Quote:
To the extent that profit sharing is based on a percentage of our wages, it becomes a variable component of those wages. So, if Airline A pays $100/hour with a profit sharing plan that can pay up to 20% and Airline B pays $100/hour with no profit sharing plan, one can correctly state that Airline A pays its pilots a variable rate of $100-120/hour and therefore more on average than Airline B (assuming an average profitability > 0).
OK, what about if profit drops to zero? This is just like the whole bigger pays more argument. For the life of me I cannot understand why you people want to put MORE of the items that determine our pay into other peoples' hands. We fly airplanes. Period. We do not buy them, nor do we schedule/deploy them. If you are going to include PS in compensation comparisons, you better damned well include the shared reward bonuses as well. $1000/year? Since bigger pays more, why aren't 747/777s getting MORE shared rewards? Then why is PS a percentage? It is not a standard payout that can be counted on, and that's precisely the point. Monitize it, that's fine, but it MUST be over and above any pay increases.Originally Posted by Alan Shore
Why not?To the extent that profit sharing is based on a percentage of our wages, it becomes a variable component of those wages. So, if Airline A pays $100/hour with a profit sharing plan that can pay up to 20% and Airline B pays $100/hour with no profit sharing plan, one can correctly state that Airline A pays its pilots a variable rate of $100-120/hour and therefore more on average than Airline B (assuming an average profitability > 0).