You make a habit of writing PhD dissertation length screeds on an Internet forum. I suppose some people still actually read them, but I think you might be a little out of the mainstream yourself.

 

So you don't think anyone with over 25 YOS wants more? Probably because you don't think there is a selfish bone in their bodies.

 

It's tough being a screed writer in a sound bite world.


But you're right, I'm probably on the fringe of some bell curve.


Was that short enough?






.

 

I defer to Walrus to make the judgement on brevity. But I did actually read all of your post this time. 😉

 

Don't hit APC as often as I used to

So, yes TonyC, did conflate PSIT and SIG. From the outsider's perspective they are part and parcel. And a significantly less adversarial working relationship with the company as compared to our grievance folks. Certainly that convivial relationship was part of the decision making in adopting the Bridge TA. Also, IMO-the mindset of the company shifted FY 13 timeframe from a we want to work with you to a we really want to minimize costs...so, mgt bargaining philosophy shifted accordingly. Sacrificed any good will they might have accrued by living up to their "promises" after we adopted CBA2011. But then again, as I understand it, if FS had lived up to his "promises" we might\might not be Unionized. But, FedEx grew into a F500 company and as more bean counters\lawyers get involved We became a Cost Center to be minimized versus folks to hang out with at a Folk Dancing establishment during the HUB turn.

Need to really reflect on Blue's numbers. It's a pretty good WAG at what going to a straight B plan would need to replace compared to our current A plan\B plan combo.

Yes, in 30 years 130k will buy signifcantly less than it does so today. (Decent ROT is Rule of 72..eg 2% means doubles\halfs in 36 years. 4% inflation\return 18, und so weiter)
Still, way better off because inflation will have the same impact on the B plan.
Yes, if you die a year after retirement a larger B plan will benefit your heirs more than our combo plan does. But if your big concern is leaving $$ for your heirs, buying a 25 year term life insurance policy at 45 or 50 or 40 depending upon what you think your lifespan will be can do the same thing. And much cheaper than getting rid of the A plan in exchange for a 16% B plan which will in no way come close to the compensation we receive with our 130k A plan and 8/9% B plan.

And the 130 makes some assumptions that mgt will never change it. Quite possible that CBA 2026-7 it will be cheaper for mgt to up the cap versus upping the B plan.

And, the other assumption on B plans is that Tax laws won't change. There are already the occasional grumbles that it's not fair that high income employees can defer taxes in a 401k, so goodness knows what the future holds on deferred compensation caps.
And another assumption is that we will be succesful in modifying a Big B plan to still be funded should we go out on disability.
Currently B plan contributions stop once the music stops...but longevity continues to accrue for our A plan.

UPS pension--they didn't get a "bump". Just upped the Fixed component of their A plan math. Still at 1%...or, the equivalent of a 126k pension at 30 years of service. Only work for 25=105k pension. Never make it to Capt and you get like 75% of that (don't quote me, didn't look up the FO numbers)

And maybe going to a Fixed calculation would help us sidestep some of the funding issues. I certainly don't know, but I would hope we've reached out to UPS and offered up our lessons learned in exchange for thiers.

Big desired outcome of our next full up CBA negotiations for me is an improved B plan. Right now there are quite a few people on property who don't have an 8% B plan, and aren't going to have a 9% one in the not too distant future. So need to get it into the cash over cap calculation. And needs to continue being funded if on disability

 

I agree that the disability issue is often overlooked when some folks talk about increased B plan percentages and/or cash over cap.

If you wouldn't go without health or life insurance, then fixing the B plan to protect those on disability is a key component that must not be overlooked.

 

As I think Kronan is saying a large part of the crew force did not get a B-fund increase due to the cap.

 

8% of a cap is more than 7% of a cap.

But, it's true that many people are not really getting 8% of their earnings.

 

In other words, Everyone received a 14.28% increase in their annual B fund contributions

IMHO, that was not sufficient, so I voted NO -- but it's still true

 

The B fund isn't designed to cover long term disability, so let's not try to get fancy and make it do so

That's how we get ourselves in trouble --- as what we thought we negotiated doesn't turn out to be true

Let's Keep It Simple!

Tie A plan cap to some very reasonable amount that most pilots attain --- fill in the gap with increased B fund payments

Cash over Cap if we can get it --- or perhaps a higher cap than the A fund

Let's tie these caps to other portions of the contract -- A fund Cap = WB Capt rate x Annual BLG has been suggested

B fund Cap = WB Capt rate x 1,000 hours (...or 1,200 hours)

Given our status quo, and the company's desire to eliminate/freeze the A fund for a pure B fund, I don't see us acheieving more than that

And I'm at a loss to see why they'd agree to it now

We had leverage an didn't have the collective SA to use it

Hopefully it's there next time as well