Hey SWA pilots...

Would you be willing to post your final W2 earnings for last year?

Plus seat position, years of service, etc.

I'm tired of some DALPA folks saying your W2 earning are an anomaly or BS.

Thanks guys!

We're trying to raise the bar and could use all the ammo we can get to stop this joke of a TA.

 

SWA captain 28 years Non check airman, non union rep, bid top 3% in domicile/seat

Worked 144 days total, all DH and Training included, average 137 trips or 120 hrs for pay a month, actual flight hours 824

W2 Box 1 $289,097.62

Box 5 $313,502.76 (Medicare wages)

Over 50 so I put extra in 401k

This year on track to bust $320,000 in Box 5

Hope this helps, we are pulling for you guys, hope you get what you want.

Cheers

 

bump.............

 

12 year line captain. No extras. ~100 trips/month. Box 1 205k and box 5 221k.
Good luck.

 

SWA guys, what is your 401K matching program? It says 9.3% on APC, but how does it work?

 

FTB, I was going to reply to the longer post before you edited it, but I will try to explain some of the "fuzzy" math that you previously described.

To the first question: We receive 9.3% as the maximum amount from the company. To receive the maximum amount of match from the company the pilot must contribute 10% to the 401K because fractions are not allowed in the 401K system.

In response to the other questions, there is no real good way to compare Delta pay (or any group based on hourly rates) to SWA pay. The metric that is on APC to convert SWA pay to hourly is flawed. It is all completely variable at SWA versus the straight up hourly paid at other airlines.

To further muddy the murky waters, here is the relevant language:

F. STANDARD / NON-STANDARD TRIP
For purposes of this Section, a "standard trip" will be any trip for which the nonstop mileage
according to the CAB book of airport to airport mileage is two hundred forty-three (243) miles or
less. If CAB book does not have airport to airport mileage listed, DOT published figures will be
used between airports.
A non-standard trip will be any trip for which the non-stop mileage according to the CAB book
of airport to airport mileage exceeds two hundred forty-three (243) miles. Non-standard trips will
be paid at the rate of one standard trip plus one-tenth (.10) trip for each forty (40) mile increment
over two hundred forty-three (243) miles, rounded up or down to the nearest forty (40) mile
increment.
In the event there is in effect during the term of this Agreement a non-standard trip pay formula
for Southwest Airlines Flight Attendants which would, if applied to Southwest Airlines pilots, be
more beneficial to the pilots, then such non-standard trip pay formula used for flight attendants
shall also apply to pilots.

To further muddy the waters here is what happens when it gets interesting:

OVER-SCHEDULE/OVER-FLY
1. An over-schedule override will be computed for each flight based upon each flight equal to
one (1) paid trip, plus one tenth (0.1) trip for each five (5) minutes in excess of fifty-five (55)
minutes, truncated to the nearest five (5) minutes. If this value exceeds the value under the
non-standard trip formula, the flight will pay the override value.
2. In addition to the non-standard trip adjustment contained herein, pilots will be paid, where
applicable, an additional over-fly premium component for flights which actually operate in
excess of scheduled block time. Such premium will apply to each flight segment and will be
paid at the rate of two-hundredths (0.02) trip for each one (1) minute which a flight operates
in excess of such flight's scheduled block time, excluding, however, the first four (4) minutes
which such flight segment is in excess of schedule. Inflight diversions, enroute stops, and
returns to the gate are subject to the over-fly premium. Over-fly premium will be added to
the trips actually flown. Trips flown will be compared to daily or trip RIG and will pay the
greater.

Good luck putting that in a spreadsheet!

 

shoelu, thanks for that info. What happens if a guy maxes out how much he's allowed to put in? I think it's $17,000 this year, so what do the guys who make over $170k do?

 

Shoe, thanks for taking the time to post that and I am sorry I pulled the rug out from under you on that post. I just wanted to verify what % the matching was before I posted my guess.

PG, what I had done was posted a response to your post the other day about DOS pay parity. It wasn't negating it as much as it was running the numbers. Really it is not much different than what the NNP put out except I don't take out their 401K. I see that as adding to their wealth at the end of the year just as our DC does for us. I still came up about $30K short in the low 200,000s... but I erased the numbers so I've got to recalculate them.

But what you and I would do running an overall comparison is taking what is a best guess at what SWA makes per hour and applying it to our pay system. It isn't what these guys seem to be making on average. Their pay on a normal day is like ours on a rolling thunder or white slip bonanza. The pay rates don't tell the story and if that's how our pay was we couldn't compare ourselves to UCAL anymore than we can seemingly compare our system to SWA's.

Now does a 4%, 8.5%, 3%, 3% pay increase get us to pay parity with SWA? It get's us closer than we were before, especially in 2015, as long as they fail to get a raise for the next 3 years.

And that doesn't even take into account that their scope clause compared to ours but that's a different subject. Maybe SWA pilots get paid so well because the money isn't being diverted into outsourcing? I'd love to know the answer to that and I doubt you could ever answer that.

 

If the pilot’s contribution reaches the “402(g) limit” imposed by the Internal Revenue
Service, the Company will continue to contribute at the same rate on the amount above the
402(g) limit (including Option Exercise Profits in the year in which options are exercised),
up to a maximum Company contribution in any one (1) year of twenty five thousand dollars
($25,000). To give pilots the opportunity to receive such contributions in excess of the 402(g)
limit tax-deferred, the Company will maintain a tax-deferred “401(a)(17) Plan,”
incorporating the current 415 Excess Plan investment options and rabbi trust provisions.
Participants will be one hundred (100) percent vested in all contributions and earnings in the
401(a)(17) Plan from the date of participation.

The 401(k) plan document will permit SWAPA to operate a self-directed brokerage account,
and determine the percentage of assets each pilot will be allowed to invest in the self-directed
brokerage account, subject only to the Association’s fiduciary responsibilities to the Plan and
Plan participants..

The Company will maintain a "Top Hat Plan'" whereby a pilot earning more than $130,000
in the pilot’s eligibility year ($160,000 effective for eligibility years beginning on or after
January 1, 2008) may elect to defer a portion of his compensation (up to twelve thousand five
hundred dollars ($12,500) for pilots under age fifty (50); up to twenty-five thousand dollars
($25,000) for pilots ages fifty (50) to fifty-five (55); up to fifty thousand dollars ($50,000) for pilots over age fifty-five (55)) to be paid out, with interest, at a later time. The Association
and the Company may adjust the amount of compensation required to participate in later
years by separate agreement.

 

What is a white slip?