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Originally Posted by Elliot
(Post 1858342)
TSquare, is that you? :eek:
First answer that comes to mind. What are your thoughts about longevity based pay? YES/NO :D Could it be? Has Tsquare returned to us? Carl |
Originally Posted by Carl Spackler
(Post 1857353)
It makes it variable.
Carl |
Management does a great job of attempting to make profit sharing part of our pay, when in reality it is just another piece of our contract. Just like vacation or medical or trip rig.
All of the sudden we have something that benefits the pilots and they want to reduce it. I am perfectly willing to give up profit sharing. "Pay" in exchange for a 60% FAE defined benefit retirement, a 75 hour hard cap and a return to paper line bidding with 7 weeks of trips touching vacation. Whoa! Managment doesn't want to talk about those items. Letting them cherry pick our PWA to self fund is not only unacceptable, it is reprehensible. |
Originally Posted by gzsg
(Post 1858522)
Management does a great job of attempting to make profit sharing part of our pay, when in reality it is just another piece of our contract. Just like vacation or medical or trip rig.
All of the sudden we have something that benefits the pilots and they want to reduce it. I am perfectly willing to give up profit sharing. "Pay" in exchange for a 60% FAE defined benefit retirement, a 75 hour hard cap and a return to paper line bidding with 7 weeks of trips touching vacation. Whoa! Managment doesn't want to talk about those items. Letting them cherry pick our PWA to self fund is not only unacceptable, it is reprehensible. |
Originally Posted by sailingfun
(Post 1858557)
Wow, 7 weeks of trips touching vacations. With 12 day trips and month overlap vacations I could convert that into 12 months off a year. Love the way you think!
Why is that? Whose side are you on? |
From what I've heard, the only people wanting to diminish our PS are DALPA.
|
Originally Posted by sailingfun
(Post 1858557)
Wow, 7 weeks of trips touching vacations. With 12 day trips and month overlap vacations I could convert that into 12 months off a year. Love the way you think!
Back to you Sailing. You are amazing and super smart. Better than all Delta pilots. |
Originally Posted by gzsg
(Post 1858522)
Management does a great job of attempting to make profit sharing part of our pay, when in reality it is just another piece of our contract. Just like vacation or medical or trip rig.
Originally Posted by gzsg
(Post 1858522)
All of the sudden we have something that benefits the pilots and they want to reduce it.
Originally Posted by gzsg
(Post 1858522)
I am perfectly willing to give up profit sharing. "Pay" in exchange for a 60% FAE defined benefit retirement, a 75 hour hard cap and a return to paper line bidding with 7 weeks of trips touching vacation.
Originally Posted by gzsg
(Post 1858522)
Whoa! Managment doesn't want to talk about those items. Letting them cherry pick our PWA to self fund is not only unacceptable, it is reprehensible.
|
Originally Posted by Purple Drank
(Post 1858558)
You mock that idea...yet you have no problem with management proposing something that will be as negative for pilots as Jerry's proposal is positive.
Why is that? Whose side are you on? I would also be willing once again to make a bet with you that the final contract improves our vacation. |
Originally Posted by SharpestTool
(Post 1858200)
OK, lets say that Spackle has won the issue on PS. PS is variable compensation, but only to the upside since there is no "at risk" element. LOL! Hang with me here... if PS was to go down due to a drop off in profitability... I know, I know, it never will, the pilots will be good with that. Certainly good enough that they would never chose to monetize at a higher rate. Therefore we elect to retain full current exposure to PS.
Here is what I propose. A two plan compensation system. So, much like we have different medical benefits we can chose, move to a compensation structure where the individual pilot makes the choice which package they would like to take. Plan A: Profit sharing intact at current % rates along with a whatever negotiated rate comes out in the contract. Plan B: Profit sharing eliminated for a commensurate addition to the pay rates as to be determined by the skillful ALPA negotiators. Include the caveat that once an individual decides to transition from plan A to plan B, they are ineligible to then transition back to plan A on the next contract cycle. The company would insist on that above caveat as they would like to see the PS plan eliminated completely. New hires after the signing date would only be eligible for plan b. How hard was that, Tool? I know, I know, hang with me here, LOL! So simple even you clean figure out how to check one of two boxes Being that you have not realized that there has been a ground shaking, industry transforming event that took place, oh about... 8 years ago now, I'm positive you'd sign up for plan B. Then as you commit fiscal seppuku to your family budget and retirement, you and your ALPA acolytes won't take us all down with you on your miscalculated and logically suspect scheme. |
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