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Originally Posted by GunshipGuy
(Post 1820029)
I recall Sailing suggesting not long back that reps weren't pushing the idea of trading PS for pay increases, or at least questioning such reports. Well, the last two captains I've flown with (not ones for visiting online forums discussing airline stuff) said they heard the line from guys manning the ALPA table the past week repeatedly tout the line to the effect of "That pay is AT RISK COMPENSATION." This was just after the subject of PS came up...no prompting about ALPA reps required.
I for one am prepared to see that kind of stupid come out of our contract coordination.....errrrrrr negotiation with management. Which will receive a quick NO vote from this pilot. Well, ok, I'm a wh#re....I have my price: Unless it has a 100% rate increase and 5:15/day for vac & training. Oh, and the last guy liked the galley coffee, so there's that. |
Profit-sharing is most definitely not pay. We should focus on surpassing AA's payrates.
Profit-sharing is a useful tool in motivating employees by allowing them to share in the success of the enterprise. It's a bonus that can come and easily go. So what if it's "at risk?" Keep it "at risk" and concentrate on the payrates. So what if AA doesn't want their employees to share in the success? That's evidence of their management's lack of vision. |
Originally Posted by sailingfun
(Post 1820131)
And when the company calls it pay and states they can't match Americans rates because of it what exactly would you want the Union to call it??
It's not Profit Wages or Profit Compensation. Is the Union not allowed to disagree with something the company says? They can call it pay and state whatever they want. I'll bet the first ever contract to be voted down at Delta will be C2015 if we don't beat AA rates AND keep profit sharing. (Along with no CDO's,) |
Originally Posted by GogglesPisano
(Post 1820145)
Profit-sharing is most definitely not pay. We should focus on surpassing AA's payrates.
Profit-sharing is a useful tool in motivating employees by allowing them to share in the success of the enterprise. It's a bonus that can come and easily go. So what if it's "at risk?" Keep it "at risk" and concentrate on the payrates. So what if AA doesn't want their employees to share in the success? That's evidence of their management's lack of vision. ^^^^ Googles gets it. Unfortunately, I have very little faith that anyone involved in negotiating our contract does. |
Originally Posted by RockyBoy
(Post 1820147)
Profit Sharing.
It's not Profit Wages or Profit Compensation. Is the Union not allowed to disagree with something the company says? They can call it pay and state whatever they want. I'll bet the first ever contract to be voted down at Delta will be C2015 if we don't beat AA rates AND keep profit sharing. (Along with no CDO's,) |
What would be funny is if someone could pull up the pro reasons for profit sharing when it was originally added.
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Originally Posted by profit
(Post 1820123)
I didn't watch any news today, until now. Yeah, thats pretty sickening too. Most of the news sources spew some serious garbage. Faux is by far THE WORST violator of worthless BS, largely because the channel is dominated by pundits rather than newspeople. I think Shep Smith is a standup guy. M. Kelly is great no matter what she says.
I generally assume people who say the CIC should be brought up on treason charges are Fox lovers or Drudge readers. That is all. The lefties wanted Bush 2 brought to trial for war crimes. They are looney tunes too. |
Is there a place to add TSA PreCheck number to our travel net profile? I can't find anything in there.
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After reading SD's memo, I'd have to say it could be construed as motivation for some guys to take even more sick time. I'm not advocating it, but could you imagine the leverage DALPA's negotiators would have if even a quarter of the pilot group used all 100 unverified sick hours?
In any case, mamangement squeezes every ounce of productivity to the point of skirting the contract. And now they're coming after us for alleged sick "abuse" that they don't bother trying to prove. Not a good way to produce employees who want to go "above and beyond." |
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