You're fast ACL!

I'll get it started and admit it, I put 35%.

I'll probably get flamed for not going high enough... :eek:

http://i938.photobucket.com/albums/a...id/temp-30.jpg

Here's some food for thought. I posted this over in the "Latest & Greatest" thread, but I'll copy/paste it here too:

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Here’s a little perspective on our pay rates using October 1, 1986 and January 1, 2000 (1996 concessionary contract – pre-C2K) rates:

Let’s take a look at some examples of these past rates, and see what it would take in 2012 for true restoration of the buying power they provided:

(First we’ll look at some MD-88 Captain 12 year rates as a basis for comparison, and then we’ll look at some 767-300 Captain 12 year rates for the same comparisons.)

October 1, 1986 MD-88 Captain (12 yr) Rate: $135.53

January 1, 2000 MD-88 Captain (12 yr) Rate (pre-C2K): $175.00

January 1, 2012 MD-88 Captain (12 yr) Rate: $167.68

Adjusted for inflation to 2012 – (source: Tom’s Inflation Calculator)
The 1986 rate of $135.53 would be $280.13 in 2012.
The 2000 (pre-C2K) rate of $175.00 would be $233.58 in 2012.

To bring the October 1, 1986 rate to its inflation-adjusted value of $280.13 in 2012, would require a 67% increase to the current contract’s 2012 MD-88 Captain (12 yr) rate of $167.68.

To bring the January 1, 2000 (pre-C2K) rate to its inflation-adjusted value of $233.58 in 2012, would require a 33.5% increase to the current contract’s 2012 MD-88 Captain (12 yr) rate of $167.68. In other words, our new 2012 contract would need a 33.5% increase to this rate just to bring its buying power to the same level as the 1996 concessionary contract rate!



Now for the 767-300 –

October 1, 1986 767-300 Captain (12 yr) Rate: $158.21

January 1, 2000 767-300 Captain (12 yr) Rate (pre-C2K): $203.25

January 1, 2012 767-300 Captain (12 yr) Rate: $188.96

Adjusted for inflation to 2012 – (source: Tom’s Inflation Calculator)
The 1986 rate of $158.21 would be $327.01 in 2012.
The 2000 rate of $203.25 would be $271.29 in 2012.

To bring the October 1, 1986 rate to its inflation-adjusted value of $327.01 in 2012, would require a 73% increase to the current contract’s 2012 767-300 Captain (12 yr) rate of $188.96.

To bring the January 1, 2000 (pre-C2K) rate to its inflation-adjusted value of $271.29 in 2012, would require a 43.5% increase to the current contract‘s 2012 767-300 Captain (12 yr) rate of $188.96. In other words, our new 2012 contract would need a 43.5% increase to this rate just to bring its buying power to the same level as the 1996 concessionary contract rate!

Obviously, C2K buying power restoration would require substantially greater percentage increases than the ones shown above.

Okay, lets take that MD88 percentage increase and apply it to all NB pilots and the 767 percentage increase to all WB pilots.

http://i938.photobucket.com/albums/a...id/temp-32.jpg

Boy would that be nice. :D No wonder why you talk to the guys who retired in the 1990s, next to their 3rd favorite private airplane in their fleet, and they tell you about "oh yeah, I knew Bob, we both had a place in the Keys and in Colorado, he was a nice guy..." :eek:

FWIW, true story. ^^^^ 3 planes.

Actually,

I'm even lower - only 20% (PLUS a COLA every year - they didn't give me space for that) BUT I have a long list of things of other things that require money also and I would need those in addition to a good pay raise. I think that too many people focus only on pay rate (hourly pay) to the detriment of things that put money or time in our pockets - better trip and duty rigs for example (let's get rid of 10-12 hour 3 day trips!!!!!).

FtB;
Just a question. These number are great, but shouldn't they be done with a B and not a M? :D

If you extrapolate off of 90 million for a 5% bump this year you get close. I see you have added percentage in for a compensatory factor for benefits to ballpark this.
It seems a lot higher than I would gauge. My guess is 11-14% on average, and that my be high. Are you including training costs?

Also how about a Percentage as your raise and then COLA on top of it. Setting a hard percentage for the raise each year has not worked well over the long term. I would like to see COLA each year of the agreement on top of a percentage and then COLA after it becomes amendable. We should not be penalized for drawn out negotiations.

So 30%
5 +COLA
5+ COLA
5+ COLA
then,
COLA
COLA etc until the new agreement take effect.