Gary’s farewell gift!
01-09-2023, 05:41 AM
#31
At your mom's house
Joined APC: Jun 2008
Position: cpt 737
Posts: 2,798
You have NO idea what others are doing financially or the difficulties they might have. It should be a personal choice in how to receive their PS, if it ever shows up again. I mean I have no idea if someone’s parents racked up a 250K hospital bill because they didn’t get the shot…no idea nor do I care. It’s about choice….simple as that.
The biggest issue is making line pay, min pay, you can not max out 415 limits till one is a Captain. How about we work on fixing that issue?
The biggest issue is making line pay, min pay, you can not max out 415 limits till one is a Captain. How about we work on fixing that issue?
I agree it should be individual but its not and probably wont be
01-09-2023, 05:57 AM
#32
Gets Weekends Off
Thread Starter
Joined APC: Nov 2022
Posts: 195
It’s the way it’s set up is my opinion but I haven’t dug into the details nor will I most likely ever do that but my point is it can be set up to comply with IRS rules and interpretations and still give individual rights. I’m sure back when they flew the -200s it was a top shelf program but the world has moved on.
01-09-2023, 08:16 AM
#34
Gets Weekends Off
Joined APC: Apr 2011
Posts: 290
How about we get rid of PS all together and instead increase the amount of NEC to make up for it. That way we as employees arent punished when the C suite makes major blunders that wipes out our profit for the year. For 2022 the C suite should take $0 in stock bonuses and instead funnel all of that to the employees as PS since its their fault we lost all of the profit for the year.
01-09-2023, 08:54 AM
#35
Gets Weekends Off
Thread Starter
Joined APC: Nov 2022
Posts: 195
The hot mic thing. Damned how many times do I have to reach over and turn that thing off and as soon as I turn it off he starts talking and leaves it on again. What the heck? Are people afraid of the quiet and need white noise?
01-09-2023, 12:15 PM
#36
Gets Weekends Off
Joined APC: Aug 2015
Posts: 643
How about we get rid of PS all together and instead increase the amount of NEC to make up for it. That way we as employees arent punished when the C suite makes major blunders that wipes out our profit for the year. For 2022 the C suite should take $0 in stock bonuses and instead funnel all of that to the employees as PS since its their fault we lost all of the profit for the year.
01-09-2023, 12:53 PM
#37
At your mom's house
Joined APC: Jun 2008
Position: cpt 737
Posts: 2,798
Not quite that black and white. When I was in the financial industry we got PS. It was tailored so we could decide cash money or slide it into retirement accounts. We had to choose early before we knew the amount but we got to choose.
It’s the way it’s set up is my opinion but I haven’t dug into the details nor will I most likely ever do that but my point is it can be set up to comply with IRS rules and interpretations and still give individual rights. I’m sure back when they flew the -200s it was a top shelf program but the world has moved on.
It’s the way it’s set up is my opinion but I haven’t dug into the details nor will I most likely ever do that but my point is it can be set up to comply with IRS rules and interpretations and still give individual rights. I’m sure back when they flew the -200s it was a top shelf program but the world has moved on.
01-09-2023, 02:31 PM
#38
Gets Weekends Off
Joined APC: Nov 2020
Posts: 1,897
Not quite that black and white. When I was in the financial industry we got PS. It was tailored so we could decide cash money or slide it into retirement accounts. We had to choose early before we knew the amount but we got to choose.
It’s the way it’s set up is my opinion but I haven’t dug into the details nor will I most likely ever do that but my point is it can be set up to comply with IRS rules and interpretations and still give individual rights. I’m sure back when they flew the -200s it was a top shelf program but the world has moved on.
It’s the way it’s set up is my opinion but I haven’t dug into the details nor will I most likely ever do that but my point is it can be set up to comply with IRS rules and interpretations and still give individual rights. I’m sure back when they flew the -200s it was a top shelf program but the world has moved on.
Whatever you choose though basically just "pre funds" your 401K for the year as soon as you hit the limits for the year you start getting all DC contributions as cash for the rest of the year.
So if you take the PS as cash, you get it post tax and spend on whatever.
If you dump into 401K you get the whole thing put in but you'll max out way earlier in the year for contributions (depending on size of the PS of course).
Hope you all spread the loss into 2023 so there's still some PS to spread around for 2022 at SWA!
01-09-2023, 03:38 PM
#39
Gets Weekends Off
Joined APC: Sep 2009
Posts: 612
This is the way it's at Delta, you find out the %of earnings to be paid as PS on Valentines day and then you can elect what % or $$ amount you want to flow to your 401K. You can elect all or none or anything in between.
Whatever you choose though basically just "pre funds" your 401K for the year as soon as you hit the limits for the year you start getting all DC contributions as cash for the rest of the year.
So if you take the PS as cash, you get it post tax and spend on whatever.
If you dump into 401K you get the whole thing put in but you'll max out way earlier in the year for contributions (depending on size of the PS of course).
Hope you all spread the loss into 2023 so there's still some PS to spread around for 2022 at SWA!
Whatever you choose though basically just "pre funds" your 401K for the year as soon as you hit the limits for the year you start getting all DC contributions as cash for the rest of the year.
So if you take the PS as cash, you get it post tax and spend on whatever.
If you dump into 401K you get the whole thing put in but you'll max out way earlier in the year for contributions (depending on size of the PS of course).
Hope you all spread the loss into 2023 so there's still some PS to spread around for 2022 at SWA!
They did the same thing with vacation bidding. They said they were ok changing from the status quo of bidding all 5 weeks in the first round for the senior pilots, so swapa took a vote and opened an issue within the pilot group. Only after the vote did the company crawfish and refuse to implement the voted in change.
they play chess
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