Ya forgot the 3 allocations...i think the lucky ones exited the first at the high around $130.

Options are always a gamble. Sometimes a lot....and sometimes 0.

The esop issue was really the stick in the eye. Sold as a lbo poison pill help out with a guaranteed value.....sound familiar?

We should only engage in tangible financial transactions with our employer.

Denny my friend, I'm a huge supporter of retirement plan improvement. As long as the improvements are in our name, in our control, and equally distributed amongst the pilot group.

Now as far as stock options yes there are risks to investing with your employer but you have to look at the big picture to evaluate if there are forces in play that mitigate the risk. There is a gigantic difference between the old Delta and the behemoth we work for today. Delta is a very strong cashflowing business with a wide moat. Warren Buffet would not touch any of the old airlines, let alone Delta. He's now the largest shareholder in Delta. Delta made more money in the 2nd quarter than Delta's FULL YEAR Profit in 85 out of 90 years of business. Delta is an oligopoly just like the Telecoms (Verizon/AT&T etc).

The only thing stopping the Delta machine is an Epic Black Swan(Nuclear War, Zombie Apocalypse etc).

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Ok. My bad. I will say I don’t think all of your requirements can possibly be met...

Denny

Give me the max 401k company contribution, and then another 10k in stock options a year. I'll call that a quality retirement option...

Best part is it's all tax deferred.. hold the stock for a year and then sell then pay a much lower tax rate then the DSP cash is taxed at. And it's also in our name. Win win

Agree 100%. This would a good grassroots movement to get started with our LEC Reps

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No no no....we must turn our money over to management for a promise to pay us back.

We simply do not have the capacity to be entrusted with our own money and financial well being.

Lets hope like alpa fdx we arent wasting money and negotiating capital on a bust.

I’ll all for stock options. If done right, it’s a great way to build and diversify wealth. Granted there’s a risk, but there’s a risk in everything. We’re going to ask for bigger DC contributions only to see them cut in the next recession.

The way I see it if stock options are good for upper management then they are good for us. You could base it of longevity, and do a true up for the guys that have been here longer. While it might not equate to the 60% retirement it would be light years better then anything I have seen the union propos as of yet. And then for us newer guys we would get x amount each year on longevity.

Look at the late Steve jobs from apple yearly income $1... stock options a few million.... talk about a huge tax break...

Flat out stock awards maybe. Why would you want a vesting schedule and an option price? It worked for the merger.

I'm not say a vesting schedule at all I was just saying at x years you get x amount of stock. So say just like our current vacation policy. Years 1-5 you get 5k, 5-10 you get 8.5k ect... and you get that amount each year. As to the exact amount for x longevity that would have to be negotiated. My example above is just that an example. I not saying that's how much we should get or at what rate of longevity.

Also mind you this would be above the max company 401k limit. So lump sum company contribution each year for each pilot then an additional stock amount for each year of longevity.