Mantooth and ERflier
08-11-2016 | 02:55 AM
#12
The Brown Dot +1
Joined: Jun 2009
Posts: 7,775
Likes: 0
From: 777B
Every time you state it comes with more money is a lie.
With management exclusions on PS and exclusion of DC on PS, you could see a NEGATIVE value over current compensation rates.
It is FALSE. Period.
There is no limit on those exclusions, so they can make any new contract a loss.
What is frustrating you is social media has allowed pilots to expose your lies and deceit.
With management exclusions on PS and exclusion of DC on PS, you could see a NEGATIVE value over current compensation rates.
It is FALSE. Period.
There is no limit on those exclusions, so they can make any new contract a loss.
What is frustrating you is social media has allowed pilots to expose your lies and deceit.
08-11-2016 | 03:01 AM
#13
The Brown Dot +1
Joined: Jun 2009
Posts: 7,775
Likes: 0
From: 777B
404, I asked in a different thread for you to explain this from a similar post you wrote. Now I know what you mean. I think you are wrong. Management Incentive Plan, and Equity Compensation is not a floating, undefined value to be changed at management will.
It is clearly defined in the Annexes to the 10-K. I'm not saying it can't reach a high value, but it is defined and limited.
It is clearly defined in the Annexes to the 10-K. I'm not saying it can't reach a high value, but it is defined and limited.
DAL only started playing the stock buyback game and equity compensation for management recently. It has ballooned dramatically. Gerald Grinstein had 2.2million 10 years ago. Now, RA has cashed in $130M.
You push this as a fixed value against pilots profit sharing because you can lie anonymously on a webboard.
08-11-2016 | 03:02 AM
#14
On Reserve
Joined: Jul 2015
Posts: 145
Likes: 1
From: 330/A
08-11-2016 | 03:05 AM
#15
The Brown Dot +1
Joined: Jun 2009
Posts: 7,775
Likes: 0
From: 777B
Sadly management has been extracting contractual value from your and my wallet, abetted by Dalpa for a long time.
08-11-2016 | 04:38 AM
#16
Moderator
Joined: Dec 2007
Posts: 7,252
Likes: 95
From: DAL 330
Absolutely no ceiling or limit to what they can claim if this makes it into our contract, NADA, Zip, squat.One would have to have 100% trust in our management team for this to pass - anyone on here have 100% confidence in our management team in this regard?
Finally and most important - we already negotiated this very item in previous contracts and wisely decided not to permit management to manipulate the PS payout - it would be very improvident of us to allow it going forward.
Scoop
08-11-2016 | 04:59 AM
#17
Gets Weekends Off
Joined: Jan 2007
Posts: 418
Likes: 0
If management is allowed this, it'll be completely destructive to PS. PS to every employee that receives it. PWA or not they will get X amount this year and simple ask the BOD for more of a carve out next year and so on! It is total greed. Think about it this way, did they offer discounted stock options to us? This is a single issue to vote NO, but I'm sure it won't be the only one.
08-11-2016 | 05:01 AM
#18
Gets Weekends Off
Joined: Dec 2013
Posts: 217
Likes: 0
As an edit to this post, this isn't a commentary on whether it should or should not be allowed to be excluded from the PTIX calculation (it should be retained as is IMO). I'm saying the comments about it being unlimited are wrong.
08-11-2016 | 05:10 AM
#19
Gets Weekends Off
Joined: Feb 2008
Posts: 2,349
Likes: 16
This isn't true. The Management Incentive Plan and Equity Compensation is never a hidden undefined value. Just because you haven't taken the time to research the Annexes to the 10-K and find the info doesn't mean the documents don't exist. Don't be lazy. Ignoring information just because it doesn't fit in with your message is a path to failure.
Here is a question, can you tell me what the executive bonus schedule for 2018 will be? Nope. That's just the point.
08-11-2016 | 05:44 AM
#20
Gets Weekends Off
Joined: Mar 2015
Posts: 13,226
Likes: 677
From: ir.delta.com
404, I asked in a different thread for you to explain this from a similar post you wrote. Now I know what you mean. I think you are wrong. Management Incentive Plan, and Equity Compensation is not a floating, undefined value to be changed at management will.
It is clearly defined in the Annexes to the 10-K. I'm not saying it can't reach a high value, but it is defined and limited.
It is clearly defined in the Annexes to the 10-K. I'm not saying it can't reach a high value, but it is defined and limited.
https://www.sec.gov/Archives/edgar/d.../image_017.jpg
Last edited by notEnuf; 08-11-2016 at 06:01 AM.
