Until the "bonuses" are iron clad, fair and EQUITABLE, just give me the higher pay. Treat me the way you'd like to be treated and the way you'd like the customers treated and I will pull on my end of the rope.

The current bonus dynamic at UAL is a joke. My "bonus" checks are usually around 40 bucks. Meanwhile Jeff took home what....6, 8 million the day the deal was signed? Tague took home.....11.8 million the day he was shown the door?? Have you looked at the hundreds of millions that UAL execs have removed from the corp since Tilton showed up?
How much have UAL employees seen since our pathetic profit sharing program was initiated? They can and will manipulate the companies profits to give the employees the least amount possible.

In theory I agree with your premise. But in reality, FTP and show me the money. All we have gotten is shat upon for years. All of a sudden we're to expect real meaningful bonus checks? Not in my career. Where has this ever worked over the long term?

This isn't utopia. It's United.

 

Dec 2 -- Rather than launching fire and brimstone in the direction of management, I would like to report a few positives this week. Let me start by repeating: the lion’s share of the phone calls and emails I have received lately deal with pilot frustration and anger. A vast majority of those, not surprisingly, include specific mention of profit sharing and angst over not being included in this year’s program. This has been of great concern to me and to everyone I have talked with, so I am pleased to report progress on this issue. This week, Capt. Owens and I worked with HR vice presidents Mike Bonds and Doug McKeen to find a way to include our pilots in that program. We have not yet found our way over all the hurdles, but I am optimistic enough to report to you that we are making headway. I hope to be able to provide good news soon.

When we are able to reach breakthroughs on important issues, I believe it is important to give credit where credit is due. In this case, every Flight Operations manager I have spoken to or worked with has tried to help us find a way to solve this. No one wants Feb. 14, the day that profit sharing payments are made, to come about with Continental pilots singularly excluded. It is not my habit to count my chickens before they hatch and it bears repeating that we have a few remaining significant details to resolve, so please do not rush out to spend this as-yet undelivered money. However, I wanted you to know that achieving profit sharing for Continental pilots is a top priority for us and we are working hard to find a way to make this happen.

 

I really have not followed this but why are the cal pilots not included is it from and agreement of some type?

 

When they negotiated the transition agreement 18 months ago they figured a new contract with profit sharing would be done by the end of this year so they only got profit sharing for 2010. There was no just-in-case backup plan.

Their current contract's profit sharing sunsetted after amenable date in 2009. There was no just-in-case backup plan.

BTW, UAL pilots' profit sharing has no sunset regardless of amenable date.

You get what you negotiate.

 

If it's same as TPA, for CAL pilot a check of $2800 per $100k on W2.

$4200 per W2 $100k for UAL, contractually guaranteed and not subject to TPA.

Both are post-40% tax withholding. And total WAGs.

 

Thx apc, I guess I figured we would have a contract by now also with a pay raise. All that being said are you guys now trying to get the 2011 profit sharing as some type of side letter? Are we spending a lot of time and resources on this one item instaed of the entire collective bagaining agreement? Thx

 

I hope that the "hurdle" isn't the same one the FA's had. Sign this contract or else their won't be any profit sharing. Not a stretch here as it worked for mgmt and the FA's signed the deal.

 

The union leadership sees this as high priority because of the obvious discontent that will come on 2/14/12 when CAL pilots find they are the only employee group between the two companies that aren't getting a check. The union leadership will be blamed for this failure and, along with the general malaise in the group, may face lack of support, support they will sorely need as negotiations near the finish line--maybe just to keep their jobs.

This will be compounded by the fact that it will be a total surprise to the large number of pilots who are completely disconnected from any information flow. It's pretty amazing (you mean we have guys on furlough? was a common cockpit statement in the recent past). This will be further compounded by the total loss of respect for this group, from the ramper to the CEO, who all were smart enough to ink ironclad agreements to get a piece of the synergy pie for this, the most profitable year in history, a projected $1.6B--all except the CAL pilots. Their timing is impeccable.

So, yes, I think they're trying hard to get profit sharing. Even the company may have some self-interest here. They want to have happytime on 2/14/12 that the publicity machine can spin, they want to do the union leadership a favor so when it comes times to return the favor it will be hard to say no, and finally, although incredibly unlikely, not-getting-it discontent may finally tip the pilot group away from it's usual helpful can-do attitude. After all they've been getting on time time checks since it was called Varney Speed Lines.

I don't think there should any discussion on it all. It isn't there, don't use any leverage to get, don't take any favors. There isn't the faintest hint of a contract yet. That should be the only concern.

 

I am sure UAL pilots would gladly hand over their "profit sharing" check for the 20% difference in hourly pay that CAL enjoys.

Get the JCBA done - should be the ONLY focus period.

 

"Pay scales!" to a pilot, "squirrel!" to a dog, same difference. UAL pilot total benefit is 10% more than a CAL pilot. Why do you think they're hung up in negotiations? Because the UAL pilot costs more in retirement, medical, work rules, soft time, first class DH, trip protections, etc. Be careful what you wish for. You can always get pay scales back, work rules are much harder.

I agree. JCBA only right now.