Any "Latest & Greatest" about Delta?
01-27-2015 | 07:29 PM
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From: Skinny girl. Long legs. Big engines.
I just came back from Powder Mt. and Snow Basin. I recommend using the website Buy Lift Tickets in Advance and Save | Liftopia for discounted tickets. Powder Mt. is definitely easier for young new skiers.
01-27-2015 | 08:18 PM
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From: 747-400 Captain
01-27-2015 | 08:29 PM
Back on TDY
Joined: Apr 2008
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From: 747-400 Captain
Alright, before everyone starts jumping on the mods for removing "treehugger" as the obvious latest iteration of IAV84DAL, I'm here to tell you the mods had nothing to do with. This is what happened to "treehugger":
Carl
Carl
01-27-2015 | 09:29 PM
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Denny, Shatner pics Pats on SC. Need to change your avatar.
01-28-2015 | 01:23 AM
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So exactly what is being floated? I need a real world example. The largest category at this airline is 7ERB. Most are 12 year pay. Using C2012 data we average 87 credit hours a month. So use that as an example.
$154.50 x 87 x 12 = $161,298.
Add 15% for 401K = $24,194.
Add 16% for 2014 PS = $25,807.
Total = $211,300.
So what's the probable plan now for C2015?
Are we looking at, or seeing trial balloons for, increasing said $211k by a marginal factor (say pessimistic 3%), reducing PS% but increasing hourly rate so that the end W2 is 3% higher?
So take $161,298 x 1.03% + 401K + 16%PS = $221,626. Now rework it so PS doesn't exceed say 10%. So to hit $221k you increase the hourly rate by 9.9% or 10% and made PS10% then the end W2 would match what is inessence a 3% raise. Someone could rant about how non variable pay was increased 10% ($15/hr raise for said 7ERB) but of course ignore the PS decrease that funded it.
Or are the trial balloons something more like we go for something where the W2 is decreased but less pay is PS??
$154.50 x 87 x 12 = $161,298.
Add 15% for 401K = $24,194.
Add 16% for 2014 PS = $25,807.
Total = $211,300.
So what's the probable plan now for C2015?
Are we looking at, or seeing trial balloons for, increasing said $211k by a marginal factor (say pessimistic 3%), reducing PS% but increasing hourly rate so that the end W2 is 3% higher?
So take $161,298 x 1.03% + 401K + 16%PS = $221,626. Now rework it so PS doesn't exceed say 10%. So to hit $221k you increase the hourly rate by 9.9% or 10% and made PS10% then the end W2 would match what is inessence a 3% raise. Someone could rant about how non variable pay was increased 10% ($15/hr raise for said 7ERB) but of course ignore the PS decrease that funded it.
Or are the trial balloons something more like we go for something where the W2 is decreased but less pay is PS??
01-28-2015 | 01:59 AM
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From: right for a long, long time
Timbo, thanks... Wouldn't have seen Carl's comment otherwise; he's correct on one point, right now no one has a choice (nobody at DAL is negotiating anything related to Section 6 right now). It may never happen, but it's worth considering from a purely mathematical standpoint.
I DO NOT agree with changing PS into payrates and calling it a raise. Would we like C2015 raises, THEN a PS change that goes on top of that? Maybe, gotta see the math on what we get for it...
Do I like having as much of my income at risk, and DELAYED by more than a YEAR to be paid....No, I do not like that.
The Company can "share" a bigger chunk of those "profits" with me in my bi-monthly paychecks. I'd rather get paid NOW, get the extra 15% in my 401k NOW; use that money to make more money NOW. I'd rather not let the Company sit on our money for a year to earn the interest we could have made.
We get it.. Carl is bad at finance (thank God he still has his 747 Captain pension). He thinks it's a good idea to let someone else keep part of our paychecks every month, and delay more of our money going in our 401k plans sooner.
Timbo, why you think he should "preach it" is lost on me...
I DO NOT agree with changing PS into payrates and calling it a raise. Would we like C2015 raises, THEN a PS change that goes on top of that? Maybe, gotta see the math on what we get for it...
Do I like having as much of my income at risk, and DELAYED by more than a YEAR to be paid....No, I do not like that.
The Company can "share" a bigger chunk of those "profits" with me in my bi-monthly paychecks. I'd rather get paid NOW, get the extra 15% in my 401k NOW; use that money to make more money NOW. I'd rather not let the Company sit on our money for a year to earn the interest we could have made.
We get it.. Carl is bad at finance (thank God he still has his 747 Captain pension). He thinks it's a good idea to let someone else keep part of our paychecks every month, and delay more of our money going in our 401k plans sooner.
Timbo, why you think he should "preach it" is lost on me...
01-28-2015 | 02:29 AM
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Timbo, thanks... Wouldn't have seen Carl's comment otherwise; he's correct on one point, right now no one has a choice (nobody at DAL is negotiating anything related to Section 6 right now). It may never happen, but it's worth considering from a purely mathematical standpoint.
I DO NOT agree with changing PS into payrates and calling it a raise. Would we like C2015 raises, THEN a PS change that goes on top of that? Maybe, gotta see the math on what we get for it...
Do I like having as much of my income at risk, and DELAYED by more than a YEAR to be paid....No, I do not like that.
The Company can "share" a bigger chunk of those "profits" with me in my bi-monthly paychecks. I'd rather get paid NOW, get the extra 15% in my 401k NOW; use that money to make more money NOW. I'd rather not let the Company sit on our money for a year to earn the interest we could have made.
We get it.. Carl is bad at finance (thank God he still has his 747 Captain pension). He thinks it's a good idea to let someone else keep part of our paychecks every month, and delay more of our money going in our 401k plans sooner.
Timbo, why you think he should "preach it" is lost on me...
I DO NOT agree with changing PS into payrates and calling it a raise. Would we like C2015 raises, THEN a PS change that goes on top of that? Maybe, gotta see the math on what we get for it...
Do I like having as much of my income at risk, and DELAYED by more than a YEAR to be paid....No, I do not like that.
The Company can "share" a bigger chunk of those "profits" with me in my bi-monthly paychecks. I'd rather get paid NOW, get the extra 15% in my 401k NOW; use that money to make more money NOW. I'd rather not let the Company sit on our money for a year to earn the interest we could have made.
We get it.. Carl is bad at finance (thank God he still has his 747 Captain pension). He thinks it's a good idea to let someone else keep part of our paychecks every month, and delay more of our money going in our 401k plans sooner.
Timbo, why you think he should "preach it" is lost on me...
01-28-2015 | 02:30 AM
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AA 1/1/16
MD 80/88 AA $235 DAL $206 difference 14%
787 AA $293 DAL $259 difference 13%
MD 80/88 AA $235 DAL $206 difference 14%
787 AA $293 DAL $259 difference 13%
01-28-2015 | 03:02 AM
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From: right for a long, long time
Do you have knowledge about what RA thinks or would do(unless y'all are buddies and talk shop over beers I doubt it), but thanks for speculating, hey I mean you could be right, you could be wrong.
Gee, I really hope Carl doesn't come crashing in with a "You have no idea what RA cares about. None. You're a line pilot gzsg. A line pilot." like he did to sailing, but somehow I don't think he will.
Here's the part of the post you must have missed/skipped over.
I DO NOT agree with changing PS into payrates and calling it a raise. Would we like C2015 raises, THEN a PS change that goes on top of that? Maybe, gotta see the math on what we get for it...
01-28-2015 | 03:17 AM
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From: right for a long, long time
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