Not all Academy guys are like him, don’t worry

 

i know what you are referring to.

i quoted Ooof because I had not seen the “MBC” use before and I have chatted with many people who thought the MB in MBCPB stood for Min Balance, which is why I asked him to clarify what he was referring to.

 

That’s not even a raise compared to 2019 dollars adjusted for inflation.

 

That is far too low. But don't succumb to the online plague of nodding your head while a bunch of angry keyboard commandos tell each other what they want to hear, and somehow equate that with effective negotiations between two vested parties--it isn't. Even this hypothetical 10/5/5 takes a 300/hr position to 363, and you can also add our current 16% DC to the higher rates.

As for the 25% DC, COUPLED with huge pay raises--that is as much a fantasy as a perpetual motion machine. Sailing once pointed it out--it represents a whole lot more money than it first appears. Take a 12 year captain making $300K--that is very typical these days, if not below average, believe it or not. Easily done with a domestic 73N/A320 captain. Now give this guy a 30% raise. That $285/hr he is currently making is now $370/hr. 400K a year is the minimum this guy will likely be making going forward, assuming no GS etc. Now let's take the DC calculations into effect. The 16% DC on 300K equals $48K a year--one of the best DC contributions in the country, in any industry, by the way. But the angry deadzoner crowd is never happy. Now let's talk 25% DC on $400k. I think we can all do the math real easily. That equals $100k a year into the DC fund. Of course that's maxed with the 415C IRS limits, around $61K, so the rest goes into taxable, ordinary income.

So tell me why I am swilling the koolaid when I tell you that literally DOUBLING the end result of a 30% pay raise, plus 25% DC is going to be a non-starter with the mgmt negotiating team. It isn't drinking koolaid, it is living the in the real world, a world only occasionally inhabited by the forum crowds.

All I care about is results. And I remain very amused at the guys who simultaneously sneer at the "Time Value of Money" crowd, while they lament how inflation is eating away at our C19 payrates--the very definition of TVM.

 

370/hour reverse adjusted for inflation to 1985 equals what? Is it more or less than the hourly rate of a UAL 727 in 1985, which was 112/hour.

 

Why is that moment nearly 40 years ago your choice of comparison?

 

You seem pretty good at math. So consider this: The devaluation of our contract due to inflation is 15% since 2019. Then IF inflation is just 6% over the next three years (which is entirely possible) then we would need a 37% raise just to not lose buying power. How does 30% over three years sound now? CRAZY??!!

 

if you bother to do some
math, you would know that with inflation, wages haven’t increased in 4 decades.

 

It is crazy when coupled with an expectation of a 25% DC contribution. I'm quite functional doing math, as are you. I really chuckle when some guys (not you) criticize "Moakies" (whatever that even means) for obsessing about TVM, then complain in the very next thought about inflation...the very epitome of TVM in all the worst ways.

I would love to see a 30% raise and a 25% DC contribution. If we get that I'll be the first to eat crow.

But I prefer real results now, even if it doesn't have a "stop the presses" moment, and even more real results later, vs holding out years past the amendable date for the eye-popping numbers some are demanding.... only to then realize that those same numbers are no better than "good" numbers via an on time contract, compounded over years. Yes Covid wreaked havoc, the company is out in left field (parking the DEADHEAD section? there's a patriarchal "let them eat cake" mindset for you) and things are complicated.

I actually trust this MEC and especially the negotiators. I just want to see a good agreement. Living in the real world is a part of that.

 

How dare you use common sense, logic and reason all while remaining calm.

BURN HIM!!