Any "Latest & Greatest" about Endeavor?
05-01-2017 | 05:30 AM
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I would rather lock in the bonus, which will end soon, then deal with rates in the normal section 6 process. Tie our contract duration to the mainline contract schedule; No more of this 7 years @ 1% crap.
05-01-2017 | 06:13 AM
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From: Up Front
I've been around long enough to know that the company will never accept the union proposal. I'm senior in seat, so the union proposal benefits me, that's why I know it won't fly.
I would rather lock in the bonus, which will end soon, then deal with rates in the normal section 6 process. Tie our contract duration to the mainline contract schedule; No more of this 7 years @ 1% crap.
I would rather lock in the bonus, which will end soon, then deal with rates in the normal section 6 process. Tie our contract duration to the mainline contract schedule; No more of this 7 years @ 1% crap.
I've been around long enough to know it can turn at any time.
05-01-2017 | 06:55 AM
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So by all means, go for the rates, or however else you think you should be paid, but don't kid yourself that locking in pay rates insulates you from economic downturn.
05-01-2017 | 07:39 AM
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From: Up Front
Regardless of how you're paid your total compensation is defined by the underlying market forces. If you "fix the rates" and then the market turns, if you try and keep your rates while everyone else lowers their pay to adjust for the new normal, well, you get to be the next Comair.
So by all means, go for the rates, or however else you think you should be paid, but don't kid yourself that locking in pay rates insulates you from economic downturn.
So by all means, go for the rates, or however else you think you should be paid, but don't kid yourself that locking in pay rates insulates you from economic downturn.
I'm not going to play scared to be the next Comair, they already did that to us and now we are being paid tens of thousands of dollars less per year.
Yeah the new guys are being paid more like they always should have, now for the rest of us that paid in blood for this.
We have the upper hand.
Pay.
05-01-2017 | 08:17 AM
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It does make it harder for them to take it back.
I'm not going to play scared to be the next Comair, they already did that to us and now we are being paid tens of thousands of dollars less per year.
Yeah the new guys are being paid more like they always should have, now for the rest of us that paid in blood for this.
We have the upper hand.
Pay.
I'm not going to play scared to be the next Comair, they already did that to us and now we are being paid tens of thousands of dollars less per year.
Yeah the new guys are being paid more like they always should have, now for the rest of us that paid in blood for this.
We have the upper hand.
Pay.
05-01-2017 | 08:56 AM
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From: Up Front
We are not salaried employees.
Why the charade?
Why not just make it all salary?
05-01-2017 | 10:16 AM
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From: Captain
That being said, I would prefer the hourly equivalent .
05-01-2017 | 11:07 AM
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From: FIRE ALPA
At the time of payment, no it would be taxed as salary not a bonus... when you file your taxes it will still be part of total income, but perhaps since less would likely be withheld, less would be refunded. Ultimately it doesn't matter.... You gift the same amount to Washington every year either way.
05-01-2017 | 12:01 PM
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Unlikely to be taxed at the flat 25% rate that it is now if it is a twice-a-month thing. It COULD be, if the company chose for it to be, just saying it is unlikely.
If it is considered a BONUS, then the company has the choice of the flat 25% rate, or incorporating it into regular pay and taxing at the individual level.
If it is considered a BONUS, then the company has the choice of the flat 25% rate, or incorporating it into regular pay and taxing at the individual level.
05-01-2017 | 12:14 PM
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From: Up Front
Unlikely to be taxed at the flat 25% rate that it is now if it is a twice-a-month thing. It COULD be, if the company chose for it to be, just saying it is unlikely.
If it is considered a BONUS, then the company has the choice of the flat 25% rate, or incorporating it into regular pay and taxing at the individual level.
If it is considered a BONUS, then the company has the choice of the flat 25% rate, or incorporating it into regular pay and taxing at the individual level.
Stop the bullsheet.
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