I think lots of good alternate ideas have been presented on this thread. And none have been explored by the Union. CD said as much. Everything is about the VBP. Increase B fund with cash over cap is a great idea. Heck, how about something so simple as fully funding my 401k instead of the $500 joke. I am no expert on any of this; I am opposed to this pancake scheme. How about the experts find another solution that doesn’t throw many under the bus. And is much more clearly transparent. I don’t trust Cheiron, The MEC and especially FedEx.

What incentive does the company have to do that? I.e., w/What's in it for the company?

The company has no incentive to increase anything...pay rates, per diem, contract language, anything....it’s up to us to demand increases and typically we’ve been able to attempt to at least come close to a cost of living increase in past contracts. I’m just saying we could negotiate in a yearly cost of living increase to the A plan (3 or 4 percent) that doesn’t hit the company with a huge increase all at once and allows this fantastic retirement plan a bright future.

I do like the cash over cap aspect. But, I think, both cash over cap and an increased B fund, does two of the things people are rallied against in this thread recently.

1) Puts the predominance of risk into the pilots' hands
2) It becomes all about the "pancakes". Your retirement nest egg becomes more weighted toward your salary and the sooner you make more money, the sooner you invest more money.

And a question for the masses, because I don't know and couldn't find it with a quick scan of Section 28. If someone is out on disability, are there any "eligible prior monthly earnings" that the company calculates for B Fund/PRSP contributions?

You're missing the fact that we keep the DB plan, so only a portion of your retirement is tied to the market.

As far as B fund contributions while on disability, I believe the answer is no, you don't get company contributions. Before you say that is the same as no disability contributions with the VB plan, you have to remember that the B plan is only a portion of the retirement. If you get nothing while on disability with the VB plan, then you get no retirement benefit at all. Our current plan doesn't work that way.

It's been 9 months since the NC sent our proposal to the company. I'm sure that they haven't come to us to negotiate this because the company is working on ways to improve the proposal for our benefit.

The negotiating committee chair said in a podcast that they’ve added a provision that will require the company to buy up if the VBP falls below what we would get with the A plan.


Only the three MEC officers are on full time flight pay loss.

🤣🤣🤣🤣🤣🤣🤣🤣 not even the negotiating committee believe that.

The negotiating committee don’t believe their chairman said that in the podcast? Anyone can go back and listen to it if they don’t believe it.

Might also have something to do with the fact that every month that passes means another 49-60 newbies show up that will be more likely to vote it in.

Or we're hiring 49-60 newbies every month that came here because of the A-plan we have.