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Old 03-25-2019, 01:45 PM   #51  
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There are a few retirement options being explored. Some of them are tax advantaged others are not. Each option carries it's own unique risks, some are even dependent on the financial position of the company when it comes time to collect. There are a few options that may provide a bridge into retirement for those who had a pension stolen, but implementation of a retroactive FAE plan is unlikely at best.

At our income level and employment positions as high paid hourly employees, we bump up against the limits for any tax advantaged plan. It is either the financial limits set by the IRS or limits on control, because we are in a cockpit, not the boardroom. The reality is that we are responsible for our own retirement funding and anything above the IRS max will provide better returns for us if we are just given the money and allowed to invest on our own. The focus on C2019 should be company funded up to the 415C limits, which would be 20% with the current 56k contribution and 280k income limits. Above the 56k contribution limits should be paid in DPSP Cash.
Yes. My thoughts exactly.
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Old 03-26-2019, 08:18 AM   #52  
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Good Lawd....if he is ready to burn the house down and he got hired in 2014...he doesn't have his ante in the pot. Complain all he wants, he just doesn't have skin in the game to usurp/appropriate others' real sacrifices.

Ever owned a stock that filed for chapter 11....and a class action lawsuit is filed for malfeasance? To be part of the class you had to be there for it.....if you buy the stock after the cutoff....you can **** and moan till your hearts content, but you are not part of the class...and have no rights.

I just want to know ....is he part of the class or just a bomb thrower trying to incite and flagellate the masses into a frenzy before we have even exchanged openers

Hopefully, that sheds a little light on my position....if not, I'm sorry...it's the best I can do since you failed to provide any points to ponder about how my thinking need rehabilitation

Itís very apparent that you are the bomb thrower here Buck. You attack, make false assumptions and claims and then wonít man up when you are called out. Sad....
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Old 03-26-2019, 08:20 AM   #53  
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Tailhookak....mind sharing when you got hired by Delta?.......No, I won't know if you lie....just curious.
Dude...youíre just incendiary. You try to cause trouble... I feel sorry for your type.
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Old 03-26-2019, 08:40 AM   #54  
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Originally Posted by Gunfighter View Post
There are a few retirement options being explored. Some of them are tax advantaged others are not. Each option carries it's own unique risks, some are even dependent on the financial position of the company when it comes time to collect. There are a few options that may provide a bridge into retirement for those who had a pension stolen, but implementation of a retroactive FAE plan is unlikely at best.

At our income level and employment positions as high paid hourly employees, we bump up against the limits for any tax advantaged plan. It is either the financial limits set by the IRS or limits on control, because we are in a cockpit, not the boardroom. The reality is that we are responsible for our own retirement funding and anything above the IRS max will provide better returns for us if we are just given the money and allowed to invest on our own. The focus on C2019 should be company funded up to the 415C limits, which would be 20% with the current 56k contribution and 280k income limits. Above the 56k contribution limits should be paid in DPSP Cash.
Well said. This is exactly what Iíll be looking for.
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Old 03-26-2019, 08:49 AM   #55  
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DPSP cash is the least efficient form of pay we have. Weíd be better off get IRS limit (currently 56k) contributions for all. And then improving pay rates.
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Old 03-26-2019, 09:37 AM   #56  
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DPSP cash is the least efficient form of pay we have. We’d be better off get IRS limit (currently 56k) contributions for all. And then improving pay rates.
Agree that it’s the least efficient form of pay.

On the surface your idea sounds good but, upon closer scrutiny, it runs into a problem because our retirement contribution is paid as a percentage of what we make. A 777A is gonna have a substantial amount paid in DPSP vs a 320B. You are going to have to factor that into the equation.

The following is just to make a point....If I didn’t know better I’d be screaming “money grab!” But I know that’s not what you’re advocating.

Denny
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Old 03-26-2019, 01:35 PM   #57  
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Agree that itís the least efficient form of pay.

On the surface your idea sounds good but, upon closer scrutiny, it runs into a problem because our retirement contribution is paid as a percentage of what we make. A 777A is gonna have a substantial amount paid in DPSP vs a 320B. You are going to have to factor that into the equation.

The following is just to make a point....If I didnít know better Iíd be screaming ďmoney grab!Ē But I know thatís not what youíre advocating.

Denny
We are all guilty of trying to get a money grab. The only problem is perception of others. The total compensation could be evaluated and the 56K taken off the top which would result in a higher percentage raise for the 777A That would be seen as a money grab by some. Itís all perspective. But yeah, thatís not where I was going with this.
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Old 03-26-2019, 02:26 PM   #58  
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DPSP cash is the least efficient form of pay we have. We’d be better off get IRS limit (currently 56k) contributions for all. And then improving pay rates.
DPSP is the same efficiency as pay rates, so yes, not that efficient. We could move the DC north of 20% to get the IRS max before the 280K. That would help the new hires hit the limit earlier in their career and get the TVM from DC while avoiding the IRS. It would be difficult to get all the way to 56K for a new hire making under 100K, by year three a NB FO in the $150k range could get to 56K with 25% DC plus a self funded 401K contribution of 19K. That is probably as close to full funding of the 56k as you can get.

Realize that by putting so much of the gains into DC, you won't see much of a pay raise until you hit the DPSP Cash threshold. If you don't hit the threshold, most of the contract gains are in a retirement account, not money you can invest outside of the Fidelithy plan. Some would prefer investing outside of the plan at the expense of hitting the 415c Limits, others would prefer the extra spendable cash to buy toys.
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Old 03-27-2019, 10:09 AM   #59  
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Tailhookak....mind sharing when you got hired by Delta?.......No, I won't know if you lie....just curious.
Hey there, Bucky - we're still waiting for an answer on when you were hired. Seems to be a big deal for you. Lay it down, pal.
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Old 03-27-2019, 10:35 AM   #60  
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Hey there, Bucky - we're still waiting for an answer on when you were hired. Seems to be a big deal for you. Lay it down, pal.
Great first post Turbine....very informative, insightful, thought provoking AND funny ....all at the same time....I am simply amazed at your prowess. Keep it up!!

Hmmmm.....I've got your answer....what diff does it make bro ? Unless you are acknowledging that it does make a difference?

Is that you Tailhooka? Time to come back to the reservation/enclave/house/commune .

I might also ask....how old are you? Petulant much?

As asked before by others....time to get this post back on track.....incite all you want ,you'll be doing it in an echo chamber

Last edited by Buck Rogers; 03-27-2019 at 10:46 AM.
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