain is a healthier company with more BLG and more money in our pockets each month while we wait for our turn to retire.
I know this will never even get considered, as ALPA is pretty much a 'senior guys take theirs and screw the junior guys' organization.
Junior guys:
Do you think the flexibility to retire at 60 will still be there when you get there?
Do you think the defined benefit will still be around when you get there?
I hope the answer to both of those is yes, but making this change will first, put money in your pocket every month between now and when you retire, and second, make the current age of 60 less painful to the company, which will make them pushing for a hard 65 less likely between now and when you get to choose your retirement age.
Standing by for the full frontal assault on this subject (and of course working feverishly to upgrade my Mac to MtLion and fix FXeGrid!)
Cheers
appDude
Some won the lottery, some got to pay for the other's lottery winnings.
Some think that is now all water over the dam.
That is incorrect.
The age 60 rule is still adversely affecting all those currently less than 60.
Quite a large number of pilots are 'retirement eligible (over 60)' and quite a few of these are in the left seat of the 777.
The company's only choice is to carry more pilots than needed in order to be able to respond to a rush on retirements.
Some will contend that is just a cost the company has to endure, but the real answer is the company passes those costs on to us.
This is done with reduced BLG, and possibly an unneeded entry into 4a2b.
We all earn less each month, just so the over 60 guys can retire at their whim.
Solution:
Keep the current full retirement age of 60 in effect, but install a requirement to give the company a fair notice of retirement date, say 1 year.
The current contract provides for retirement before age 60, but with a penalty of 3% per year for doing so.
That should also be the penalty for retiring between 60 and 65 without giving the company a 12 month notice.
This is not taking money or flexibility away from the over 60 pilot, just adding a requirement to plan your retirement a little ahead of time. (more specifically, a disincentive to jump ship without giving proper notice)
What we all gain is a healthier company with more BLG and more money in our pockets each month while we wait for our turn to retire.
I know this will never even get considered, as ALPA is pretty much a 'senior guys take theirs and screw the junior guys' organization.
Junior guys:
Do you think the flexibility to retire at 60 will still be there when you get there?
Do you think the defined benefit will still be around when you get there?
I hope the answer to both of those is yes, but making this change will first, put money in your pocket every month between now and when you retire, and second, make the current age of 60 less painful to the company, which will make them pushing for a hard 65 less likely between now and when you get to choose your retirement age.
Standing by for the full frontal assault on this subject (and of course working feverishly to upgrade my Mac to MtLion and fix FXeGrid!)
Cheers
appDude
BURP................!
08-09-2012, 04:15 AM
#16
Gets Weekends Off
Joined APC: Jul 2007
Position: 767 Captain
Posts: 3,988
Originally Posted by appDude
TheSolution:
Keep the current full retirement age of 60 in effect, but install a requirement to give the company a fair notice of retirement date, say 1 year.
The current contract provides for retirement before age 60, but with a penalty of 3% per year for doing so.
That should also be the penalty for retiring between 60 and 65 without giving the company a 12 month notice.
This is not taking money or flexibility away from the over 60 pilot, just adding a requirement to plan your retirement a little ahead of time. (more specifically, a disincentive to jump ship without giving proper notice)
What we all gain is a healthier company with more BLG and more money in our pockets each month while we wait for our turn to retire.
I know this will never even get considered, as ALPA is pretty much a 'senior guys take theirs and screw the junior guys' organization.
Keep the current full retirement age of 60 in effect, but install a requirement to give the company a fair notice of retirement date, say 1 year.
The current contract provides for retirement before age 60, but with a penalty of 3% per year for doing so.
That should also be the penalty for retiring between 60 and 65 without giving the company a 12 month notice.
This is not taking money or flexibility away from the over 60 pilot, just adding a requirement to plan your retirement a little ahead of time. (more specifically, a disincentive to jump ship without giving proper notice)
What we all gain is a healthier company with more BLG and more money in our pockets each month while we wait for our turn to retire.
I know this will never even get considered, as ALPA is pretty much a 'senior guys take theirs and screw the junior guys' organization.
The only difference is there is discussion (on both sides) to provide an incentive to give early notice of retirement, not a penalty.
A factor based on pay rate multiplied by number of months of notice provided up to a max # of months. This yields a max total pay out north of $50-60K. Seems okay to me at first blush. The company gets some ability to plan and the guys contemplating greener pastures get some extra cash if they can get off the fence.
08-09-2012, 05:18 AM
#17
trip trading freak
Joined APC: Oct 2010
Position: MD-11
Posts: 673
Originally Posted by appDude
The age 60 rule is still adversely affecting all those currently less than 60.
Quite a large number of pilots are 'retirement eligible (over 60)' and quite a few of these are in the left seat of the 777.
The company's only choice is to carry more pilots than needed in order to be able to respond to a rush on retirements.
Some will contend that is just a cost the company has to endure, but the real answer is the company passes those costs on to us.
This is done with reduced BLG, and possibly an unneeded entry into 4a2b.
We all earn less each month, just so the over 60 guys can retire at their whim.
Cheers
appDude
Quite a large number of pilots are 'retirement eligible (over 60)' and quite a few of these are in the left seat of the 777.
The company's only choice is to carry more pilots than needed in order to be able to respond to a rush on retirements.
Some will contend that is just a cost the company has to endure, but the real answer is the company passes those costs on to us.
This is done with reduced BLG, and possibly an unneeded entry into 4a2b.
We all earn less each month, just so the over 60 guys can retire at their whim.
Cheers
appDude
Just my two cents
Pakage
08-09-2012, 09:56 AM
#20
Gets Weekends Off
Thread Starter
Joined APC: Sep 2010
Position: B777 Capt
Posts: 613
I fully stand by the original concept that it is costing all of us below 60 money each month.
But if you read through the name calling, there were a couple folks who took the idea and might have made it workable.
Instead of a disincentive, an incentive to give notice of retirement.
And it should come from the disability bank.
Right now, a smart guy that has 300 hours in his bank will find a way to dwindle it down to zero the last year he is on property. (Heard of a guy who became my hero that had to write the company a check for going a couple hours negative.)
This has a multiplier effect on the company problem of when guys will retire, how much they will actually work their last year on property.
By making some or all of the disability account available and tied to proper retirement notice, everyone gains.
The company gains with retirement planning and it costs them no real money since the smart guy will bleed his account down to zero anyhow.
The old guy gets to retire whenever he wants with a small extra pot of gold with proper notice.
The younger guys benefit from a more stable manning model for the company and thus better BLG each month.
But if you read through the name calling, there were a couple folks who took the idea and might have made it workable.
Instead of a disincentive, an incentive to give notice of retirement.
And it should come from the disability bank.
Right now, a smart guy that has 300 hours in his bank will find a way to dwindle it down to zero the last year he is on property. (Heard of a guy who became my hero that had to write the company a check for going a couple hours negative.)
This has a multiplier effect on the company problem of when guys will retire, how much they will actually work their last year on property.
By making some or all of the disability account available and tied to proper retirement notice, everyone gains.
The company gains with retirement planning and it costs them no real money since the smart guy will bleed his account down to zero anyhow.
The old guy gets to retire whenever he wants with a small extra pot of gold with proper notice.
The younger guys benefit from a more stable manning model for the company and thus better BLG each month.
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