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Originally Posted by slowplay
(Post 1015719)
I note that you left out of your tidbits that when on reserve SWA stands 15 shortcalls of 15 hours per month, with a 2 hour callout window. I believe their guarantee is 78 hours, but I'll have to double check. Are you leaving out some of the detes?:D
For everyone else: As I posted earlier, THE CURRENT SWA CA PAYRATE IS NOT $210/hr, ITS $212/hr minus a few pennies. Its a $5/hr difference from 747/777 pay at DAL. |
Originally Posted by sailingfun
(Post 1015813)
SWA just negotiated the pay rate for the 800. If they did not ask for a different pay rate during that negotiation its unlikely they will on the 2012 contract. SWAPA does not actually like the result of being at the top of the pay scales. They would like nothing better then for other airlines to regain their historical advantage. Being at the top has led to stagnation and no growth for the first time in their history. They have essentially had their current pay rates since 2002 and have asked for only token raises since then. Don't look for any major push on SWAPA's part for any large raises or changes in the contract in 2012. The critical negotiations for Delta pilots are USAir, American and United. It does not appear likely that any of those airlines will reach a agreement prior to our amendable date.
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Originally Posted by Superdad
(Post 1015848)
I recently flew with a MSP Captain who told me that he would go for a 12% pay increase, an additional 10% company contribution to 401k, and a significant reduction in health insurance premiums, all to add up to what he called a roughly 30% pay raise.
discuss... p.s. this idea is being floated by some of the reps... Must haves are fixing 23K. They go to the bottom of the bucked, what Bucking just wrote, the 5th and 6th weeks of vacation returning, and fixing the min day to a min day not a DPA or a DPM, and adding sick time. First and foremost is a Domestic Cabatoge clause that protects us from an end round in Sky Team, a sunset of DCI agreements, and the ability of our section on not just to bound DAL coded flying by any holding company or corporation that does a metal neutral, code share, interline, etc agreement with. |
Originally Posted by Superdad
(Post 1015848)
I recently flew with a MSP Captain who told me that he would go for a 12% pay increase, an additional 10% company contribution to 401k, and a significant reduction in health insurance premiums, all to add up to what he called a roughly 30% pay raise.
discuss... p.s. this idea is being floated by some of the reps... |
Originally Posted by Superdad
(Post 1015848)
I recently flew with a MSP Captain who told me that he would go for a 12% pay increase, an additional 10% company contribution to 401k, and a significant reduction in health insurance premiums, all to add up to what he called a roughly 30% pay raise.
discuss... p.s. this idea is being floated by some of the reps... |
Originally Posted by Bucking Bar
(Post 1015846)
Modification from the floor:
I'm all for working and getting paid for it. Those who don't want to commute for reserve could use the long call to their advantage too. |
Originally Posted by Superdad
(Post 1015848)
I recently flew with a MSP Captain who told me that he would go for a 12% pay increase, an additional 10% company contribution to 401k, and a significant reduction in health insurance premiums, all to add up to what he called a roughly 30% pay raise.
discuss... p.s. this idea is being floated by some of the reps... LGBP... :) |
Originally Posted by Bucking Bar
(Post 1015854)
Put the cash in the paycheck. If the good Captain wants to pump his 401K, he can make that selection. We are big boys and can make that decision for ourselves.
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Originally Posted by Superdad
(Post 1015848)
I recently flew with a MSP Captain who told me that he would go for a 12% pay increase, an additional 10% company contribution to 401k, and a significant reduction in health insurance premiums, all to add up to what he called a roughly 30% pay raise.
discuss... p.s. this idea is being floated by some of the reps... 12% is not going to cut it on the pay raise side. 10% more into the 401K would exceed the 415C limit of 49,000 per year for many if not most pilots with their 401K contribution. If the contract required the company to convert the 24% to pay once the 415C limit was reached it might entice some pilots to vote for the package. It would not get my vote. Dalpa has not even started constructing the opener so for now its all moot anyway. They will not begin that process until after the contract survey which will be in the August time frame. The opener from the company I suspect will stun most pilots. I would expect something on the order of a 3 percent pay raise with 3 percent each year offset by work rule concessions to cover the cost of the raise. Visible pilot reaction to managements opener will help determine the final outcome of the contract. |
Originally Posted by sailingfun
(Post 1015863)
12% is not going to cut it on the pay raise side. 10% more into the 401K would exceed the 415C limit of 49,000 per year for many if not most pilots with their 401K contribution. If the contract required the company to convert the 24% to pay once the 415C limit was reached it might entice some pilots to vote for the package. It would not get my vote.
Dalpa has not even started constructing the opener so for now its all moot anyway. They will not begin that process until after the contract survey which will be in the August time frame. The opener from the company I suspect will stun most pilots. I would expect something on the order of a 3 percent pay raise with 3 percent each year offset by work rule concessions to cover the cost of the raise. Visible pilot reaction to managements opener will help determine the final outcome of the contract. Equal pay for equal work. |
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