In one of his/her posts they claimed to have posted something on the R & I website. Only way to do that would be a Committee member. Been wrong before but that's the way I see it.

 

Gotcha. Thanks for clarifying.

 

Again I’m talking about narrowbody jumpseats, aka 737/320. Not the 767 setup (united had that style jumpseat as well, but we rested in first class)

And what standard domestic first class seat reclines 40 degrees? If they did then the row of seats behind them would be unusable. See below.


https://www.dansdeals.com/points-tra...s-time-to-hop/
Again, the use of standard domestic first class seats doesn’t comply with the FAR minimum for augmented flights. Modifications are required in both the recline and foot/leg areas. So far airlines have decided it’s cheaper to double crew, then to make those necessary modifications to allow augmentation.

 

Just to follow up on the pic I posted, as it's semi blurry (sorry about that~)

At the bottom, there is this note-
SouthWest also has a top hat plan that allows pilots to defer a portion of their compensation to be paid out at a later time. Participation is optional.

Now, take that statement with a grain of salt.. it's part of the Delta Compensation Comparison and it could contain errors. It's happened before.

But it doubles down 757Driver (Independent Contractor.. LOL) question about giving us a choice vs. UALinIAH answer that it's all or none.

Again, it's IMPORTANT to have these discussions now.. and while some may not like it, oh well.

Motch

 

I have already posted it pages ago.

https://crewroom.alpa.org/ual/Deskto...cumentID=49609

If the IRS changes its stance I’d love for people to have options, but the majority of this pilot group will not have more than they need in retirement forced (it’s only forced for regular pay after IRS MAX of 280k).

We are a union. In the UAL I was bought into 25 yrs ago we took care of our own and did what was best for the majority. The majority of the pilot group will benefit from any tax benefit our union can find.

PS I never said I was a member of the R&I committee. I said read what they wrote and posted the above link. I’m done with the thread.

757Driver I am sorry I made it personal. I took it personal and shouldn’t have. You have an opinion as do I. I am jealous that you have over 100k already in the RHA since I have nowhere near that amount and I have forced as much as possible every year. Good luck in getting your extra money as long as it doesn’t cost the rest of us the ability to save for our retirement in the one and only tax free in/growth/withdrawal vehicle available for retirement.

 

For the FNG's and beyond, this is the most important, all encompassing characteristic to live your career by. If you remember nothing else, remember what is written above.

 

Shack.


Filler.

 

Andy - "Floyd is on to something. Words to fly by"

 

Appreciate the clarification and the apology. I'm not an Independent Contractor and never have been. Filled more Union positions than I'd care to remember but that's for some other time.

Obviously there are choices as other carriers have exercised them. If a choice can be made, then we should be allowed to do so, IMHO.

 

Long time lurker here, but I feel the need to address this comment, since I believe it's inaccurate.

VEBA is not the only free-in/free-grow/free-withdraw retirement vehicle, particularly as it relates to health care expenses. Health savings accounts (HSA's) garner this triple benefit too, with some additional advantages to the VEBA structure:
1. Contributions, earnings, and withdrawals (if they're for qualified health expenses for yourself, your spouse, or your dependents) are all tax-free.
2. Once you reach retirement age, any balance in your HSA may continue to be withdrawn tax-free for health related expenses; or, you may choose to make withdrawals as taxable income in retirement and use it for whatever you want (no IRS penalties, just your then-current income tax).
3. The account is in your name, managed by you for investment growth, can be passed to whomever you choose, etc.

If a married couple starts contributing to an HSA this year, up to the current IRS limit of $7000 for a family, continues to do so for 15 years (assuming no increase in the $7k limit), and earns a modest 4% average return, they would have over $140k in the account by the end of those 15 years. Stretch it to 30 years and they'd have $400k; increase the projected growth rate and the number is obviously even higher.

My point is simply to provide another example illustrating that not everyone's situation and choices will follow the same path. If there is an IRS-compliant VEBA structure that affords pilots the ability to take their "excess" DC contributions as taxable income (while continuing to make their $1/hr mandatory VEBA contributions), then I wholeheartedly favor giving the group that option. If I'm missing something please feel free to enlighten me.