Originally Posted by IAV84DAL

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.

Originally Posted by DALMD88FO

For those of you that are so willing to give away profit sharing, maybe a history lesson is in order. We did not receive PS out of the goodness of managements hearts. We received it due to the enormous paycuts and termination of our defined benefit plan. This is from our Delta pilot contract history put out by the union under the LOA 51 title.

Required Delta to reach agreement on terms and conditions if DB plan was terminated and to discuss profit sharing and equity during comprehensive negotiations that would recognize pre-bankruptcy concessions from LOA #46.

We took a 32.5% paycut in letter 46 that was suppose to insulate us from the company coming for more in BK. Anyone remember something called a bankruptcy protection letter? The union kind of omits that little nugget in the description of LOA 46 since the company turned around and originally wanted another 19% paycut but settled for a 14% paycut while we were in bankruptcy.

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.

IF, after the fact, the company wants to talk about turning PS into additional pay raises separate to section 6 then it will cost them a premium not a 1:1 like we did in C2012. I'm tired of taking money out of one of my pockets and putting it into the other and calling it a raise.

Originally Posted by kiteflyer

I just heard that Delta is paying 20K a year to Captains and First Officers to stay at Endeavor. 5k every 3 months. Is this true??

If so, I my expectations for the next contract just went up 20k a year!!!

Originally Posted by georgetg

Is it possible that by defining profit sharing "at risk compensation" and not part of our expected regular pay we have a better chance of negotiating better rates?

Would we aid our negotiations for higher rates if we removed the profit sharing component of out compensation from our pay negotiations?

How does the NLRB view profit sharing vis-à-vis pay-rates?

Cheers
George

Originally Posted by Scoop

January 15 issue, page 11:

"Profit-sharing at Delta is core to who we are. This shared success breeds shared ownership, leading Delta people to be accountable to and take pride in offering you thoughtful, reliable service every day."

I totally agree with Richard - let's not touch PS in any way. After all it is core to who we are.

Scoop

Originally Posted by sailingfun

If you convert profit sharing into the pay rates does that not distribute the money in the exact same way based on earnings that you seem to think is so unfair?

Originally Posted by IAV84DAL

This sentiment is one which is easy to embrace. Shared success, shared ownership, accountability and reliability.

Except the experience of the past decade confirms that while success is shared, failure has been ours and not managements to bear.

Profit sharing is a concession. Are we "Taking it Back" or not???

Originally Posted by GunshipGuy

You came here to push the idea, and we've heard you. Check that box. Now please move along to something else. We do not want to give up profit sharing at a time when it's returning huge payouts. Go sell crazy somewhere else. We're all stocked up here.