Would You?
09-12-2016 | 02:30 PM
#42
Banned
Joined: Jul 2015
Posts: 757
Likes: 0
From: systems analyst
I don't even know where to start on this. Good Lord.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
09-12-2016 | 02:41 PM
#43
Line Holder
Joined: Nov 2013
Posts: 419
Likes: 1
From: Taxi Driver
I don't even know where to start on this. Good Lord.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
09-12-2016 | 02:45 PM
#44
Line Holder
Joined: Jul 2008
Posts: 1,325
Likes: 9
From: 3fidy
I don't even know where to start on this. Good Lord.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
Last edited by Hawaii50; 09-12-2016 at 03:23 PM.
09-12-2016 | 03:09 PM
#45
Moderator
Joined: Dec 2007
Posts: 7,252
Likes: 95
From: DAL 330
I think the point most people are trying to make is that pay rates are going to be the same across UAL, AA, DL etc. within a few percent always. If we throw profit sharing into pay rates now next contract they'll look at us and completely forget we gave up profit sharing and compare our rates to our so called peers. You don't agree? For example are we now allowed much higher pay rates now than UAL because we rolled profit sharing into pay in 2012?
Bingo! We are actually seeing this play out before our eyes with this TA.
Scoop
09-12-2016 | 03:54 PM
#46
Gets Weekends Off
Joined: Jun 2007
Posts: 558
Likes: 0
They just don't get it. We won't sell our QOL for a few bucks.
Last edited by Scoop; 09-12-2016 at 04:07 PM. Reason: Insults removed
09-12-2016 | 03:56 PM
#47
Gets Weekends Off
Joined: May 2015
Posts: 7,292
Likes: 0
From: A350 Both
Keep throwing that flag, you are making me think about it in a different way. For FOs OE trip drops will be a significant portion of compensation or QOL (as they choose) going forward. There will be a lot of OE in the future. The fact that they have a choice now is significant. The company sees it as a productivity item so I don't see much changing with it.
09-12-2016 | 03:57 PM
#48
Moderator
Joined: Jul 2006
Posts: 7,431
Likes: 434
09-12-2016 | 04:03 PM
#49
Gets Weekends Off
Joined: Jun 2015
Posts: 300
Likes: 0
If management came to you tomorrow and asked if you wanted to take $10 an hour of a pay rate and convert it into an equivalent profit-sharing percentage, what would you say? Unless you were insane, you'd tell them to pound sand. The pay rate is far more secure and is delivered every two weeks.
So why is there such outcry when I support doing the opposite?
And, to be very clear, I do not support "trading" it for higher pay. Get the best rates we possibly can, and then (only then) try to convert some defined PS percentage into a higher pay rate on top of what was negotiated, leaving the upper end of PS intact so we can share in the bounty if Delta continues to prosper.
To be clear, I know that this is a moot point. PS is somehow a sacred cow now, even though DALPA was ridiculed when they negotiated it.
So why is there such outcry when I support doing the opposite?
And, to be very clear, I do not support "trading" it for higher pay. Get the best rates we possibly can, and then (only then) try to convert some defined PS percentage into a higher pay rate on top of what was negotiated, leaving the upper end of PS intact so we can share in the bounty if Delta continues to prosper.
To be clear, I know that this is a moot point. PS is somehow a sacred cow now, even though DALPA was ridiculed when they negotiated it.
09-12-2016 | 04:10 PM
#50
Gets Weekends Off
Joined: Jan 2010
Posts: 857
Likes: 0
From: Representing the REAL Delta
I don't even know where to start on this. Good Lord.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
You must have not gone to the same college Tom Brielmann didn't go to.
It's not gone, it's in our pockets. And we would bargain off those rates in the next contract.
Forget it. Math and risk analysis is obviously hard.
You guys should consider converting all of our pay to profit sharing.
