Don't Hint, Don't Hope
10-08-2015, 04:28 AM
#11
Gets Weekends Off
Joined APC: Jun 2006
Posts: 732
One of the most telling measures of the value of this TA is the quote from the Motley Fool blog that has a FedEx official confirming that productivity gains will pay for the contract. The FedEx guy just could not help letting out the news until after the TA was ratified. That's the definition of giddy.
Mesa and Air Wisconsin pilots today rejected tentative agreements that were well short of their expectations. They live in the same reality we do with the same NMB. How is it they have such a different view of their plight?
Can you share some of your costing information to back up even 500 million of efficiency gains in this CBA for FDX? I personally think you are taking the executives comment completely out of context as they are certainly doing their best to spin negative financial news by restating that the longtime war on cost (Corporation wide) will continue to capture the money they need to maintain and improve FDX stock performance. I look forward to seeing your analysis.
Lastly, while Air Willy and Mesa may live in the same NMB world, they live in a 3rd world compared to what we have in front of us to vote on than what they turned down. They literally have nothing to lose and a vast majority of their pilots are doing everything they can to leave those jobs. To compare a TA rejection at that level to anything we are looking at is simply ridiculous.
10-08-2015, 05:15 AM
#12
Gets Weekends Off
Joined APC: Dec 2006
Posts: 2,095
But from the article How We Overcame Cultural Inertia and Saved Millions you will see how our crew actions in this area alone saved $265M.
I agree with you 2cylinderdriver, and would also like to see the numbers you request, but from our NC. The $ amount of savings achieved by diverting more medical costs to us, getting rid of HILO, maximizing work hours from those retiring via SLB, minimizing use of SCK, loss of 1st Class DH's, hotel room trigger increased to 5 hours, memorialized use of company jumpseat, 18 hour checkin and less hotel standbys, efficiencies through SLR's addition of 20% of R-days, etc... would be great to know to have a balanced view of the TA. But, the gained efficiencies and their monetary value, are not properly addressed in any video or roadshow, only the 'gains' are ever discussed in depth. Our Block 1 Rep, among others, have attempted to get the information, but have been unable to.
Not ridiculous at all when taken into the larger context of Delta rejecting their TA. Those 3 TA's rejected speak to how airline pilots as a group, are tired of the significant QOL degradation in the last 10-20 years.
10-08-2015, 05:02 PM
#13
Gets Weekends Off
Joined APC: Jan 2006
Posts: 394
Our CEO interviewed by the Wall Street Journal:
The worst thing about things that fly is that they hit the ground in an uncontrolled manner.’
—Fred Smith, FedEx Corp.
Really? Maybe an analysis of our worldwide operations that generate $125 million PER DAY MINIMUM should have an impact on our CEOs impression of daily revenues.
You must be kidding me. This is an absolute executive slap in the face. We are the highest revenue per pilot force in the entire industry worldwide. Period. End of story.
Talk about a disconnect from reality. Once again with all due respect, FS is a pioneer in this industry and it's undisputed. However, this commentary is insulting and an indicator of our corporate value and perceived worth at the executive level.
Personally, I just flew the most challenging approach to absolute minimums ... International, Cat 2 manual landing. I've been trained by fantastic instructors and I can guarantee the landing was performed in an exemplary, controllable manner.
I'm not qualified to lead a corporation the size of FedEx but I can damn well guarantee you I'm qualified to land anywhere in the world in a controllable manner. I also generate a ridiculous per flight amount of revenue. I will not apologize for nor accept anything less than a proper level of compensation and benefits for which I'm dispatched to perform my duties and skills as an international wide body Captain. I have my role and FS has his. The chain of command is clear and unquestioned from my end. But, do not marginalize my skill or contribution to this company.
The worst thing about things that fly is that they hit the ground in an uncontrolled manner.’
—Fred Smith, FedEx Corp.
Really? Maybe an analysis of our worldwide operations that generate $125 million PER DAY MINIMUM should have an impact on our CEOs impression of daily revenues.
You must be kidding me. This is an absolute executive slap in the face. We are the highest revenue per pilot force in the entire industry worldwide. Period. End of story.
Talk about a disconnect from reality. Once again with all due respect, FS is a pioneer in this industry and it's undisputed. However, this commentary is insulting and an indicator of our corporate value and perceived worth at the executive level.
Personally, I just flew the most challenging approach to absolute minimums ... International, Cat 2 manual landing. I've been trained by fantastic instructors and I can guarantee the landing was performed in an exemplary, controllable manner.
I'm not qualified to lead a corporation the size of FedEx but I can damn well guarantee you I'm qualified to land anywhere in the world in a controllable manner. I also generate a ridiculous per flight amount of revenue. I will not apologize for nor accept anything less than a proper level of compensation and benefits for which I'm dispatched to perform my duties and skills as an international wide body Captain. I have my role and FS has his. The chain of command is clear and unquestioned from my end. But, do not marginalize my skill or contribution to this company.
Fred Smith talks drones, driverless trucks at conference
As others have said...totally out of context. I don't need the CEO of a 400,000 employee work group to stroke me.
10-08-2015, 06:04 PM
#14
Gets Weekends Off
Joined APC: Nov 2014
Position: MD
Posts: 194
Stroke yourself, none of my business.
My comments can be summarized as this ... Our Chairman, with all due respect, has lost his original vision of PSP. Since he's continuously in the media, it costs nothing to show appreciation for the 200,000+ employees. Genuine appreciation, not lip service. Hasn't happened.
I believe in the value of true leadership. Maybe you don't. I don't see it at the upper executive level, the SCP level (through the years), or the union level. It's a massive disappointment. So, with that said, I'm ok with it as long as the stage is set and the platform is clear. This is about nothing more than money and corporate/governmental intimidation.
So be it. All I care about is the paycheck, retirement, healthcare, and work rules. This TA falls short in all categories. A COLA pay bump is not a raise. Add taxes and it's even worse. The A fund is now an embarrassing instrument of diminishing returns. The B plan bumps are mediocre at best. The work rules are neutral at best. The whole contract proposal is inadequate. Healthcare costs are unknown and partially degrade any financial gains. Even the Yes voters know it. The problem is they are willing to settle for the short term. That's the way I see it.
I will not apologize for speaking the truth. I will not settle for mediocrity. I believe in principle, discipline, and fortitude. I'm disappointed in the company, the union, and my fellow crewmembers voting yes. We did not fight the good fight for what we all know we've earned. Not an issue of deserving anything. It's what we've earned. We owe it to ourselves and every pilot that follows this path. And I don't give a rats arse what AA, DAL, or UPS are doing.
We're the highest revenue generating pilots on the planet. Our corporation is swimming in money. Off our backs and those of our fellow employees in all divisions. Keep your weak comments and sarcastic remarks.
I'm voting NO because the TA did not meet our objectives. If you vote yes, that's you're right. Just know that you are settling for less than you've earned. You know it and I know it. It's as simple as that.
To those arguing over BS like the lie flat seats, it's a basic reflection of focusing on ants versus elephants. Absolutely no reason the NC should have entertained the subject at all. The HILO and 8-in-24 changes are baffling as well. Concessions for no reason.
Pay, retirement, work rules, and healthcare. Those are the major elements. Focus on them and the answer is clear.
Focus on the short term gains, then you are easily bought by corporate greed and I can't help you.
My comments can be summarized as this ... Our Chairman, with all due respect, has lost his original vision of PSP. Since he's continuously in the media, it costs nothing to show appreciation for the 200,000+ employees. Genuine appreciation, not lip service. Hasn't happened.
I believe in the value of true leadership. Maybe you don't. I don't see it at the upper executive level, the SCP level (through the years), or the union level. It's a massive disappointment. So, with that said, I'm ok with it as long as the stage is set and the platform is clear. This is about nothing more than money and corporate/governmental intimidation.
So be it. All I care about is the paycheck, retirement, healthcare, and work rules. This TA falls short in all categories. A COLA pay bump is not a raise. Add taxes and it's even worse. The A fund is now an embarrassing instrument of diminishing returns. The B plan bumps are mediocre at best. The work rules are neutral at best. The whole contract proposal is inadequate. Healthcare costs are unknown and partially degrade any financial gains. Even the Yes voters know it. The problem is they are willing to settle for the short term. That's the way I see it.
I will not apologize for speaking the truth. I will not settle for mediocrity. I believe in principle, discipline, and fortitude. I'm disappointed in the company, the union, and my fellow crewmembers voting yes. We did not fight the good fight for what we all know we've earned. Not an issue of deserving anything. It's what we've earned. We owe it to ourselves and every pilot that follows this path. And I don't give a rats arse what AA, DAL, or UPS are doing.
We're the highest revenue generating pilots on the planet. Our corporation is swimming in money. Off our backs and those of our fellow employees in all divisions. Keep your weak comments and sarcastic remarks.
I'm voting NO because the TA did not meet our objectives. If you vote yes, that's you're right. Just know that you are settling for less than you've earned. You know it and I know it. It's as simple as that.
To those arguing over BS like the lie flat seats, it's a basic reflection of focusing on ants versus elephants. Absolutely no reason the NC should have entertained the subject at all. The HILO and 8-in-24 changes are baffling as well. Concessions for no reason.
Pay, retirement, work rules, and healthcare. Those are the major elements. Focus on them and the answer is clear.
Focus on the short term gains, then you are easily bought by corporate greed and I can't help you.
Last edited by GetRealDude; 10-08-2015 at 06:17 PM.
10-08-2015, 08:12 PM
#16
Gets Weekends Off
Joined APC: Aug 2006
Position: leaning to the left
Posts: 4,184
I still find it astounding that my NC brought this marginal TA to the MEC and that the MEC in turn, forwarded it to the membership to decide. All while this corporation is making record profits, rewarding our executives with incredible increases in their pay packages, increasing the dividends for shareholders by almost 300% and buying back $5 billion+/- in stock buybacks since 2011. Our top 5 "key executives" were paid about $22million in 2011 and this year...$37million. THAT's a 68% increase since our last contract!! We settled for 3%/year in 2011 and even less in this TA.
Most of us agree that if passed, this TA is going to be our contract for 8+/- years. That is about a third of most our pilot's careers. THIS is the best we can do for 33% of our careers?
Just to recap, since 2011:
Top 5 FDX executives pay increase--68%
Shareholder dividend increase------300%
Stock buyback----------------------$5 Billion
Pilot salary increase------------two 3% raises
What is wrong with that picture?
Most of us agree that if passed, this TA is going to be our contract for 8+/- years. That is about a third of most our pilot's careers. THIS is the best we can do for 33% of our careers?
Just to recap, since 2011:
Top 5 FDX executives pay increase--68%
Shareholder dividend increase------300%
Stock buyback----------------------$5 Billion
Pilot salary increase------------two 3% raises
What is wrong with that picture?
Last edited by Busboy; 10-08-2015 at 08:29 PM.
10-08-2015, 09:29 PM
#17
New Hire
Joined APC: Mar 2009
Posts: 2
Pay, retirement, work rules, and healthcare. Those are the major elements. Focus on them and the answer is CLEAR
This is it +1
Compensation...no doubt, it is a COLA...that is it...spade is a spade...ballpark....maybe
SLR LOA......1 1/2 yr away...backdoor pbs...oh yeah, great deal...let us make a mission statement....seek a vendor for the software...get them to write it....another working group
ULR pay.......1 1/2 yr away...great in theory but no real time line or agreement....another working group
New Hire pay....NEEDED...absolutely....SORRY...you cannot attract quality candidates without enhancements to this section......this is a pure a** WAG...company may have done this without us expending any negotiating capital...ok maybe/maybe not...to me this is a PUSH...but I am happy for the new guys...by far this is not a tip anyone to the Yes direction issue
Deviation/Rolling Bank...ok...a nicety and well done EXCEPT for the class of service CONCESSION.
Section 11, geez is this a total rewrite....it is obvious that the training boys and girls are a little more involved and POLLED in what is in their section since it seem to be the most extensive re-write
Healthcare...ok, vote it down and stay status quo...what will the healthcare system and look like with a new administration in the White House...is this a stretch? Every Republican GOP nominee stated the first thing they would do if elected is to rescind Obamacare. I view this like the SLR LOA and ULR pay....a few years away...BUT...if we sign for a 6 year deal...who's to say that by some lighting bolt we get back to status quo for health care cost in our 6 year deal...how does this play out?
Everything I see in the TA is "just nice" or a questionable "concessionary" giveback.
Where does the rubber meet the road and the TA get some real traction for all the "swinging Richards".
This is a little ranty...I acknowledge that, and many issues are all over the map. I think at the end of the day it gets down to these 4, and section 28 is just a deal killer and will be the downfall of this T/A because it is seen by all demographics of the crew force as THE short coming. The expectations were not "managed" here by a long shot.
Beating the A fund cap drum for the last X+ years, we will fix it next time, hybrid t/a..we will get it next time, etc etc...
That is the turd in the punch bowl....want some punch?
Yes 2/7 is 28 % but is it still 2%...aka B fund punch.
Pay, RETIREMENT, work rules, and healthcare.
Those are the major elements. This is where you get traction. Focus on them and the answer is clear.
This is it +1
Compensation...no doubt, it is a COLA...that is it...spade is a spade...ballpark....maybe
SLR LOA......1 1/2 yr away...backdoor pbs...oh yeah, great deal...let us make a mission statement....seek a vendor for the software...get them to write it....another working group
ULR pay.......1 1/2 yr away...great in theory but no real time line or agreement....another working group
New Hire pay....NEEDED...absolutely....SORRY...you cannot attract quality candidates without enhancements to this section......this is a pure a** WAG...company may have done this without us expending any negotiating capital...ok maybe/maybe not...to me this is a PUSH...but I am happy for the new guys...by far this is not a tip anyone to the Yes direction issue
Deviation/Rolling Bank...ok...a nicety and well done EXCEPT for the class of service CONCESSION.
Section 11, geez is this a total rewrite....it is obvious that the training boys and girls are a little more involved and POLLED in what is in their section since it seem to be the most extensive re-write
Healthcare...ok, vote it down and stay status quo...what will the healthcare system and look like with a new administration in the White House...is this a stretch? Every Republican GOP nominee stated the first thing they would do if elected is to rescind Obamacare. I view this like the SLR LOA and ULR pay....a few years away...BUT...if we sign for a 6 year deal...who's to say that by some lighting bolt we get back to status quo for health care cost in our 6 year deal...how does this play out?
Everything I see in the TA is "just nice" or a questionable "concessionary" giveback.
Where does the rubber meet the road and the TA get some real traction for all the "swinging Richards".
This is a little ranty...I acknowledge that, and many issues are all over the map. I think at the end of the day it gets down to these 4, and section 28 is just a deal killer and will be the downfall of this T/A because it is seen by all demographics of the crew force as THE short coming. The expectations were not "managed" here by a long shot.
Beating the A fund cap drum for the last X+ years, we will fix it next time, hybrid t/a..we will get it next time, etc etc...
That is the turd in the punch bowl....want some punch?
Yes 2/7 is 28 % but is it still 2%...aka B fund punch.
Pay, RETIREMENT, work rules, and healthcare.
Those are the major elements. This is where you get traction. Focus on them and the answer is clear.
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