Pay Banding
07-13-2023 | 04:09 AM
#31
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Your point about the ILC for just two months glosses over the timing of when the contracts are signed. At signing, we had industry leading pay. That’s all anyone is looking for. Especially with how much we are emphasizing retirement. I’m sure there were lackluster parts of 2015 that have tainted your view of it, but I don’t think pay should be one of them. I think if we had industry leading pay, that would’ve put this TA over the hump.
Right now, Delta is industry leading. If United came in and topped them by 5%, would anyone say that Delta put forth a trash TA? No. Moving the ball forward is all anyone is trying to do. And for whatever reason, you were trying to trivialize that.
Im fine with a two tiered system, but if it’s costing us too much political capital or we are being dragged down to the lower pay bands, I think an alternative direction is worth exploring.
Right now, Delta is industry leading. If United came in and topped them by 5%, would anyone say that Delta put forth a trash TA? No. Moving the ball forward is all anyone is trying to do. And for whatever reason, you were trying to trivialize that.
Im fine with a two tiered system, but if it’s costing us too much political capital or we are being dragged down to the lower pay bands, I think an alternative direction is worth exploring.
First of all, you keep insinuating that I deliberately left out that we had higher pay for 2 months. I keep saying it wasn't intentional and asking why 2 months out of 127 means so much to you. UPS signed an extension last year (2022) that put them about $5 over Delta's rates from 2019. Now, they are about $50/hr behind. In 2015, when our contract took effect, we had the highest WB CAP rate by $2.10/hr. We were then passed by $35/hr or over 12%. After that, UPS signed a contract that had rates slightly higher than ours, but much lower than Delta. If we had done the same thing last fall, our top rate would have started at $364/hr with and increase every 12 months. That would have put us in the lead. So, you would be happy as long as we were momentarily in the lead? Maybe you would be happy with Delta's total contract plus a nickel. What would we be giving up by taking that?
07-13-2023 | 04:36 AM
#32
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First of all, you keep insinuating that I deliberately left out that we had higher pay for 2 months. I keep saying it wasn't intentional and asking why 2 months out of 127 means so much to you. UPS signed an extension last year (2022) that put them about $5 over Delta's rates from 2019. Now, they are about $50/hr behind. In 2015, when our contract took effect, we had the highest WB CAP rate by $2.10/hr. We were then passed by $35/hr or over 12%. After that, UPS signed a contract that had rates slightly higher than ours, but much lower than Delta. If we had done the same thing last fall, our top rate would have started at $364/hr with and increase every 12 months. That would have put us in the lead. So, you would be happy as long as we were momentarily in the lead? Maybe you would be happy with Delta's total contract plus a nickel. What would we be giving up by taking that?
I get where you’re coming from regarding UPS’s lackluster increase. But if we had offered a similar quick negotiation two year extension that gave us an DOS rate of $366 and an A-Plan bump to $140K, I think that would’ve passed here as well. I’m not sure what inflation was at the time, but as long as it kept up, it would’ve been acceptable. It’s the concessions and scope that people are struggling with.
I think we’re just arguing cause we keep responding. Yes. I think it should be industry leading. I don’t care how slim or short lived. As far as I’m concerned, getting leap-frogged is just the nature of pattern bargaining. As long as we raise the bar, I’m good.
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