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Originally Posted by DALMD88FO
(Post 1811994)
Long story short we paid for this PS. It wasn't given to us. It was earned. So why don't we just pretend like it doesn't exist and negotiate our payrates according to the profits that Delta is currently making.
This is what I have been saying for years. I think it is crazy that we "add" our profit sharing into our total compensation, especially when negotiating pay rates. We've been duped by the company and ALPA into believing it is compensation when it is in fact a bonus. Now for sailingfun, I get that it is actually compensation. I do see the money, I do pay taxes on the money, it is money. However, to include that into my total compensation when negotiating pay rates is about as absurd as adding the ticket value of my non-rev first class seat to Paris into my total compensation. It is a bonus, pretend like it is going to be $0 every year. |
Originally Posted by Sink r8
(Post 1812023)
I don't see the incentive for them to do that, at least not until the IAM F/A vote is settled.
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Originally Posted by shiznit
(Post 1812028)
Section 6 completion, separate LOA concurrent with or immediately following TA ratification.
Pretend like it doesn't even exist during Section 6. When we are done, then go back and negotiate what you want to do with PS and payrates. For that to work, we would need to have MEMRAT be a requirement. I'm for something like that. I would prefer it be monetized if we can see that we aren't just trading it for something else like we did last time. |
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Originally Posted by RockyBoy
(Post 1812036)
^^^^^^^!!!!!!!!
This is what I have been saying for years. I think it is crazy that we "add" our profit sharing into our total compensation, especially when negotiating pay rates. We've been duped by the company and ALPA into believing it is compensation when it is in fact a bonus. Now for sailingfun, I get that it is actually compensation. I do see the money, I do pay taxes on the money, it is money. However, to include that into my total compensation when negotiating pay rates is about as absurd as adding the ticket value of my non-rev first class seat to Paris into my total compensation. It is a bonus, pretend like it is going to be $0 every year. |
Originally Posted by shiznit
(Post 1812028)
Section 6 completion, separate LOA concurrent with or immediately following TA ratification.
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Originally Posted by hockeypilot44
(Post 1812020)
I expect a 4/6.5/3/3 raise like last contract if profit sharing is left alone. With profit sharing, I'm finally making more than my friends at Southwest hired about the same time. I expect our retirement contributions to be brought up to 16 percent to match the other big 2. I expect our JV scope to be renegotiated to put the company into compliance (unfortunate, but probably true), and I expect the unverified sick leave to drop to 75 hours per year if not 50. We'll see what actually happens, but this is what I am expecting based on our history and the rumors I'm hearing. I also expect split duty periods.
The JV violation by itself is a major source of leverage. I thought ALPA was going to grieve it at 0001 on 1 March? |
Originally Posted by RockyBoy
(Post 1812036)
It is a bonus, pretend like it is going to be $0 every year.
I support a sunset on Profit Sharing. Phase it out. It isn't pay, and it isn't equitably distributed. When it goes away, we'll all be better off. |
Winter storm "JUNO"...FTB, this is all your fault!
Carl |
Originally Posted by IAV84DAL
(Post 1811881)
and although I've uploaded an avatar, its not being presented. Any idea why??
http://images.npg.org.uk/264_325/0/5/mw69405.jpg |
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