DALPA should call it a "Bonus" and NOT TOUCH IT.

A "bonus" is not normal hourly compensation and should not be considered in pay rate comparisons...it's a "bonus payment".

ANY modification to Profit Sharing in the next 4-5 years is a NO VOTE by me (unless it's an increase).

 

Don't forget about the next prezzy...following her automatic nolo coronation from her party and lame stream media (same thing) lying about coming under sniper fire. Or the new "lion" of the Senate lying about her ethnicity in order to scam her way through school. Although to her credit she was saying "you didn't build that" before the manchurian organizer was.

 

And any scope concessions at any level, any sick time reduction/harassment/concessions or any banding/freeze/block time schennegans.

 

Put the trusted traveler number in the TSA page (the ones that comes up when you make a listing) and as FullofLuv said, it remembers it. It will keep showing up for future listings.

 

ALPA beat them to the punch... they have been counting it in the pay charts since C2012 trying to nudge our "effective" rates past C2000

 

Yowza! (everyone survived)

 

I know it is absolutely inconceivable (and yes, that word means what I think it means) that there is any kind of system that operates other of the than the way DAL does it, and the very universe itself orbits around 33.75° N, 84.39 W, BUT seeing as how we have a fair number of pilots who had a different kind of sick time system, and I know I'm going off on some kind of wild tangent here, but maybe we can ask some of them how they liked that system or if they thought guys flew sick.

I know....bizarre request, huh?

Nu

 

"You keep using that word - I don't think it means what you think it means."

Scoop

 

Eeeek!

Nu

 

What if the company starts calling the brown bag with the turkey sandwich they give me on Thanksgiving in the lounge between flights pay and states they can't match American's rates?

Call it PROFIT S-H-A-R-I-N-G. Not Guaranteed Pay. How about my union worrying about negotiating the COSTS of what the company needs to pay the pilot group. Not the at risk profit sharing (which is not a COST). I'm not an accountant, but my understanding is that if profits go up (thus Profit Sharing goes up), it's not resulting in greater costs for the company. Therefore, that's not a valid excuse as to why they can't match American.

How come my union didn't bring up getting pay rate increases for "at risk compensation" before 2012, like say at the merger? OH, only when it's something someone else wants? Heck, I see their point of view--I kind of like those dollars too. So how about we leave that alone and work on the improving the rates that need work instead of chipping away at the part of the contract we're very pleased with? I know, I know....I don't understand how the system works.