Negotiations
02-05-2022 | 12:32 PM
#111
Gets Weekends Off
Joined: Nov 2017
Posts: 2,174
Likes: 1
Negotiations
Had a class date with Delta, and they provided new hires with hotels. Not at ANY point did I care about having a hotel or that their training pay was just slightly higher. What mattered was the long game, seat progression, wide body pay for almost the entirety of my career, line bidding, and of course our vacation.
They provide new hires with hotels now? And training pay is just something here. Everywhere else you are on first year pay.
My contention doesn’t change your personal choice of coming here, as you put value in different things than others might. But my contention would benefit this entire pilot group despite pilots like you who aren’t crazy when making these decisions.
The broader point is this: what does management want? Whatever it is, it’s leverage. If it’s first year pay and hotels, then great, if not, then let’s move on. It’s not personal, it’s business.
Fifteen year pay rate is a disgrace! Why should we wait an extra three years to get to top rate? Make 15 yr rate the new 12, then the 14 the new 11 and so forth as a starting point, then negotiate from there.
02-05-2022 | 03:28 PM
#112
Line Holder
Joined: Sep 2006
Posts: 1,209
Likes: 12
From: MD11 FO
They provide new hires with hotels now? And training pay is just something here. Everywhere else you are on first year pay.
My contention doesn’t change your personal choice of coming here, as you put value in different things than others might. But my contention would benefit this entire pilot group despite pilots like you who aren’t crazy when making these decisions.
The broader point is this: what does management want? Whatever it is, it’s leverage. If it’s first year pay and hotels, then great, if not, then let’s move on. It’s not personal, it’s business.
Fifteen year pay rate is a disgrace! Why should we wait an extra three years to get to top rate? Make 15 yr rate the new 12, then the 14 the new 11 and so forth as a starting point, then negotiate from there.
My contention doesn’t change your personal choice of coming here, as you put value in different things than others might. But my contention would benefit this entire pilot group despite pilots like you who aren’t crazy when making these decisions.
The broader point is this: what does management want? Whatever it is, it’s leverage. If it’s first year pay and hotels, then great, if not, then let’s move on. It’s not personal, it’s business.
Fifteen year pay rate is a disgrace! Why should we wait an extra three years to get to top rate? Make 15 yr rate the new 12, then the 14 the new 11 and so forth as a starting point, then negotiate from there.
02-05-2022 | 05:50 PM
#113
Gets Weekends Off
Joined: Nov 2017
Posts: 2,174
Likes: 1
02-05-2022 | 09:36 PM
#114
Line Holder
Joined: Mar 2021
Posts: 209
Likes: 10
Totally disagree. Either we are all in this together or we are independent contractors. We can’t have it both ways. I’m far from a new hire but if they don’t get an improvement, I’m a ‘No’ vote. Too many crusty s at our company vote purely for their own interests. Those ret…s don’t understand what unity is about. Don’t be mad when they (New hires) vote out your A plan for the variable plan.
02-06-2022 | 08:12 AM
#115
Aspiring PSA Captain
Joined: Sep 2020
Posts: 1,146
Likes: 200
Totally disagree. Either we are all in this together or we are independent contractors. We can’t have it both ways. I’m far from a new hire but if they don’t get an improvement, I’m a ‘No’ vote. Too many crusty s at our company vote purely for their own interests. Those ret…s don’t understand what unity is about. Don’t be mad when they (New hires) vote out your A plan for the variable plan.
I am neither a new-hire, nor am I anywhere near retirement.
Again:
15th year pay happens over and over and over (including for most every new-hire).
First year pay happens once.
02-07-2022 | 04:04 PM
#116
Gets Weekends Off
Joined: Jun 2015
Posts: 414
Likes: 0
From: Fetal in the hub
Unless you're talking about one-time retirement enhancements that only apply to a specific group, everything that gets added in negotiations should ultimately benefit all of us. Adding things that are a one-time benefit for new-hires is actually the only way to likely carve out a group and have nobody currently on the list ever see any benefit. It's just fact.
I am neither a new-hire, nor am I anywhere near retirement.
Again:
15th year pay happens over and over and over (including for most every new-hire).
First year pay happens once.
I am neither a new-hire, nor am I anywhere near retirement.
Again:
15th year pay happens over and over and over (including for most every new-hire).
First year pay happens once.
The rest of you do whatever you like. They know just what levers to pull to get that 57%
02-07-2022 | 05:14 PM
#117
Aspiring PSA Captain
Joined: Sep 2020
Posts: 1,146
Likes: 200
One benefits some, the other benefits EVERYONE. If we don't hire for years, which has happened many times, we will have wasted our time and capital negotiating for something that nobody gets and that costs the company $0.00. Why is that so hard to understand?
02-07-2022 | 07:56 PM
#118
Line Holder
Joined: Mar 2015
Posts: 49
Likes: 0
Totally disagree. Either we are all in this together or we are independent contractors. We can’t have it both ways. I’m far from a new hire but if they don’t get an improvement, I’m a ‘No’ vote. Too many crusty s at our company vote purely for their own interests. Those ret…s don’t understand what unity is about. Don’t be mad when they (New hires) vote out your A plan for the variable plan.
02-07-2022 | 08:01 PM
#119
Line Holder
Joined: Mar 2015
Posts: 49
Likes: 0
It's not a waste to make sure the least of us have what other companies have. It's not as if this is an either or. There is plenty of leverage we have for all parties.
02-07-2022 | 08:02 PM
#120
Aspiring PSA Captain
Joined: Sep 2020
Posts: 1,146
Likes: 200
or
Get them an extra $50/hr for a year. I know which one I'd rather have.
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