Any "Latest & Greatest" about Delta?
03-02-2012, 01:17 PM
Gets Weekends Off
Joined APC: Apr 2008
Position: LAX ERA
Posts: 3,457
On another nudder subject...............
Has anyone ever had laundry done at the Atlanta Hilton downtown? Long Europe coming up and I don't hit AMS till the end. I don't think I own that many tidy whities.
Ferd
Has anyone ever had laundry done at the Atlanta Hilton downtown? Long Europe coming up and I don't hit AMS till the end. I don't think I own that many tidy whities.
Ferd
03-02-2012, 01:22 PM
Gets Weekends Off
Joined APC: Sep 2009
Posts: 335
03-02-2012, 01:40 PM
The Brown Dot +1
Joined APC: Jun 2009
Position: 777B
Posts: 7,775
I think my difficulty with pay banding is that it really puts the cart (pay) before the horse (scope). Without ironclad (adequate) scope, I think pay banding is a bad idea. With ironclad scope (Delta seniority list pilots fly delta passengers. period) I think it is not so bad an idea and workable, but also not perfectly optimal.
That said, merger, fragmentation, acquisition language would have to be updated in a similarly ironclad way.
In our seniority based world, it will always be worse to be junior than to be senior. Pay banding doesn't necessarily lower the ladder down to the junior any more than productivity pay pulls the ladder up. All it does is encourage the senior to fly the type of trips/aircraft they prefer to fly and the junior get what's left.
That's my brief take on the whole thing.
That said, merger, fragmentation, acquisition language would have to be updated in a similarly ironclad way.
In our seniority based world, it will always be worse to be junior than to be senior. Pay banding doesn't necessarily lower the ladder down to the junior any more than productivity pay pulls the ladder up. All it does is encourage the senior to fly the type of trips/aircraft they prefer to fly and the junior get what's left.
That's my brief take on the whole thing.
03-02-2012, 01:41 PM
Gets Weekends Off
Joined APC: Jan 2010
Posts: 1,503
As for stock grants. I have talked about this with a few reps. Grants are fine, above an acceptable level of compensation. Granted and vested immediately so that they can be sold the second they are given. Done on a semi annual basis. 20% valuation discount on current share price. Options to vest in 401K on a share by share basis. Would like to see some sort of Roth option as well.
Profit sharing needs to be tripled and paid quarterly.
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income.
To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted.
That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke.
My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap.
Ideas anyone?
03-02-2012, 01:42 PM
Gets Weekends Off
Joined APC: Jun 2007
Posts: 1,357
03-02-2012, 01:44 PM
The Brown Dot +1
Joined APC: Jun 2009
Position: 777B
Posts: 7,775
This idea was floated by a former high level rep.
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income.
To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted.
That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke.
My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap.
Ideas anyone?
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income.
To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted.
That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke.
My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap.
Ideas anyone?
03-02-2012, 01:50 PM
Gets Weekends Off
Joined APC: Jan 2010
Posts: 1,503
Then, unfortunately, it's not really technically per diem by the Gov'ts definition.
It would still be a way to have a larger raise than what is "published" by increasing that benefit.
Last edited by TheManager; 03-02-2012 at 02:35 PM.
03-02-2012, 01:53 PM
Banned
Joined APC: Jan 2012
Position: DAL
Posts: 623
While we may never know the reason, I for one think that puts the people I represent (you) in an excellent position for our Section 6 opener. I hope you share in this good news, good fortune, and timing of this hiring. Management tells us that what is good for Delta is good for Delta pilots. Delta pilots say “prove it.”
DPA is waiting in the wings.
03-02-2012, 01:53 PM
Gets Weekends Off
Joined APC: Apr 2008
Position: LAX ERA
Posts: 3,457
This idea was floated by a former high level rep.
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income.
To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted.
That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke.
My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap.
Ideas anyone?
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income.
To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted.
That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke.
My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap.
Ideas anyone?
Better work rules may also be better hidden from the me too types.....or maybe no
Ferd
03-02-2012, 02:12 PM
Gets Weekends Off
Joined APC: Jan 2008
Position: 737A
Posts: 1,890
This idea was floated by a former high level rep.
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income.
To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted.
That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke.
My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap.
Ideas anyone?
His point was that Wall Street and the Company would choke on a raise of anything more than 15 % and that we needed to look at alternative means of securing income.
To me it did not make sense as I ran the numbers quickly in my head to close the gap between his 15 and my minimum raise number that is close to double his stated %age. Not a math whizz, but that would be alot of shares at the current 8-9 range being granted.
That would then dilute the outstanding shares once they began issuing more shares to cover their grants. Now Wall Street would really choke.
My suggestion was to substantially boost per diem to lets say $10/$15 hr or so. Non Taxable as it stands now but don't know how the Gov't would like that. You could use a robust per diem and a 15% raise as the published rate and get close to closing the restoration gap.
Ideas anyone?
Thread
Thread Starter
Forum
Replies
Last Post
