Kirby's new way of saving money...
03-03-2018, 05:46 PM
#31
Gets Weekends Off
Joined APC: Sep 2014
Position: Airbus 320 Captain
Posts: 481
Kirby was a dick and hated by labor especially the pilots. He had an air of arrogance about him. His one idea was RJs, hmmm, let's see how that is working out...AA is now forking out $60k+/yr for 35 seat Dash 8 FOs and paying the CAs on that plane $180k/yr to staff the flying.
New hire CAs are making six figures flying 50 seat RJs they've pulled out of the desert after parking them and shoving 1500+ Eagle pilots out the door to competitors only to have to pay twice as much when they hire guys to replace them.
He has now decided to go toe to toe with Spirit all while increasing capacity double GDP growth and flooding the market which will depress yields just as fuel prices among other things are pushing inflation into the 3% range instead of being nearly flat for a decade.
Best $13m AA spent IMO. As Bethune said "you're only as good as your dumbest competitor".
New hire CAs are making six figures flying 50 seat RJs they've pulled out of the desert after parking them and shoving 1500+ Eagle pilots out the door to competitors only to have to pay twice as much when they hire guys to replace them.
He has now decided to go toe to toe with Spirit all while increasing capacity double GDP growth and flooding the market which will depress yields just as fuel prices among other things are pushing inflation into the 3% range instead of being nearly flat for a decade.
Best $13m AA spent IMO. As Bethune said "you're only as good as your dumbest competitor".
03-03-2018, 07:41 PM
#32
Not at work
Joined APC: Oct 2014
Position: 737 ca
Posts: 294
I am somehow reminded of 'christmas vacation'..
Frank Shirley: Remember how I was toying with the idea of suspending the Christmas bonuses?
Mrs. Helen Shirley: You *didn't*! Well, of all the cheap lousy ways to save a buck!
SWAT Commander: That's pretty low, mister! If I had a rubber hose, I would beat you...
( just a quote that came up in my mind. In no way do I advocate violence with a rubber hose)
Frank Shirley: Remember how I was toying with the idea of suspending the Christmas bonuses?
Mrs. Helen Shirley: You *didn't*! Well, of all the cheap lousy ways to save a buck!
SWAT Commander: That's pretty low, mister! If I had a rubber hose, I would beat you...
( just a quote that came up in my mind. In no way do I advocate violence with a rubber hose)
03-03-2018, 09:44 PM
#33
Gets Weekends Off
Joined APC: Nov 2009
Posts: 5,244
My pay changes because sometimes I hustle, and sometimes I just want to Be home. If I was so undercompensated would I have agreed with the idea of forgoing our bonus so the other folks could keep theirs?
03-04-2018, 12:43 AM
#34
Gets Weekends Off
Joined APC: Jul 2011
Position: Pressing On
Posts: 524
Kirby said at an open house he did not understand why employees take bonus incentives vice just better pay.
Ok, my personal pay raise yes vote threshold just went up.
Along with several other costs and benefits.
You can ask my rep what they are exactly.
I will throw out a lesson learned by our ALPA Brothers and Sisters at Fedex. They got so focused on holding onto their A fund retirement they let some other pretty important things go or change to areas that were not clearly defined. Many friends there now think the company let the A fund be a purposeful distraction to get what they really wanted.
I submit both this quarterly incentive and Scope are annoying but just distractions. And while I agree forgoing it as pilots to help get it back for all other employee groups is a brilliant stroke, I am not letting a $100 check a month take my eye off the ball.
Same with scope.
Not happening. Check. A check I care about and my reps are very clear on.
FUPM
Ok, my personal pay raise yes vote threshold just went up.
Along with several other costs and benefits.
You can ask my rep what they are exactly.
I will throw out a lesson learned by our ALPA Brothers and Sisters at Fedex. They got so focused on holding onto their A fund retirement they let some other pretty important things go or change to areas that were not clearly defined. Many friends there now think the company let the A fund be a purposeful distraction to get what they really wanted.
I submit both this quarterly incentive and Scope are annoying but just distractions. And while I agree forgoing it as pilots to help get it back for all other employee groups is a brilliant stroke, I am not letting a $100 check a month take my eye off the ball.
Same with scope.
Not happening. Check. A check I care about and my reps are very clear on.
FUPM
03-04-2018, 05:22 AM
#35
Gets Weekends Off
Joined APC: Jul 2014
Posts: 805
...
He has now decided to go toe to toe with Spirit all while increasing capacity double GDP growth and flooding the market which will depress yields just as fuel prices among other things are pushing inflation into the 3% range instead of being nearly flat for a decade.
Best $13m AA spent IMO. As Bethune said "you're only as good as your dumbest competitor".
He has now decided to go toe to toe with Spirit all while increasing capacity double GDP growth and flooding the market which will depress yields just as fuel prices among other things are pushing inflation into the 3% range instead of being nearly flat for a decade.
Best $13m AA spent IMO. As Bethune said "you're only as good as your dumbest competitor".
03-04-2018, 05:43 AM
#36
Banned
Joined APC: Feb 2018
Position: B-737 Captain
Posts: 657
This is Kirby's best idea since he deferred the 737-700s and signed up Air Willy for MORE RJs. This guy is awesome! We actually increased our 50 seat aircraft year over year for the first time in forever. And now this. Throw in his past comment that "100 seater economics don't work at mainline" (Nevermind Delta) in one of his Unpluged sessions, and I'd say you have TOP NOTCH CEO material here. I shake my head when guys post their praises for Kirby on this board. He's done jack sheet but talk a good game and cancel/defer aircraft orders.
03-04-2018, 07:23 AM
#38
Gets Weekends Off
Joined APC: Oct 2006
Position: 777, sofa
Posts: 1,183
People, these were bonuses. Extra money above what the company was not contractually required to pay, awarded for meeting the goals established by the company.
They have every right to amend or eliminate the program at any time.
The thing that ought to get everybody riled up is that the program incentivized, for all work groups, meeting performance metrics that were important to the company's bottom line. Continental's original $65 monthly on time bonus was derived from what the company would save in direct customer compensation for misconnected passengers. It was break even number - give the money to unhappy passengers, or give it to employees who kept the passengers from becoming unhappy, it was going out the door one way or the other. Company profits rose due to the positive effect of not being late every day.
Will this lottery continue to incentivize ramp agents making an extra effort to off load/on load ten thousand pounds of smelly bags on a quick turn, in the middle of Houston's heat and humidity festival? Will it incentivize gate agents to aggressively gate check carry on bags at ORD on a full flight, instead of letting 20 pax get stuck in the back of a narrowbody with no overhead space? Will MX feel any urgency to replace a soiled seat cushion? Will Catering rush missing galley supplies to the plane before push?
Everybody's job has obstacles. What incentive do our coworkers have to take any initiative to overcome them quickly, instead of waiting for assistance or direction from a supervisor who is already spread too thin? My concern isn't the few dollars I won't collect. At our rates its almost insignificant. As a minimum wage new hire in 1995, that $65 was 20 hours of pay. It meant a lot. As a topped out agent, it was still half a day's pay. It made a difference in how people did their jobs.
Kirby is gambling with our profits - our profit sharing and our continued growth - that a lottery will work just as well at a lower cost.
They have every right to amend or eliminate the program at any time.
The thing that ought to get everybody riled up is that the program incentivized, for all work groups, meeting performance metrics that were important to the company's bottom line. Continental's original $65 monthly on time bonus was derived from what the company would save in direct customer compensation for misconnected passengers. It was break even number - give the money to unhappy passengers, or give it to employees who kept the passengers from becoming unhappy, it was going out the door one way or the other. Company profits rose due to the positive effect of not being late every day.
Will this lottery continue to incentivize ramp agents making an extra effort to off load/on load ten thousand pounds of smelly bags on a quick turn, in the middle of Houston's heat and humidity festival? Will it incentivize gate agents to aggressively gate check carry on bags at ORD on a full flight, instead of letting 20 pax get stuck in the back of a narrowbody with no overhead space? Will MX feel any urgency to replace a soiled seat cushion? Will Catering rush missing galley supplies to the plane before push?
Everybody's job has obstacles. What incentive do our coworkers have to take any initiative to overcome them quickly, instead of waiting for assistance or direction from a supervisor who is already spread too thin? My concern isn't the few dollars I won't collect. At our rates its almost insignificant. As a minimum wage new hire in 1995, that $65 was 20 hours of pay. It meant a lot. As a topped out agent, it was still half a day's pay. It made a difference in how people did their jobs.
Kirby is gambling with our profits - our profit sharing and our continued growth - that a lottery will work just as well at a lower cost.
03-04-2018, 07:49 AM
#39
Gets Weekends Off
Joined APC: Nov 2009
Posts: 5,244
People, these were bonuses. Extra money above what the company was not contractually required to pay, awarded for meeting the goals established by the company.
They have every right to amend or eliminate the program at any time.
The thing that ought to get everybody riled up is that the program incentivized, for all work groups, meeting performance metrics that were important to the company's bottom line. Continental's original $65 monthly on time bonus was derived from what the company would save in direct customer compensation for misconnected passengers. It was break even number - give the money to unhappy passengers, or give it to employees who kept the passengers from becoming unhappy, it was going out the door one way or the other. Company profits rose due to the positive effect of not being late every day.
Will this lottery continue to incentivize ramp agents making an extra effort to off load/on load ten thousand pounds of smelly bags on a quick turn, in the middle of Houston's heat and humidity festival? Will it incentivize gate agents to aggressively gate check carry on bags at ORD on a full flight, instead of letting 20 pax get stuck in the back of a narrowbody with no overhead space? Will MX feel any urgency to replace a soiled seat cushion? Will Catering rush missing galley supplies to the plane before push?
Everybody's job has obstacles. What incentive do our coworkers have to take any initiative to overcome them quickly, instead of waiting for assistance or direction from a supervisor who is already spread too thin? My concern isn't the few dollars I won't collect. At our rates its almost insignificant. As a minimum wage new hire in 1995, that $65 was 20 hours of pay. It meant a lot. As a topped out agent, it was still half a day's pay. It made a difference in how people did their jobs.
Kirby is gambling with our profits - our profit sharing and our continued growth - that a lottery will work just as well at a lower cost.
They have every right to amend or eliminate the program at any time.
The thing that ought to get everybody riled up is that the program incentivized, for all work groups, meeting performance metrics that were important to the company's bottom line. Continental's original $65 monthly on time bonus was derived from what the company would save in direct customer compensation for misconnected passengers. It was break even number - give the money to unhappy passengers, or give it to employees who kept the passengers from becoming unhappy, it was going out the door one way or the other. Company profits rose due to the positive effect of not being late every day.
Will this lottery continue to incentivize ramp agents making an extra effort to off load/on load ten thousand pounds of smelly bags on a quick turn, in the middle of Houston's heat and humidity festival? Will it incentivize gate agents to aggressively gate check carry on bags at ORD on a full flight, instead of letting 20 pax get stuck in the back of a narrowbody with no overhead space? Will MX feel any urgency to replace a soiled seat cushion? Will Catering rush missing galley supplies to the plane before push?
Everybody's job has obstacles. What incentive do our coworkers have to take any initiative to overcome them quickly, instead of waiting for assistance or direction from a supervisor who is already spread too thin? My concern isn't the few dollars I won't collect. At our rates its almost insignificant. As a minimum wage new hire in 1995, that $65 was 20 hours of pay. It meant a lot. As a topped out agent, it was still half a day's pay. It made a difference in how people did their jobs.
Kirby is gambling with our profits - our profit sharing and our continued growth - that a lottery will work just as well at a lower cost.
Part of me agrees with what you have to say, then part of me wants to know why people need to be incentivized to do their job in the first place? (So you’re telling me EWR can actually do worse?)
03-04-2018, 08:31 AM
#40
Gets Weekends Off
Joined APC: Mar 2013
Position: West Coast to East Coast
Posts: 108
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