Early Survey Results
08-28-2023, 07:09 AM
#161
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Joined APC: Apr 2023
Posts: 139
Originally Posted by JustInFacts
First, Delta is 16% currently. That's $52,800 before CoC. Total with CoC would be $66720. So, only $720 over the $66,000 you would have gotten with the 9/11 DC/MBCBP in the TA. And that is only 12 year captains flying a 767-400 or larger.
Not a single FO gets close to that without working extra, and no, not all captains at Delta get to the earnings cap without working extra.
Not a single FO gets close to that without working extra, and no, not all captains at Delta get to the earnings cap without working extra.
08-28-2023, 07:15 AM
#163
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Joined APC: Aug 2023
Posts: 307
Originally Posted by TomAce
Cash over cap isn't the money grab many think it is (at least for junior FOs). That changes quickly based on seat/seniority/pay raises. But it certainly protects against changes in IRS limits. For TA1 to be a truly great retirement, particularly for new hires, cash over cap is required. It's now industry standard. I don't understand the logic in pushing back against it.
Isn't PBS industry standard? Using that as a reason we should have it is a double edged sword. Again, I'm not against it, I even said that I thought a 18.5% DC plan option might have pushed the contract over the 50% threshold. I just don't think it is the solution a lot of posters think it is.
08-28-2023, 07:53 AM
#164
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Joined APC: Apr 2023
Posts: 139
Originally Posted by JustInFacts
I'm not pushing against it, I just don't think it is the boost most are making it out to be.
Isn't PBS industry standard? Using that as a reason we should have it is a double edged sword. Again, I'm not against it, I even said that I thought a 18.5% DC plan option might have pushed the contract over the 50% threshold. I just don't think it is the solution a lot of posters think it is.
Isn't PBS industry standard? Using that as a reason we should have it is a double edged sword. Again, I'm not against it, I even said that I thought a 18.5% DC plan option might have pushed the contract over the 50% threshold. I just don't think it is the solution a lot of posters think it is.
A good portion of the crew force has a version of PBS. It's called a SLG.
08-28-2023, 08:23 AM
#166
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Joined APC: Apr 2023
Posts: 139
Originally Posted by StarClipper
Why are y’all even entertaining the idea of a difference retirement plan for new hires? That alone is a HARD NO VOTE from me.
08-28-2023, 08:25 AM
#167
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Joined APC: Sep 2006
Posts: 563
Originally Posted by JustInFacts
First, Delta is 16% currently. That's $52,800 before CoC. Total with CoC would be $66720. So, only $720 over the $66,000 you would have gotten with the 9/11 DC/MBCBP in the TA. And that is only 12 year captains flying a 767-400 or larger.
Not a single FO gets close to that without working extra, and no, not all captains at Delta get to the earnings cap without working extra.
Not a single FO gets close to that without working extra, and no, not all captains at Delta get to the earnings cap without working extra.
Why put a 401K income limit on the DB plan? (MCBP)
TA1 is no longer a viable option, start thinking about the future and what we can do to maximize all our benefits. You keep looking backward.
08-28-2023, 08:51 AM
#168
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Joined APC: Mar 2012
Position: Two Wheeler FrontSeat
Posts: 1,162
Originally Posted by TomAce
I explained it earlier in this thread. Why is that a NO vote from you?
I say improve our current A plan with provisions for some kind of increase every 4yrs and raise the B plan to 12% CoC with provisions for some sort of increase in the future. Increase our pay to Delta+ and get rid of all the concessions, only then we might have a deal. And don’t forget no pilots left behind from amendable date.
08-28-2023, 09:10 AM
#169
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Joined APC: Apr 2023
Posts: 139
Originally Posted by StarClipper
I will not support new hires coming under a different plan period. Eventually we will have two different pilots groups and that’s very bad for future negotiations. Just imagine 15 years from now, 75% of our crew force being on a different plan, what are the changes of improving the current A plan during negotiations?
I say improve our current A plan with provisions for some kind of increase every 4yrs and raise the B plan to 12% CoC with provisions for some sort of increase in the future. Increase our pay to Delta+ and get rid of all the concessions, only then we might have a deal. And don’t forget no pilots left behind from amendable date.
I say improve our current A plan with provisions for some kind of increase every 4yrs and raise the B plan to 12% CoC with provisions for some sort of increase in the future. Increase our pay to Delta+ and get rid of all the concessions, only then we might have a deal. And don’t forget no pilots left behind from amendable date.
Your plan is simply not in the realm of possible. While I’m not a fan of concessions and expect to be paid our market value, I think unrealistic expectations only hurt our cause.
08-29-2023, 03:30 PM
#170
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Joined APC: Dec 2010
Posts: 3,099
Without cash over cap it's impossible to hit the maximum 401k limit if you do after tax contributions unless you're willing to lose some of your 9% DC contribution from the company.
Also, if cash over cap truly "affects so few" then it should be an easy thing to get.
Also, if cash over cap truly "affects so few" then it should be an easy thing to get.
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