Details on Delta TA
04-02-2015 | 04:29 PM
#3401
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From: 747-400 Captain
Any attempt by management at tying profit sharing to compensation would not pass NMB scrutiny due to the impossibility of costing it. Funding compensation increases by agreeing to decreases in profit sharing percentages could only happen if our union advocates for it. Thus the renaming of profit sharing as "at risk compensation" by our union and repeated here on APC. Denigrating profit sharing is clearly a key DALPA priority.
Profit sharing isn't tied to other contractual compensation. It can only be tied if our own Union pushes for it.
Carl
04-02-2015 | 04:37 PM
#3402
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From: 747-400 Captain
Carl
04-02-2015 | 04:44 PM
#3403
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From: 747-400 Captain
Carl
04-02-2015 | 05:02 PM
#3404
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From: A330 First Officer
Why don't you throttle back a little and unload the guns? If you just want to throw monkey **** at each other, go over to the chit chat forum. That place is great for that kind of idiocy. If you want to discuss this like an adult, I am all ears.
Edit: I'll give you the benefit of the doubt on your last post. Let's keep the two things separate. Pay: Our rates versus their rates. Theirs are higher. How does profit sharing factor in? Retirement: I have no clue what their percentages of DB and B fund are. How does that compare to our 15% 401k contribution.
Edit: I'll give you the benefit of the doubt on your last post. Let's keep the two things separate. Pay: Our rates versus their rates. Theirs are higher. How does profit sharing factor in? Retirement: I have no clue what their percentages of DB and B fund are. How does that compare to our 15% 401k contribution.
04-02-2015 | 05:05 PM
#3406
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Tell you the truth, I have no idea what a chitchat forum is. How do you get that I'm throwing monkey poo at you. As for the adult comment..you're just too funny. The only opinion that counts appears to be your own. My opinion is that we leave the PS alone and it doesn't need to be added to the top of a nifty little chart showing our payrate + profit sharing on top. You can't count on PS so you can't quantify it. I'm done with the subject.
04-02-2015 | 05:22 PM
#3407
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From: Kickin’ Back
Denny,
No it wasn't compensation for past sacrifices. It was the best we could do for future compensation based on a very weak hand we were dealt post-bankruptcy. We would've opted for fixed pay increases if we would have had the negotiating leverage.
I certainly don't view it as compensation for past sacrifices but, as you said, it is tied to past sacrifices because we wouldn't have it without them.
I understand you value the insurance as a "bonus". Nothing wrong with that. What that insurance is worth is the question. The value changes with the business cycle. Are you willing to pay the premium when risk changes? That is the question.
Insurance? I do not look at it as insurance. An executive gets a bonus (extra compensation in the form of money or stock options) when s/he performs well. This can be measured a number of ways one of which is company profitability. This is our bonus. I want pay rates that reflect what I feel I'm worth. If a profit sharing check does not appear for the year, I will not be disappointed.
Profit sharing is a tool in which its value changes in the business cycle. We should look to monetize when its value is high and likely to be lower in the future. We can initiate it when its value is low and likely to increase in the future. It isn't good or bad. I'm saying I think it is a good time to capture value and reduce risk.
No it wasn't compensation for past sacrifices. It was the best we could do for future compensation based on a very weak hand we were dealt post-bankruptcy. We would've opted for fixed pay increases if we would have had the negotiating leverage.
I certainly don't view it as compensation for past sacrifices but, as you said, it is tied to past sacrifices because we wouldn't have it without them.
I understand you value the insurance as a "bonus". Nothing wrong with that. What that insurance is worth is the question. The value changes with the business cycle. Are you willing to pay the premium when risk changes? That is the question.
Insurance? I do not look at it as insurance. An executive gets a bonus (extra compensation in the form of money or stock options) when s/he performs well. This can be measured a number of ways one of which is company profitability. This is our bonus. I want pay rates that reflect what I feel I'm worth. If a profit sharing check does not appear for the year, I will not be disappointed.
Profit sharing is a tool in which its value changes in the business cycle. We should look to monetize when its value is high and likely to be lower in the future. We can initiate it when its value is low and likely to increase in the future. It isn't good or bad. I'm saying I think it is a good time to capture value and reduce risk.
I disagree. I would prefer to wait. I don't think we could ever get the value in straight pay rates that the profit sharing is/will be worth. Hasn't RA touted that we are "new" company set to weather the ups and downs of the industry? He's made me a believer (
)!Denny
04-02-2015 | 05:38 PM
#3408
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From: 747-400 Captain
Not much of a prediction since DALPA has already said we'll never see the detailed opener. We absolutely should see it, but my opinion is worth no more than yours.
You have no idea what management forwards.
Again, you have no idea why DALPA has decided to not share management's opener with us.
At NWA, we saw our detailed opening position and management's opener. We were also a responsible bargaining agent. The truth is, DALPA refuses to bend on it. Your attempt at making it sound like normal behavior betrays the lack of confidence in the position DALPA is now wed to.
Well, you've just established one of two possibilities. One is that you're just making this up. Two is that you're an MEC member or MEC administrator. Interesting.
Carl
Carl
04-02-2015 | 05:42 PM
#3409
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From: Lowest Pay I Could Find
04-02-2015 | 05:49 PM
#3410
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So then why don't you answer the question then?
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