You would need a 30% increase not 33. So your rate is a total of 33%. And your right that does not include other benefits.

 

Don't forget to use United's 2016 rates.

 

You guys should all really just quit and go somewhere else. We only get 3% retirement and 5% of the profit sharing is added in twice. So it's really only 11% PS (16-5) and negitive 2% retirement (3-5). I am glad that 11% PS helps my -2% retirement.

 

Wow... I'm a little late to the party but thankfully some smart fellows came in to educate you for me. Read all those posts above a few times and hopefully you'll finally understand how the math works.

 

Why? Comparing United's 2016 rates/PS with our 2017 rates/PS would be using your fuzzy math skills.

I used United's 2017 rates/PS with our 2017 rates/PS. Novel idea, eh?

 

We only get 13% if we defer 5% of our pay. Otherwise it's 8% if you want (or need) that 5% now.

Also, that 16% profit sharing is from last year's numbers. JB changed the formula (without our input) so, all things being equal, that number would be about 10% this year. Did you know that JB didn't initially offer us the 8% "raise"? ALPA fired back and claimed retaliation and the company had little choice at that point.

If I were younger and/or more junior I'd be looking elsewhere. However, leaving (or not coming to) JB is a personal decision. At most of our domiciles you could easily be better off at the big 4 or 5. I guess BOS is the exception because the only other carrier with a BOS domicile is AA, which is CURRENTLY quite senior.

Good luck to all for a happy and prosperous career.

Choose wisely.

Gup

 

Sort of... Since 5 points of that 8% is profit sharing, it plays into Blue's deceptive math.

Correct me if I'm wrong, but United and Delta don't reduce their profit sharing payouts to fund 401(k) contributions. Therefore those 5 points should not be considered retirement, rather a portion of profit sharing that is placed into your 401(k) by diktat. (Running total... 13 minus 5, so now we are at 8% with our matching contribution, half what DL/UA get without any matching required.)

As for the matching: If someone is adamant about considering the 5% match when comparing to Delta and United, you must make this apples to apples. They don't have to contribute a penny of their income to receive 16% from their employer. Since we must defer 5% of our income to receive the match, you must reduce your gross income by 5% to make the comparison equal. But if you don't match, which is your discretion, you obviously wouldn't need to adjust your gross and your net company contribution less profit sharing would be 3%.

Hopefully WhiteHammer could hold on for all that arithmetic and reasoning.

 

Is that a British CEO at Hawaiian? Hmmm...

 

I think that's what many of the junior guys are doing.

I think I've worked with you before, and if you are who I think you are, you are a really great guy and a good captain.

It's easy to get caught up typing angry on the internet. What makes it worse, is you clearly love it here and want to defend the company and company culture. I simply want the best compensation, and growth opportunities for my family. I really could care less about fun, how great the crews are (yes, no where else will have crews as great as here). But, for me it's a numbers game. If our total compensation surpases DL/UA/AA, I'll stay. If not, I'll go to where I'm compensated the best.

A small piece of advice, if you will-

We are all on the same side. I think we all like it here, and just want to make it the best place it can be. Being upset and defensive gets you no where. You may want to stay here regardless of any changes and that is great. We need good guys here to make this place the great place that it is. You must understand however, that others don't share your feelings, and you have to understand their position as well.

 

Not just British, ex-British Airways exec...!