Think we will see some A awards today????

 

Scambo beat me to it.

I haven't heard 1 official word from the company or DALPA on any of this. There has been no formal discussion on C2015 and won't be until April of next year. Lots of things can and will change between now and then.

The article that I read on Deltanet was talking about the American FA's and their unhappiness with a lack of profit sharing that our employees have. My takeaway was it was a not-too-thinly-disguised reminder to our FA's that they shouldn't even think about voting in a union. I couldn't tell if it was a pep rally or a threat, but the message was the same.

Some guys on here have taken that as a shot across our bow which is way premature. Even if the world does evolve around pilots, I don't think that article was meant for us.

And to all the "No" voters out there without having seen a shred of real contract language from C2015: anything is for sale, it all comes down to price. If they want to bake the value of the profit sharing into our payrates, I have no problem with that - provided the premium is significant.

The math for C2012 is also easy to do. The part above $2.5B DID NOT CHANGE (although most of us probably never ever thought we'd see profits at that level.) The only part that was monetized was the first $2.5B reduction from 15 to 10%. The math has been widely shown here and is equal to roughly 2% every year whether we make a profit or not.

Yes Wall Street hates profit sharing (only when there is a profit) and no that shouldn't surprise anyone.

 

I agree with most of the guys here about profit sharing. Keep your hands off. From what I understand, and this was from our union guys, we sold the profit sharing in C2012 back at too low a value. I don't know how we could have been so far off about the future profits with a pilot on the BOD and our EF&A guys doing their jobs.

I like the idea of negotiating a contract with new payrates then saying ok now if you want to talk about profit sharing it's going to be on top of those rates. I'm sorry but 4,8,3,3 just didn't seem like a good value when you had to give something up to get them. I know, I know the time value of money.

One of the internet smart guys here needs to do some background work on RA. Rumor has it that one of the reasons he does not worry about labor strife is that he has never let a contract expire. Meaning he always comes to some sort of deal. If that is the case I wouldn't keep throwing that 2-3 years and the NMB around so that everyone gets scared. Especially not our own union.

 

When the Delta Health Reward hit your HSA account, your contributions get changed so as to not exceed the max automatically.

 

I agree to all. The data was presented. Anyone smart enough to be a pilot could do the math. Obviously we would have all preferred to keep all the PShar plus the 2% last contract. Didn't happen & all old news. WS hates PShar: I agree as well: especially when the Billion word is thrown in. I think the 20% over 2.5Bill is a rare example of a DAL management screw up and is clearly to our benefit and clearly (potentially) HUGE money. I would not let that go without an enormous fight. JMO, OFG, Line Pilot

 

I suppose some could appear, but the A320 and 117 bids don't even close until 1800 tonight. So for them....Naaaa.

 

I'm not putting anything in. If I'm reading it correctly then we can use HSA to pay for dentist and vision payments

 

Yes you can do that. But, as you know, the advantage of the LPFSA is that you can use pretax money to pay for the dental and vision stuff and let the pretax HSA money stay in and continue to grow. Over the last 2 years (the amount of time I've actually had money in investments in the HSA), I've averaged 20%+ just on their limited selection of mutual funds (Optum sp?).

My dental and vision bills usually come to about $1000-$1500 a year for the family. So I put in $1500 and and then carryover the amount that's $500 or less if I don't use it.

Denny

 

What you are purporting is nonsense.

Clearly with this level of profitability and survey results 20% to 25% date of signing is our bare minimum acceptable. So according to you management will add 15% to our hourly rates to reduce 15% of profit sharing. 40% hourly increase date of signing.

Nonsense. Pure Pandora's box. If we touch profit sharing, we lose. We earned it and there is no reason to touch it.

C2015 will be historic and needs to hit $1 billion in gains date of signing with zero reduction in profit sharing.

 

The value of the profit sharing we sold can never exceed 2% of your salary. It can range from 0 to 2% but never more. It was sold to bump 6.5% up to 8.5%.