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Originally Posted by Kingbird87
(Post 1144527)
After skimming today's postings, I had a vision of Pete Sampras vs John McEnroe.
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Originally Posted by TheManager
(Post 1144688)
This idea was floated by a former high level rep.
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income. To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted. That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke. My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap. Ideas anyone? |
Originally Posted by scambo1
(Post 1144691)
doesn't perdiem based pay bone the reserve pilots - especially the commuting to reserve unused pilots?
Then, unfortunately, it's not really technically per diem by the Gov'ts definition. It would still be a way to have a larger raise than what is "published" by increasing that benefit. |
Originally Posted by acl65pilot
(Post 1144627)
While we may never know the reason, I for one think that puts the people I represent (you) in an excellent position for our Section 6 opener. I hope you share in this good news, good fortune, and timing of this hiring. Management tells us that what is good for Delta is good for Delta pilots. Delta pilots say “prove it.” DPA is waiting in the wings. |
Originally Posted by TheManager
(Post 1144688)
This idea was floated by a former high level rep.
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income. To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted. That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke. My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap. Ideas anyone? Better work rules may also be better hidden from the me too types.....or maybe no:rolleyes: Ferd |
Originally Posted by TheManager
(Post 1144688)
This idea was floated by a former high level rep.
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income. To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted. That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke. My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap. Ideas anyone? |
Originally Posted by Ferd149
(Post 1144697)
Why I've argued that in addition to xx%, we argue for increased rigs, duty period credits and a MINIMUM DAY (vs average day).
work rules may also be better hidden from the me too types.....or maybe no:rolleyes: Ferd More importantly, in regard to your tightie whitie situation....go to Costco, buy a huge bag, go on your trip and wear said bag, and return to Costco upon arrival home. Not an ideal solution ....... but one for consideration based on today's trials and tribulations. ;) |
Originally Posted by Ferd149
(Post 1144697)
Why I've argued that in addition to xx%, we argue for increased rigs, duty period credits and a MINIMUM DAY (vs average day).
Better work rules may also be better hidden from the me too types.....or maybe no:rolleyes: Ferd If we can reel in scope and bump my company contributed 401K to the 415C limit, with a few workrule improvements like: A 6.5 hour min day; 1 for 1 training and vacation pay; industry leading night and intl overrides; 1.5 pay for MEDs; and a few others, I think I could live with a 15% stated payraise...maybe. |
Originally Posted by Ferd149
(Post 1144678)
On another nudder subject...............
Has anyone ever had laundry done at the Atlanta Hilton downtown? Long Europe coming up and I don't hit AMS till the end. I don't think I own that many tidy whities. Ferd |
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