Investor data to look at before Q2 ends
06-12-2019, 06:15 PM
#21
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Joined APC: Feb 2009
Position: Fetal
Posts: 1,148
Originally Posted by ChecklistMonkey
If you wanted to be CEO, you should have applied for the job.
So to paraphrase, if you are a line pilot you shouldn’t expect a salary bump when you do your job well and doing so contributes greatly to the health and success of the company? You should only expect that if you’re the CEO?
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06-12-2019, 06:24 PM
#23
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Joined APC: Feb 2010
Posts: 2,276
Originally Posted by GucciBoy
So to paraphrase, if you are a line pilot you shouldn’t expect a salary bump when you do your job well and doing so contributes greatly to the health and success of the company? You should only expect that if you’re the CEO?
06-12-2019, 07:12 PM
#25
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Joined APC: May 2015
Position: A350 Both
Posts: 7,292
Originally Posted by Trip7
If you remove profit sharing and bonuses from both sides there is a strong chance several A350 Captains around the same or more than Ed:
Edward H. Bastian made $14,982,448 in total compensation. Of this total $891,667 was received as a salary, $2,277,090 was received as a bonus, $3,795,014 was received in stock options, $7,705,118 was awarded as stock and $313,559 came from other types of compensation.
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Edward H. Bastian made $14,982,448 in total compensation. Of this total $891,667 was received as a salary, $2,277,090 was received as a bonus, $3,795,014 was received in stock options, $7,705,118 was awarded as stock and $313,559 came from other types of compensation.
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06-13-2019, 01:07 AM
#26
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Thread Starter
Joined APC: Mar 2015
Position: stake holder ir.delta.com
Posts: 10,016
Originally Posted by Trip7
Does ALPA not use professional negotiators?
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My initial thought was about the value of the widget as a lifestyle brand, not necessarily executive compensation. We all draw different things from the information provided which was my only motivation in starting this discussion. Our value (monetarily) is defined by what we negotiate, no more, no less. Our 30 ish +/- careers will outlast any single and probably several senior managers.
Increasing value of the PWA only happens when the company is doing well. Now, the company is not only doing well but historically better than any other time in the history of the industry. A PWA commensurate with that level of success seems appropriate especially when several provisions are still based on bankruptcy level survivability exceptions. We are at a completely divergent normal now with regard to chapter 11. Our PWA should reflect that normal in ALL sections.
06-13-2019, 01:45 AM
#27
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Joined APC: Dec 2007
Posts: 5,409
Originally Posted by notEnuf
Not enough emoji use, that’s on me. My point was that any job is what you make of it and your ambitions. The professional negotiator remark was that he IS a professional negotiator and has done well for himself. We could maybe benefit from his example. I do think from an affordability stand point, Delta has the means to greatly increase our compensation both in pay and in benefits (health care, retirement benefits, vacation pay and other QOL enhancements come to mind) without degradation in other areas of the PWA.
My initial thought was about the value of the widget as a lifestyle brand, not necessarily executive compensation. We all draw different things from the information provided which was my only motivation in starting this discussion. Our value (monetarily) is defined by what we negotiate, no more, no less. Our 30 ish +/- careers will outlast any single and probably several senior managers.
Increasing value of the PWA only happens when the company is doing well. Now, the company is not only doing well but historically better than any other time in the history of the industry. A PWA commensurate with that level of success seems appropriate especially when several provisions are still based on bankruptcy level survivability exceptions. We are at a completely divergent normal now with regard to chapter 11. Our PWA should reflect that normal in ALL sections.
My initial thought was about the value of the widget as a lifestyle brand, not necessarily executive compensation. We all draw different things from the information provided which was my only motivation in starting this discussion. Our value (monetarily) is defined by what we negotiate, no more, no less. Our 30 ish +/- careers will outlast any single and probably several senior managers.
Increasing value of the PWA only happens when the company is doing well. Now, the company is not only doing well but historically better than any other time in the history of the industry. A PWA commensurate with that level of success seems appropriate especially when several provisions are still based on bankruptcy level survivability exceptions. We are at a completely divergent normal now with regard to chapter 11. Our PWA should reflect that normal in ALL sections.
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06-13-2019, 06:30 AM
#28
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Joined APC: Oct 2009
Posts: 3,108
Originally Posted by notEnuf
Not enough emoji use, that’s on me. My point was that any job is what you make of it and your ambitions. The professional negotiator remark was that he IS a professional negotiator and has done well for himself. We could maybe benefit from his example. I do think from an affordability stand point, Delta has the means to greatly increase our compensation both in pay and in benefits (health care, retirement benefits, vacation pay and other QOL enhancements come to mind) without degradation in other areas of the PWA.
My initial thought was about the value of the widget as a lifestyle brand, not necessarily executive compensation. We all draw different things from the information provided which was my only motivation in starting this discussion. Our value (monetarily) is defined by what we negotiate, no more, no less. Our 30 ish +/- careers will outlast any single and probably several senior managers.
Increasing value of the PWA only happens when the company is doing well. Now, the company is not only doing well but historically better than any other time in the history of the industry. A PWA commensurate with that level of success seems appropriate especially when several provisions are still based on bankruptcy level survivability exceptions. We are at a completely divergent normal now with regard to chapter 11. Our PWA should reflect that normal in ALL sections.
My initial thought was about the value of the widget as a lifestyle brand, not necessarily executive compensation. We all draw different things from the information provided which was my only motivation in starting this discussion. Our value (monetarily) is defined by what we negotiate, no more, no less. Our 30 ish +/- careers will outlast any single and probably several senior managers.
Increasing value of the PWA only happens when the company is doing well. Now, the company is not only doing well but historically better than any other time in the history of the industry. A PWA commensurate with that level of success seems appropriate especially when several provisions are still based on bankruptcy level survivability exceptions. We are at a completely divergent normal now with regard to chapter 11. Our PWA should reflect that normal in ALL sections.
06-13-2019, 06:50 AM
#29
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Joined APC: Dec 2009
Posts: 1,225
Originally Posted by BobZ
Thats why having PS as a permanent fixture in the pwa is essential.
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