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Originally Posted by Big E 757
(Post 1806619)
I don't want to give the profit sharing away but I'd consider the right trade and here's why:
We are expecting 15-16% this year and some estimates are in the 20% area for 2015, but I don't expect that to hold up year after year indefinitely. Although our industry has changed for the better, in terms of its cyclical nature, it is still cyclical. Oil prices are at their lowest in many years, this fact will also encourage every investor with more dollars than sense to start up some new airline that promises to revolutionize the air travel experience, which will put some pressure on our pricing power. Oil prices will also not stay this low forever either so while we find ourselves in a very advantageous environment now, in a few years this might not be the case. If we could negotiate substantial raises first, 20-25% over 3-4 years, and then trade our profit sharing for an additional 15% minimum, on top of everything else at date of signing, I'd be good with that. Of course, that probably won't happen. DALPA will trade our profit sharing for the first 20% over three years and call it a win. |
If I were the company I'd be all about getting these pilots to trade profit sharing for a pay raise, probably the pay raise that was going to happen anyways but whatever, when the economy goes down just go back and ask for the money back to save the company and prevent furloughs.
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Yeah. If the last 15 years proved anything, it's ALL "at-risk" compensation. Any conversion of profit sharing into payrates needs to be at a high "exchange rate," and in *addition* to contract improvements that are commensurate with the company's profitability. A 15% raise coupled with the elimination of profit sharing is a 0% raise.
As for pay banding, something along the lines of what UPS does would be a big productivity concession, but don't we have a form of pay banding already? 747 & 777, 765 & A330, 757 & 763 are all banded, and the narrowbody rates are already close enough that I doubt many pilots are moving between them for pay reasons, mostly for QOL & type of flying. It makes sense to me to bring our growing fleet (A330/350) along with 765 up to "premium widebody" rates. As for the narrowbody rates, I hope it's not heresy to suggest that the 149-160 seat MD88/90 should pay as much as the 124-148 seat A319/320. |
7ER seniority west
Quick data request from a Poole....does anyone know the date of hire for the 7ER plug in SLC and LAX? Looking at how long it might take to get out west on that machine?
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[QUOTE=Big E 757;180661
Of course, that probably won't happen. DALPA will trade our profit sharing for the first 20% over three years and call it a win.[/QUOTE] Come on, why in the world would you think that would happen? ;( |
Originally Posted by boog123
(Post 1806707)
Come on, why in the world would you think that would happen? ;(
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Looking for Seattle offense anyone know where to look?
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Originally Posted by bohicagain
(Post 1806721)
Looking for Seattle offense anyone know where to look?
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Originally Posted by gzsg
(Post 1806566)
What is not acceptable is ignoring the overwhelming will of the Delta pilots not to reduce profit sharing.
Renaming it "at-risk" or "variable" is fooling no one. Might also be a good time to point out that Profit Sharing is actually at-risk and variable. to claim otherwise is a noteworthy separation from reality. Maybe you could focus your Internet energy on discussions of how we can make it less risky and with less downside variance? |
I think the ALPA leadership is trying to highlight the unpredictability of the profit sharing. It is not something they are looking to get rid of just something to de-emphasize in the talks of compensation. If the AA payrates come to be, ALPA wants to say "they make more, and we want this much to make us equal or better paid", where as the company will say "you are already paid more if you count what you get with profit sharing.
If however they do trade our profit sharing for pay rates, they better be prepared to defend it as if they life of ALPA depends on it. |
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