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Originally Posted by LJ Driver
(Post 3583024)
Jason Depew is a smart pilot over at Delta, I’ve been following his journey for years. He has a book out and is active on LinkedIn but his website has a few great nuggets we should all be knowledgeable about.
This article outlines how important qol improvements are to both gaining actual quality AND increasing our pay without rates but soft time additions. https://pilotmathtreasurebath.com/2023/01/30/pay-quality-of-life-why-pick-just-one/amp/ Highly recommend looking it over, and passing it along to LEC/MEC reps. I particularly like the last section on ALPA, and how there is an undercurrent at the union to NOT improve rates too much because that would blow up their pattern bargaining process. Instead, soft pay and qol are the ways to leap frog pay into much higher levels. By end of Delta new contract, if approved, it will be 18% DC on pay AND PS |
Originally Posted by Buck Rogers
(Post 3583050)
Sorry (sort of) to spam this, but from another thread....getting DC on your profit sharing(like Delta has) should be an easy get. In good years it has added another 4% to the Delta EOY W-2
By end of Delta new contract, if approved, it will be 18% DC on pay AND PS |
Originally Posted by AMC190
(Post 3582325)
You can trade reserve days via a computerized system “flica” as much as you want! Not relying on a single day and dealing with a rude scheduler!
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Originally Posted by TechTanker
(Post 3583323)
flica overall is a better bidding system than we have. Used it at a previous airline and could literally pick the trips I wanted to fly if my seniority could hold them. You dang near need a degree in computer science to understand our bidding software.
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Originally Posted by elmetal
(Post 3583545)
If we're talking about switching PBS bidding software (not vacation bidding or anything else which is what the OP was talking about), then Navblue wins hands down. Anyone who's used Navblue would undoubtedly agree.
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Originally Posted by elmetal
(Post 3583545)
If we're talking about switching PBS bidding software (not vacation bidding or anything else which is what the OP was talking about), then Navblue wins hands down. Anyone who's used Navblue would undoubtedly agree.
"After many years of SSC pursuit, including looking at every PBS vendor, and their programing and ability to optimize, the decision was made to develop our own new interface unlike anything that exists in the market today." Phase 1 for this began February 2019....so 4 years later and we still have nothing to show for it (like our contract). As for Flica, that's for trip trading and schedule changes mostly, not PBS bidding. |
Originally Posted by Buck Rogers
(Post 3583050)
getting DC on your profit sharing(like Delta has) should be an easy get.
Let’s say we get a profit sharing pool of money equal to 7% of our wages. If we are getting 16% DC, we would just get a cash payout of 6% of our annual wages, and get 16% of that 6% of wages (~1% of annual wages) to our 401k. That’s still the same amount of money, except now 16% of it is forced into our 401k. I would rather get it as cash. They would actually have to increase the value of the PS formula (which is a lot harder to do). |
Originally Posted by iahflyr
(Post 3583579)
That change would make no difference for us. At Delta, their profit sharing pot of money is calculated knowing that 16% DC is added on.
Let’s say we get a profit sharing pool of money equal to 7% of our wages. If we are getting 16% DC, we would just get a cash payout of 6% of our annual wages, and get 16% of that 6% of wages (~1% of annual wages) to our 401k. That’s still the same amount of money, except now 16% of it is forced into our 401k. I would rather get it as cash. They would actually have to increase the value of the PS formula (which is a lot harder to do). |
Originally Posted by iahflyr
(Post 3583579)
That change would make no difference for us. At Delta, their profit sharing pot of money is calculated knowing that 16% DC is added on.
Let’s say we get a profit sharing pool of money equal to 7% of our wages. If we are getting 16% DC, we would just get a cash payout of 6% of our annual wages, and get 16% of that 6% of wages (~1% of annual wages) to our 401k. That’s still the same amount of money, except now 16% of it is forced into our 401k. I would rather get it as cash. They would actually have to increase the value of the PS formula (which is a lot harder to do). |
Originally Posted by iahflyr
(Post 3583579)
That change would make no difference for us. At Delta, their profit sharing pot of money is calculated knowing that 16% DC is added on.
Let’s say we get a profit sharing pool of money equal to 7% of our wages. If we are getting 16% DC, we would just get a cash payout of 6% of our annual wages, and get 16% of that 6% of wages (~1% of annual wages) to our 401k. That’s still the same amount of money, except now 16% of it is forced into our 401k. I would rather get it as cash. They would actually have to increase the value of the PS formula (which is a lot harder to do). |
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