hyperbole much?

 

Wow, you really had to stretch for this horse$hit.

 

I agree with you, but would like to add some clarification to a couple of your assumptions:

1. "…very likely…" is an opinion based upon what we can predict right now. The value of PS in an unprofitable year is zero. If we insist on being skeptical about our management's motives and skills, then doesn't it make sense to be skeptical about their ability to generate profits every year? And I'm not including geo-political threats or catastrophic events as part of that general skepticism…just our confidence in them.

2. I like your characterization of swapping PS for pay rates one-for-one! It's NOT a raise. It's a conversion, and I think we should always consider it as one. Your comment makes it sound as if there's no financial benefit to converting a once-a-year payout - with its attendant carve-outs in the formula - for a stream of paycheck increases throughout the year that are NOT subject to carve-outs in their formula. So I don't think we can call it a "zero". It's not a raise, but it's not a zero.

Put another way, if pilots were given an option in the PWA to convert PS for pay rates (dollar-for-dollar) on an individual basis for the duration of the next contract, do you think anyone would do it?

Other than me?

 

No........

 

I have noticed you never use facts in any rebuttal. Please explain why their raise will not cause a reduction in our PS.

 

Fact, our CFO just bought a million bucks of Delta stock.

 

Our C2012 trade is currently netting us zero in pay. We have the same pay we'd have otherwise, just minus the profit sharing we gave up.

Not a good deal. We are losing real dollars everyday because of this.

 

And oranges are related to snakes how? The fact is the PS pool is divided between the pilots and no cons by each sides relative share of income. If their side of the income goes up our portion of the profit sharing pool goes down. The noncons share is roughly ⅔ of the employee costs at Delta. That has gone up for this year by 18%. The real beauty behind what the company did was they don't even have to pay that shift in PS money to the Noncons. They slapped them with a new program however our share will be calculated using the contractual formula as if they were still in the original program. There were several threads on this and others besides me verified the facts.
In practical terms it will reduce our PS payment for this year just over 2%.

 

That's a good thing.

 

Another ALPA fail in our PWA language. The intent was (or should have been) for 20% to be paid out. Not for the company to keep it.