Spirit of NKS, Part II
12-09-2015 | 08:09 PM
#1671
Gets Weekends Off
Joined: Nov 2006
Posts: 194
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From: A320 Captain
I was just noticing that on this "offer" the max seats for 320 Pay scale is moved from 180 to 190. The new space flex seating on the 320 will be 182! That would mean that at the end of day when all of these deliveries and current aircraft are converted to the new seating config, our current pay+321 override would be nearly the same pay as DOS for this deal. This is a pay cut deal!! On another note, with more A321's coming on property who is watching the override on our pay?
12-09-2015 | 08:40 PM
#1672
Gets Weekends Off
Joined: Aug 2011
Posts: 338
Likes: 0
From: Seated
The proposed pay rates would be paid for by the transition elimination. It is a wash for the company in that regard. We should be making the new scale now, not five years from now. This offer is an insult after what we did for them in June. FOk them!
12-09-2015 | 09:14 PM
#1673
Line Holder
Joined: Dec 2014
Posts: 93
Likes: 0
HRDiva here
I disagree. I have offered to assist many times as an HR professional but have always been told there are "experts" st ALPA. Well that wasn't true and it took an annoyed spouse who was an HR professional to document, quantify and argue that the plan wasn't compliant with the ACA, present it to the union and sit back. Your wives can now go for checkups and mammograms without a co-pay. Apparently ALPA didn't know that not doing so was a problem.
You need a buy up plan. The company gives you the premium and takes it away as a deduction. You pay taxes on the premium, but not on the benefit. To make it cost neutral for the employer, the benefit is reduced from 60% post tax to 50% pre tax. It's a win-win. That's what you need.
You also need a special open enrollment for supplemental as you upgrade.
Stand strong but stay informed and stop posting misinformation!!! Your health plan is now better than most, including legacies and includes free dental. In the real world, that is unheard of! Did you know JB only offers the high deductible plan? That's it. Oh, and while sponsoring Autism Spesks, they don't cover services for dependents with Autism.
I disagree. I have offered to assist many times as an HR professional but have always been told there are "experts" st ALPA. Well that wasn't true and it took an annoyed spouse who was an HR professional to document, quantify and argue that the plan wasn't compliant with the ACA, present it to the union and sit back. Your wives can now go for checkups and mammograms without a co-pay. Apparently ALPA didn't know that not doing so was a problem.
You need a buy up plan. The company gives you the premium and takes it away as a deduction. You pay taxes on the premium, but not on the benefit. To make it cost neutral for the employer, the benefit is reduced from 60% post tax to 50% pre tax. It's a win-win. That's what you need.
You also need a special open enrollment for supplemental as you upgrade.
Stand strong but stay informed and stop posting misinformation!!! Your health plan is now better than most, including legacies and includes free dental. In the real world, that is unheard of! Did you know JB only offers the high deductible plan? That's it. Oh, and while sponsoring Autism Spesks, they don't cover services for dependents with Autism.
I agree that our normal health care plan is by far the best in the industry and I would most likely be a strong "NO" vote on anything that tried to change that.
Could you please restate what you are trying to get at? Again, ACA and LTD are two VERY different animals not even in the same zoo to be exact!
12-10-2015 | 02:48 AM
#1674
Line Holder
Joined: Sep 2005
Posts: 89
Likes: 0
From: A 320 CA, retired
Humm not really sure how to respond since we are talking about two different issues. I was purely speaking about Long Term Disability, as far as I know LTD and the ACA have absolutely nothing to do with each other.
I agree that our normal health care plan is by far the best in the industry and I would most likely be a strong "NO" vote on anything that tried to change that.
Could you please restate what you are trying to get at? Again, ACA and LTD are two VERY different animals not even in the same zoo to be exact!
I agree that our normal health care plan is by far the best in the industry and I would most likely be a strong "NO" vote on anything that tried to change that.
Could you please restate what you are trying to get at? Again, ACA and LTD are two VERY different animals not even in the same zoo to be exact!
You are being too literal. I was making the point that pilot negotiators and ALPA know nothing about benefit plan design. And then I suggested alternate plan designs for LTD.
12-10-2015 | 06:12 AM
#1675
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Joined: Mar 2012
Posts: 193
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Of course he's being literal. He's a pilot, or maybe She's a pilot. You, being married to a pilot should understand.
On the other hand, thanks for the info. Makes sense now that you''ve explained what you were getting at.
12-10-2015 | 06:29 AM
#1676
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Joined: Nov 2015
Posts: 143
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Has spirit said any growth plans for pilot #s that would give spirit pilots a leg up and push for the bigger contract to attract more pilots? I know about the Airbus order buts that's about it.
12-10-2015 | 07:07 AM
#1677
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Joined: Dec 2005
Posts: 9,347
Likes: 329
Can I ask a question here and I'll ask it in a jetBlue thread as well. A question came up on our side in regards to vacancy fillings. Here we do a quarterly bid. So every 3 months your standing bids are awarded. Question is, if they should allow a 1-for-1 swap, even if there is no vacancy?
To give an example, suppose there are no published CA vacancies in DTW and ACY. And then a vacancy is available for 5 DFW CAs. Suppose all 5 are DFW FOs that end up getting that DFW CAs. Now, within this vacancy award, if 1 DTW CA has ACY as #1 choice and 1 ACY CA has DTW as #1 choice, then would this allow a 1-for-1 mutual swap? Does that make sense? I hope I'm clear in what I'm asking
To give an example, suppose there are no published CA vacancies in DTW and ACY. And then a vacancy is available for 5 DFW CAs. Suppose all 5 are DFW FOs that end up getting that DFW CAs. Now, within this vacancy award, if 1 DTW CA has ACY as #1 choice and 1 ACY CA has DTW as #1 choice, then would this allow a 1-for-1 mutual swap? Does that make sense? I hope I'm clear in what I'm asking
12-10-2015 | 07:31 AM
#1678
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Joined: Oct 2010
Posts: 4,603
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Any time a new hire group bids the rest of us bid too to honor seniority. You can't just place new hires without giving the rest of us the opportunity as well. Right now that means we bid every month. I wasn't here in the stagnant years. If there are no new hires or upgrades are there still regular bids? I'd have to read the contract to verify.
In your dfw example, yes I think that's how it would work.
In your dfw example, yes I think that's how it would work.
12-10-2015 | 07:45 AM
#1679
On Reserve
Joined: Dec 2010
Posts: 156
Likes: 5
From: A320 Left
Any time a new hire group bids the rest of us bid too to honor seniority. You can't just place new hires without giving the rest of us the opportunity as well. Right now that means we bid every month. I wasn't here in the stagnant years. If there are no new hires or upgrades are there still regular bids? I'd have to read the contract to verify.
In your dfw example, yes I think that's how it would work.
In your dfw example, yes I think that's how it would work.
12-10-2015 | 08:31 AM
#1680
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Joined: Jan 2014
Posts: 715
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From: A320 Left
Congrats to Todd Hirshon and Mike Luckstone. They are the LEC 18 Captain and First Officer Representatives-elect.
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