I can see the logic in the fact 67 would be more expensive, both for LTD and just the general having employees at the top of our various accruals around for 2 more years (5 weeks vacation, 270 hours sick leave, ect.)

when 65 happened our LTD was worse than it is now. If 5 years didn’t destroy our LTD/ negotiating ability for improved LTD and other items, I find it hard to believe 2 more years will. If anything I would think our DC % would be an easier target. Don’t need as high of a % if you can stay longer.

70+ is a different story, but I don’t think 67 will break the bank. I hope we don’t have to find out.

never got it either, but there are plenty of people who are just looking for anything to justify their cause. And complaining to the generation who will never see ANY SS really won’t get them the sympathy they think it will.

 

according to my AME, most people who are going to have serious issues have them long before they get to their 60s. If you have made it to 65 with no big health issues, the odds are very good you will continue to be healthy.

 

That might be true for new LTD recipients*. But there are a not-small number of existing and permanent LTD recipients who would get 2 more years of LTD, which is the equivalent of carrying them as a full time employee for a full year, including 401(k).

* I'd be willing the bet there will be some folks who will finally fess up to a condition they have been hiding/minimizing, and initiate LTD somewhere around 65 (when they have been expecting to retire anyway), and collect a year's pay spread over the following 2. No idea how many, but it won't be zero... 10% of the monthly retirements are above/beyond mandatory numbers... Just saying.

 

The only fair punishment is to make anyone 65 and older have to fly with another pilot that’s 65 and older. For. Every. Rotation.

 

Modern problems require modern solutions. I like this idea.

 

Well that shouldn't be a problem because the FAs get LTD, so do the mechanics and, and, and. We should add all these cost considerations to negotiations too, right?

 

Human nature indicates that's likely.

Over my career, I've observed a slight tendency towards discretionary LTD on the part of people who have some grievance (real or perceived) with the airline. Commonly merger victims.

 

Depending on their prior DPMA use, they might even collect up to a year and a half of pay spread over two years. That might be even more of an incentive.

 

Good Point (though I would note, getting both LTD and DPMA approved does required physician records and several pages of forms. The disability has to be proven legitimate, but still). There are also the ALPA insurances that kick in after 1 year on LTD.

 

I’ve heard rumor of a AME near the mothership that has asked older pilots if they want to go out on LTD, because he can help them…