OK I can agree with that in principal. However if we try to combine it all in one TA, the entire percentage will be sold as the "raise". If, for example, someone's minumim was 20% on DOS, even if we got that, if 14% of it was PS elimination, it was only a 6% DOS raise if you bifurcate the issue. That's why we should leave it out this time around, and just focus on the raise WRT section 3 (with Section 1 always being the most important) and other sections. Then, after that, we can merely move PS money to guaranteed money.

I don't think the company will ever fully transfer PS money to guaranteed money outside of a broad section 6 though, because they know how powerful an cursory scan of the pay tables can be.

Every other group has been restored to pre BK pay except the pilots. There is no need to help them "hide" any raises until and unless our pay exceeds that at the very least.

You've got a point, but keep it simple for the likes of me.

We give up the 14% profit sharing for a 28% pay raise. (in the context of negotiating the next contract).

When I've got all the cylinders firing, I can understand something like that.

Every group that did not have their job or entire department eliminated and recreated at delta global services!

Very good, very good effort....but wrong. But I like the effort. No, assuming 14% it would be 14% for 14% does not make a win. You think we're going to get 0% in profit sharing this year? No, you don't so why would you try to exchange PS for 14% in this contract? If you said you were in favor of PS for 30% I'd say you have my attention (in a good way). But 1 for 1? Who are you pulling for? (checking the page I'm on here to make sure it's not Airline Management Central). Gotta tell you, this kind of ridiculous thought process does not give me a lot of hope. Again, pause, breathe and contemplate the possibility you're wayyyyyy off here.

So now that it's very valuable give it away. Uh, no thanks.

Torpedo. Sierra Nevada has a new 12 pack out for fall. Octoberfest and Vienna style. Very tasty. I suggest everyone try it.

Do you think over the next 5 years the profit sharing will average more or less then 14%? The highest profit sharing payout so far has been 8.1. I am hoping we get 14% this year but suspect the odds of beating 14% over the next five years are very slim.

What you really meant to say, in your run-on sentence, is that you'll vote yes for anything. No surprise here.

Absolutely not as good.

14% guaranteed and 14% profit sharing is good.

Ok, I will say this one last time. I am not talking about selling profit sharing for raises in the next contract. I am talking about monetizing that profit sharing as a guarantee. As I have also pointed out the company will never agree to that unless we agreed to a rate at a steep discount to what they project the profits to be.
Let's put it in simpler terms. If the at the end of contract negotiations when we are minutes from a TA and pay rates set already we said to the company the following.
"You have told us the company is going to continue to make great profits and we can expect a average of 14% per year in profit sharing. We will call this a TA and take the agreement to the MEC if you monetize that profit sharing as a 14% additional raise. Since you have assured us of the profit level it cost you nothing!"
Would that be good or bad for the pilots?