POS A for me is

EMPL + Spouse + 2 Chld = I'm paying 108 a chk= 216.00 mo

 

Oh, ok that's the family plan, not EE+2...But this brings up another point, the insurance rates are the same for EE+2 as the Family plan with the new TA. The current contract staggers it better, so i only have 2 kids on mine, but I pay the same as you with 2 kids and a spouse....Doesn't seem to fair to me, but score for you..Hey, I can get a spouse on paper and charge them for insurance, since it's the same price...This will help me regain some of large insurance increase...

 

Wait a minute, you might have to type slower for me.... You're happy your insurance is only going up 50%? Well, your lucky, some go up much more. Bottom line is it is a heck of an increase.


Do any of you have a good explanation why we got rid of the 150% OT? There won't be furloughs forever. I know some of you don't care because it doesn't affect you, but it is a huge savings for the company, and a huge hit for the pilot group as a whole. Just trying to wrap my brain around the logic, and I know it wasn't to fund an across the board pay rate increase.

 

I didn't say I was HAPPY Ramrod, i was just saying how it doesn't affect me that much, it is a specific case, my family and I, as you can see, Sour grapes has a different view. All I was doing is addressing the comparison that somebody did between current HEALTH and TA HEALTH going up 300%. Nothing to do with HAPPINESS.

Besides, how much more do you think is gonna go if we asked for more money?

As for the glorious OT, GREAT QSTN for the upcoming Circus Show next week.

 

According to my wife who is involved in the benefits business, a plan like POS A is about $2,400/ month for a family plan and the B plan is much higher. She said, "Welcome to the nearly real world." The real world, to her (and she says you can verify employer/employee costs with Kaiser and other independent surveys), pays much more towards the cost of this type of insurance.

I realize it's a big jump now, but it's still less than the rest of the working people pay (and most don't have such rich plans as these--there are less costly, just as effective plans out there). Plus, with health care reform there is first dollar coverage for wellness. So you won't be paying for all the co-pays for wellness visits and immunizations. And there are limits on annual and lifetime benefits. Because Spirit changed the cost sharing, it's not grandfathered under health care reform. All the aspects of the law apply to the plan, regardless of what the CBA says.

 

The problem is, my pay under this TA is not "real world", still a good 10% below the rest of the pilot working world. If they are going to jack up the ins costs to real world, they need to bump the pay to real world also.

 

Well, then you should have joined the negotiating committee.

The bottom line is that we have really good insurance benefits for still far below the going rate. Just talk to a Jetblue pilot about what they pay for insurance and what they get for it. The added cost adds 10% alone to the Spirit total compensation package (for those that want parity with Jetblue).

 

Nah, I'll just vote No

 

Cop out Herb.

 

Now there is an insult. I'm no herbenista. I just think we can do a lot better.