Tumi 3.0
01-31-2023 | 09:09 AM
#81
Gets Weekends Off
Joined: Apr 2018
Posts: 3,578
Likes: 34
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.
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
01-31-2023 | 10:10 AM
#82
Line Holder
Joined: Jul 2018
Posts: 532
Likes: 10
Absolutely, pay rates should go way up, but all the non-pay rate ways to increase our EOY pay are literally just as important and could/should offer some big money.
01-31-2023 | 03:39 PM
#83
On Reserve
Joined: Nov 2017
Posts: 59
Likes: 0
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.
02-01-2023 | 04:35 AM
#84
Gets Weekends Off
Joined: Dec 2009
Posts: 1,464
Likes: 0
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.
02-01-2023 | 05:06 AM
#85
Gets Weekends Off
Joined: Apr 2018
Posts: 3,578
Likes: 34
As a Delta guy, we use Naveblue. The amount of control afforded to craft a schedule by the pilot is only limited by how much time one wants to spend inputting your desires. This would be a huge QOL enhancement if you could achieve it.......equal to or greater than any other single QOL get that your NC can achieve.
02-01-2023 | 05:50 AM
#86
On Reserve
Joined: Dec 2022
Posts: 118
Likes: 0
"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.
02-01-2023 | 05:58 AM
#87
Line Holder
Joined: Jan 2006
Posts: 1,734
Likes: 12
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).
02-01-2023 | 06:27 AM
#88
New Hire
Joined: Oct 2017
Posts: 8
Likes: 0
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).
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).
02-01-2023 | 06:32 AM
#89
Gets Weekends Off
Joined: Apr 2018
Posts: 3,578
Likes: 34
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).
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).
02-01-2023 | 07:05 AM
#90
On Reserve
Joined: Mar 2007
Posts: 57
Likes: 7
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).
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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