Latest Negotiator's Notepad
05-27-2016 | 10:24 AM
#241
Moderator
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05-27-2016 | 10:26 AM
#242
Gets Weekends Off
Joined: May 2015
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From: Power top
So let's do some cocktail napkin math. In public. If we negotiate a contract that will take effect on Jan 1 2017 with a 20% pay increase. Too low, I know. But if that is the case, do you honestly believe that management will write a check for an additional 20% over what we made in 2016? What do you think is their limit on this? I have no idea, but as time goes on that number will be getting smaller and smaller. So I think it depends on how much they are willing to pay us going forward but adding in the retro pay dilutes that amount. So now we have retro pay in addition to the huge profit sharing check we are gonna get for the next couple of years. I'll hang up and listen. Should be interesting.
05-27-2016 | 10:31 AM
#243
Gets Weekends Off
Joined: May 2015
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From: A350 Both
Logic mostly. And my asking Ed won't solve anything. This is something that will be negotiated. I am just asking the question if you can seperate yourself from the emotional issue and believe that full retro at some point past the amendable date is really achievable. If you want to turn it into the usual kind of verbal beat down then forgive me for asking.
05-27-2016 | 11:08 AM
#245
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Joined: Jul 2008
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Realistically the company is not going to go along with full retro pay if this ends up taking more than another 60-90 days. It's just too much for them to swallow. Go out there and find me a pilot contract with full retro pay signed in the past 10 years off of a contract that was amendable for 1+ years.
What your NC should focus on is getting a quality TA that doesn't sacrifice scope or quality of life for a little extra $$$ and one that includes yearly raises beyond the next amendable date so that the next time negotiations come up you'll keep getting yearly raises. Something like a yearly COLA+1% should do the trick.
What your NC should focus on is getting a quality TA that doesn't sacrifice scope or quality of life for a little extra $$$ and one that includes yearly raises beyond the next amendable date so that the next time negotiations come up you'll keep getting yearly raises. Something like a yearly COLA+1% should do the trick.
05-27-2016 | 01:02 PM
#246
Racketeer
Joined: Mar 2015
Posts: 13,248
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From: N60.4858 W149.9327
Assuming payroll is $3B annually and we get 20% raises. The retro payout would be $600M. To put that in perspective, Capex was just increased $500M per year. Debt reduction was $1B per year but has now slowed do to diminishing returns. Delta is on the hook for a $300M dollar loan guarantee for GOL. Pension funding is at $1.2B. 2016 dividends will be $625M. Share repurchases in the first half of 2016 alone will be $1.8B.
It's all about priorities.
It's all about priorities.
05-27-2016 | 02:50 PM
#247
Gets Weekends Off
Joined: Nov 2008
Posts: 1,508
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From: I'm here, i'm there, i'm everywhere...
I was told years ago scheduled raises past the ammendable date are not legal per the RLA. Full retro is absolutely possible. It will just come down to how much of a percentage the initial raise is. Full retro is important. It gets the guys who retired during the process paid. Signing bonuses are a scam that never should have been allowed.
05-27-2016 | 02:52 PM
#248
Gets Weekends Off
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From: I'm here, i'm there, i'm everywhere...
You know what would be really interesting is to propose that annual raises be equal in percentage as YoY increase in total compensation of the CEO, President, & CFO (whichever is greater). That could make things interesting...
05-27-2016 | 03:31 PM
#249
Moderator
Joined: Dec 2007
Posts: 7,253
Likes: 96
From: DAL 330
Realistically the company is not going to go along with full retro pay if this ends up taking more than another 60-90 days. It's just too much for them to swallow. Go out there and find me a pilot contract with full retro pay signed in the past 10 years off of a contract that was amendable for 1+ years.
What your NC should focus on is getting a quality TA that doesn't sacrifice scope or quality of life for a little extra $$$ and one that includes yearly raises beyond the next amendable date so that the next time negotiations come up you'll keep getting yearly raises. Something like a yearly COLA+1% should do the trick.
What your NC should focus on is getting a quality TA that doesn't sacrifice scope or quality of life for a little extra $$$ and one that includes yearly raises beyond the next amendable date so that the next time negotiations come up you'll keep getting yearly raises. Something like a yearly COLA+1% should do the trick.
I think you are on the right track but your 60-90 day timeline is way too short. I see 100% out to 1 year as an easy slam dunk. After that it gets harder, but I believe it was about 18 months in C2000.
Scoop
05-27-2016 | 04:26 PM
#250
Runs with scissors
Joined: Dec 2009
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From: Going to hell in a bucket, but enjoying the ride .
You should NEVER let the company out of that, NEVER!
It would only encourage them to drag their feet forever.
The company is now flush with cash, they can certainly afford it, all we have to do is convince them it will be more expensive not to.
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