Take the ALPA contract survey
11-05-2015 | 02:14 PM
#11
Gets Weekends Off
Joined: Apr 2007
Posts: 5,613
Likes: 627
Great corrections.
PS was intentionally left out of my list. It's not something I'm comfortable trading for a pay rate increase. It may be worth a partial exchange of PS for a variable annuity in MY NAME, invested in a mix of equity index funds that I control. Again, it must not be traded for pay rates.
PS was intentionally left out of my list. It's not something I'm comfortable trading for a pay rate increase. It may be worth a partial exchange of PS for a variable annuity in MY NAME, invested in a mix of equity index funds that I control. Again, it must not be traded for pay rates.
11-05-2015 | 02:31 PM
#12
Gets Weekends Off
Joined: Apr 2007
Posts: 5,613
Likes: 627
Back to the Survey Topic
While I agree that participation is important, please realize the survey serves a dual purpose. 100% pilot involvement shows management the pilot group is heavily engaged in securing meaningful gains. The secondary purpose is a clear management of expectations by DALPA. The survey reaches everyone who clicks on the link. It subtly conveys that we must make concessions in multiple areas. Google the term "push polling".
11-05-2015 | 04:03 PM
#13
Line Holder
Joined: Jun 2015
Posts: 1,002
Likes: 21
From: WB Cpt
Post-Retirement Annuity
Since the annuity question is in the survey and pilots bring it up in different threads, I'm going to ask a question that has not been answered to my satisfaction. 415C limits effectively cap tax-differed contributions to our defined contribution plan. Even at current pay rates, most captains and many first officers who contribute employee maximums will hit the $53,000 annual contribution limit. How would a company-provided, post-retirement annuity be treated by the IRS? Can an annuity plan be crafted that would not detract from the existing DC plan? It would be useful to fully understand the implications prior to answering the survey question.
11-05-2015 | 11:16 PM
#14
The Brown Dot +1
Joined: Jun 2009
Posts: 7,775
Likes: 0
From: 777B
Since the annuity question is in the survey and pilots bring it up in different threads, I'm going to ask a question that has not been answered to my satisfaction. 415C limits effectively cap tax-differed contributions to our defined contribution plan. Even at current pay rates, most captains and many first officers who contribute employee maximums will hit the $53,000 annual contribution limit. How would a company-provided, post-retirement annuity be treated by the IRS? Can an annuity plan be crafted that would not detract from the existing DC plan? It would be useful to fully understand the implications prior to answering the survey question.
11-06-2015 | 03:47 AM
#16
Gets Weekends Off
Joined: Apr 2007
Posts: 5,613
Likes: 627
How about GSA published per diem rates on all trips. That avoids tax issues and doesn't show up as hourly pay rate for contract comparison. The only downside is for the FPL gang...
11-06-2015 | 06:32 AM
#19
veut gagner à la loterie
Joined: Apr 2008
Posts: 23,286
Likes: 0
From: Light Chop
So 5.15 per day for vacation and training.
Fully funded HSA's/HRA's.
I'm going to do the math. I just want for curiosity's sake to see what happens if you do 8/6/3/3, same PS PLUS monkey with the soft money if you can get to 1987 x 30 years of COLA.
Fully funded HSA's/HRA's.
I'm going to do the math. I just want for curiosity's sake to see what happens if you do 8/6/3/3, same PS PLUS monkey with the soft money if you can get to 1987 x 30 years of COLA.
11-06-2015 | 07:57 AM
#20
Gets Weekends Off
Joined: Sep 2008
Posts: 6,971
Likes: 0
From: Kickin’ Back
Denny
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