Chamberlain. That's hilarity right there!! Mine uploaded just fine thanks.

True. Of course it would be truly ironic in the sense that they wouldn't get an automatic raise. I'm tired of being told that we have to leave room for F/A expectations in our own negotiations...

I guess every equity that we own jointly was paid in some way or another, and the PS definitely a joint equity, but it does make it sort of weird to have a guy that didn't pay the bill, agitate for dumping the whole thing. His prerogative, but still, it has a grating quality to it.

But maybe I'm too personally attached to the PS, particularly the notion of upside protection... I'm basically taking a speculative position when I'm advocating for the PS to be untouched. Some guys don't want to speculate.

Why does there have to be a winner and a loser?

Which makes me wonder if there is any deal-breaking reason that we can't have compensation options, just like we have health-care options. I anticipate a bright future. I signed up for a LOA that sold me upside protection. I want to keep it. Maybe someone else doesn't. The company and union, if they were to discuss PS alterations, would make some costing assumptions, to make a certain level of PS equivalent to a certain improvement in fixed compensation.

Why not let guys choose between two ostensibly equal packages?

This isn't meant as a rhetorical. I'm just asking a question, so far.

I don't believe that is correct.

Huh? 2000 hire here. 5 years furloughed. If I didn't pay enough where's the window where I can make a catch up contribution??

At the end of the day Donatelli's articulation of Profit Sharing as "at risk compensation" is adequate. I'd only take issue with the word "compensation". Rocky gets it.

I wanted to share in Delta's profit. So I kept 3500+ shares of BK stock in my 401k issued at about $6 a share. THATS profit sharing.

Now if we gave the horses that pull this stagecoach hardest the majority of the oats I'd have fewer issues with it. But our Frankenstein gouges out the profit share based on W2 not hours flown. Horses standing in the corral can get as much or more depending. Whodathunkit?

Phase profit sharing out and compensation in.

Does anyone want to converse about the Q400 scope carve out in Section 1 for Horizon?

I agree. When I said duped I meant that DALPA classifies PS as compensation and always includes it in our totals when compared to other airlines AND they have most guys buying into that! It shouldn't be called "at risk" compensation. It should be called a Profit Sharing BONUS, that is what it is.

You know as well as I do that if AA signs their current offer that DALPA will say we are still compensated more than AA if we add in our profit sharing. So, if like you say most years it is 0, why should DALPA even include that amount when comparing our pay to other airlines? PS sharing shouldn't even be in the conversation when we are talking about pay.

Leffe 9 Blue Anno 1240.
 

Thank you Sir; you too Timbo. Clearly both wise men.

Just curious....How would you monetize an entire profit sharing concession to management in C2015?

Basically, how much of a pay raise would there need to be in order to offset removal of profit sharing in our contract?

Is there any way in iCrew or DeltaNet to see all the departures from a base at a given time block for a specific aircraft type?

You've got it backwards DH. Profit Sharing and myriad other forms of "compensation" are the monetization of the C2K contract provisions. Now I know you follow. So don't slow play me anymore. Thanks.