Trans States
12-26-2014, 10:18 PM
#6351
Gets Weekends Off
Joined APC: May 2011
Posts: 996
Breezy actually throws some logic in his face and he comes back with ambiguous fact sheet comparisons that are out dated and incorrect.... the mesa one is at least 2+ years old. Since then numerous airlines have voted in concessions.
12-27-2014, 04:45 AM
#6352
Gets Weekends Off
Joined APC: Dec 2010
Position: Reverse Cowgirl
Posts: 546
Originally Posted by ILOVELAMP
For the all that is holy in this world please Nevets and others stop the contract BS! I have some news for all of you! Working for a so called better regional is like equating a better piece of poop to another piece of poop! Get over it!
12-27-2014, 11:43 AM
#6353
Gets Weekends Off
Joined APC: Oct 2012
Position: Quarantined
Posts: 167
Originally Posted by QuagmireGiggity
Sorta. I doubt there are many people making 115-140k at Silver.
12-27-2014, 12:55 PM
#6354
Gets Weekends Off
Joined APC: Sep 2014
Posts: 504
Originally Posted by ILOVELAMP
Ya and no FO in this industry is making that.
12-27-2014, 03:08 PM
#6355
Gets Weekends Off
Joined APC: Oct 2012
Position: Quarantined
Posts: 167
Originally Posted by Pilottim79
Well to be fair FedEx an UPS FOs are
12-27-2014, 03:49 PM
#6356
Gets Weekends Off
Joined APC: Aug 2014
Posts: 191
Originally Posted by ILOVELAMP
Regional Industry is what I was talking about.
12-27-2014, 04:10 PM
#6357
Gets Weekends Off
Joined APC: Oct 2012
Position: Quarantined
Posts: 167
Originally Posted by AluminumFoil
Thats not true. We have a couple FO sim instructors making over $50 an hour and crediting 160-180+ hours a month. Very few but they exist.
12-27-2014, 05:37 PM
#6358
Line Holder
Joined APC: Sep 2014
Posts: 29
Originally Posted by CBreezy
You, sir, continue to be completely blind to math. You can't wave your magic average wand and deem what is and isn't average. As someone who has taken Master's level statistics, I will tell you that the way in which you are approaching this is flawed and done solely to defend your point. There is no point of reference nor any justification on what makes your contract above average.
You say words like pay is a work rules multipliers. That literally means nothing. You discount the largest part of a person's total compensation as if it were nothing. If you wanted to have a serious discussion, which you don't, you'd find a way to truly quantify non-quantifiable parts of a contract. You bring up per diem as a talking point on why your contract is so much more above average. Over the course of a YEAR, in annual income ranging between $21,000 and $100,000 we are arguing over $300. That number, by the way, will be $0 on August. You also claim vacation as superior. TSA accrues vacation faster, statistically, in the first 6 years than XJT.
Retirement? Yes, TSA is lacking here buy I'm curious to find out exactly how much the matching costs TSA pilots versus other pilot groups based on a realistic, average contribution. Do you have those numbers or are you using poorly scaled graphical depictions to prove your point.
And here's the nail in your coffin. If we are talking dollars and cents, because in the world of business, that's all that really matters, why aren't you taking upgrade times into your equation? Yes they change, but a pilot a TSA now stands to make a considerable amount of money (vacation, retirement, sick pay all get compensated better) than any pilot hired at XJT within the last few years. Not to mention that anyone hired in the last 3 years at TSA, statistically speaking, will be hired on at a major significantly (the only part of this discussion that is statistically significant is this statement) faster than at XJT.
You say words like pay is a work rules multipliers. That literally means nothing. You discount the largest part of a person's total compensation as if it were nothing. If you wanted to have a serious discussion, which you don't, you'd find a way to truly quantify non-quantifiable parts of a contract. You bring up per diem as a talking point on why your contract is so much more above average. Over the course of a YEAR, in annual income ranging between $21,000 and $100,000 we are arguing over $300. That number, by the way, will be $0 on August. You also claim vacation as superior. TSA accrues vacation faster, statistically, in the first 6 years than XJT.
Retirement? Yes, TSA is lacking here buy I'm curious to find out exactly how much the matching costs TSA pilots versus other pilot groups based on a realistic, average contribution. Do you have those numbers or are you using poorly scaled graphical depictions to prove your point.
And here's the nail in your coffin. If we are talking dollars and cents, because in the world of business, that's all that really matters, why aren't you taking upgrade times into your equation? Yes they change, but a pilot a TSA now stands to make a considerable amount of money (vacation, retirement, sick pay all get compensated better) than any pilot hired at XJT within the last few years. Not to mention that anyone hired in the last 3 years at TSA, statistically speaking, will be hired on at a major significantly (the only part of this discussion that is statistically significant is this statement) faster than at XJT.
Nevets, please do yourself and everyone else a favor by removing yourself from this thread. To say you have become a broken record would be the understatement of the 21st century.
12-27-2014, 08:14 PM
#6359
Gets Weekends Off
Joined APC: May 2011
Posts: 382
Originally Posted by CBreezy
Retirement? Yes, TSA is lacking here buy I'm curious to find out exactly how much the matching costs TSA pilots versus other pilot groups based on a realistic, average contribution. Do you have those numbers or are you using poorly scaled graphical depictions to prove your point.
I'll bite. I ran some quick numbers in Excel (being home sick over christmas is awesome .. not!) to compare TSA's 401(k) with Air Wisconsin's. I used several assumptions which are not all 100% accurate but are close enough to illustrate the difference a few percent makes. I assumed the following:
- Two theoretical pilots work at TSA and AW for 35 years each (lifers)
- Pay rates were taken directly from APC, no raises (or concessions) are assumed
- AW's 401(k) is a 1-for-1 match up to 5% plus a 3% defined contribution
- TSA's 401(k) is a 0.5-for-1 match up to 4% after year one and up to 6% after year four.
- Each pilot contributes enough to max out his company match - no more, no less
- The Air Wisconsin pilot upgrades at year four, the TSA pilot upgrades after one year.
- Each pilot credits exactly 75 hours per month for his entire career
- Each pilot sees a 7% annual return
- Contributions and returns are compounded annually for simplicity's sake.
Based on these assumptions, at retirement the TSA pilot's 401(k) account would have a balance of about $887,000. The Air Wisconsin Pilot's 401(k) would have a balance of about $1,387,000. That's a difference of about $500,000 just based on a few percentage points of 401(k) match.
12-27-2014, 08:21 PM
#6360
Banned
Joined APC: Nov 2008
Position: doggy style
Posts: 1,006
Originally Posted by BrewCity
Based on these assumptions, at retirement the TSA pilot's 401(k) account would have a balance of about $887,000. The Air Wisconsin Pilot's 401(k) would have a balance of about $1,387,000. That's a difference of about $500,000 just based on a few percentage points of 401(k) match.
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