Airline Offers To Trim Bonuses

[Dea Certe]

I am sorry, but I see absolutely no reason for anyone at the Executive Level to get any bonus of any kind. Thet didn't accept their responsibility in the Christmas meltdown and just haven't earned, merited or overwised any money above their salaries. Which I think are over-inflated gieven their performance. I am hoping AWA is watching closely and will show the door to the non-performancing door stops at CCY.

I feel the folks in the CCY offices, the ones who make things go, deserve a nice severence package and good references as they leave through redundencies.

The Executives have already enjoyed bouuses and perks. Time to cut the cord, reel in the golden parachutes and let them get on with their little lives in the real world.

Dea

 

[jimntx]

I think all airline unions, from this point on, should refuse to negotiate any contract unless Management agrees to stipulations regarding executive pay, bonuses, payouts, stock options, golden parachutes, and all the other self-serving, cover-their-asses, "i-got-my-money, I'm-not-worried-about-labour" perks are TIED TO COMPANY FINANCIAL PERFORMANCE.
DesertRat

[post="273932"][/post]​

Be careful what you wish for. The layoffs and outsourcing of jobs and the compensation of execs with stock options in the 90's was based on pay tied to company financial performance. The ultimate expressions of that view were Enron, Worldcom and Tyco.

 

[nycbusdriver]

Mergers can wreak havoc with operations. These retention bonuses are justified for all non-union employees. Airways’ needs to keep the key decision makers onboard to ensure a smooth transition, especially with a high demand labor market today in which individuals can easily move on to other companies.

Headhunters are circling CCY enticing talented employees. One can look at the recent executive level departures to fully understand the need to offer a rentention bonus to avoid having to spend between 50K-75K in hiring a replacement. The bottom line is that retention bonuses are a preemptive measure designed to keep employees from bolting during this critical time.

[post="273829"][/post]​

In mid-December, there was a mandatory meeting in CCY for all management employees. That day, USAirways had a 100% completion factor. So, tell me again how important these nitwits are to the operation.

Let the headhunters circle. In many cases it would be better to pay bonuses to get this "talent" out of CCY and into the HQ's of competing carriers. No one at CCY is not expendable today, this very moment. Close it down and the airline would likely function better. (This includes station managers, too.)

 

[insp89]

Bob, While I agree with you about the $14 million for the fat cats, :down:

I have to disagree with you concerning the retention/severence "program" for the 1873 "mid-level" company employees...

While labor was forced into HUGE pay cuts [Starting at 18%], These 1873 employees took [at the most] a 1% paycut.......

They have ALREADY received their retention/severance by being able to keep their pay checks virtually unchanged..

This is nothing more than another "kick in the teeth" to every Mechanic, Pilot, Flight Attendant, Fleet Service Worker, and everyone else that Sacrificed Hard earned pay [ Not to mention the hundreds that lost their jobs ] during the so-called Transformation....

Keep the $55 million dollars where it belongs, Put this money to work to ensure the success of this company !

[post="273830"][/post]​

Please re-read again...Middle Management has ALREADY received their severance...Stop the insanity....

 

[USFlyer]

This is a classic union vs. non-union discussion, and quite honestly every time we discuss it no one ever agrees. Retention payouts are extremely common for non-union employees in any corporate transaction. They're a necessary evil in order to keep the enterprise functioning while those who will receive them know full well they will be out of a job in the near future. You better believe everyone in CCY sent out resumes the day the merger was announced, and without the retention payout what incentive is there to stay with US if another opportunity presents itself.

 

[USFlyer]

In mid-December, there was a mandatory meeting in CCY for all management employees. That day, USAirways had a 100% completion factor. So, tell me again how important these nitwits are to the operation.

[post="274000"][/post]​

This is an unfair statement. Lots of hardworking people in CCY and elsewhere work each day to make sure you get your paycheck, to balance the company's accounts, to pay invoices, to field questions from investors, to set schedules and the list goes on. If you really think the airline would function with only front line employees, you really need to spend some time in someone else's shoes for a bit.

 

[EightySix]

You better believe everyone in CCY sent out resumes the day the merger was announced, and without the retention payout what incentive is there to stay with US if another opportunity presents itself.

[post="274062"][/post]​

That's a big IF given USAirways reputation for top notch management. I don't think those opportunities are really there and if they are and the company verifies it, then give the person a retention bonus. Until then, let them send out their resumes. My guess is the phone isn't going to ring anytime soon.

 

[USFlyer]

That's a big IF given USAirways reputation for top notch management. I don't think those opportunities are really there and if they are and the company verifies it, then give the person a retention bonus. Until then, let them send out their resumes. My guess is the phone isn't going to ring anytime soon.

[post="274066"][/post]​

This may sound nice on paper but is not realistic. Once someone has a job offer, they aren't going to turn it down to stay at a company a few months longer, knowing full well they'll be out of a job after those few months. The point of retention bonuses is to keep people from looking elsewhere for a period of time.

Also, again, "management" is a broad term people on this board use to refer to anyone not on the front line. Significant numbers of people in Finance, A/P, HR, Payroll, IT, etc. will most likely all be out of jobs once HQ moves to Tempe. If you mean "management" to be "officers and senior executives", that's a different story. But, there are lots of folks in CCY who aren't making six figures and will shortly be told whether they will have a job going forward. The company needs these people to stay on board until HP can take over the functions -- there's really no other way around it.

 

[hp_fa]

IMO, Tempe is relatively lean and trim as far as worker bees in admin functions go. So, my guess is most of the U worker bees at CCY will be able to find a job at the merged airline as long as they themselves are not "excess fat". True management from Directors up will, IMO, have a tougher time.

Just my opinion.....

 

[PITbull]

USflyer,

I can agree with you on this, surprisingly.

 

[USFlyer]

USflyer,

I can agree with you on this, surprisingly.

[post="274072"][/post]​

Ugh! I was looking forward to a heated discussion.

 

[High Iron]

And back again.

That's a big IF given USAirways reputation for top notch management. I don't think those opportunities are really there and if they are and the company verifies it, then give the person a retention bonus. Until then, let them send out their resumes. My guess is the phone isn't going to ring anytime soon.

[post="274066"][/post]​

I'd say you've hit the bulls-eye...squarely. Considering their previous moves, and connecting the dots, one can see this an all-or-nothing last minute land-grab for the upper fat cats at fort fumble. That the'll not be retained in the case of a merger is poetic justice. On one hand I guess one can't blame human nature for them taking a stab at this...after all, they've gotten their way so far. If they're ( likely ) gone anyway, what's the harm in pocketing some booty along the way? ( in their eyes )

Their crocodile tears they show for the CCY "worker bees" are a deft ( and somewhat effective ) attempt at "laundering" this mess and concealing/diluting the sheer perniciousness of this all. If those crocodile tears are in fact real, than why the extra "rider" on this bill for the fat cats? This would no doubt add credence to the greed angle, but amazingly it's glossed over, save for a few "yeah well....you gotta' point" type gestures at being bias free.

 

[RedOne]

..., there are lots of folks in CCY who aren't making six figures and will shortly be told whether they will have a job going forward. The company needs these people to stay on board until HP can take over the functions -- there's really no other way around it.

[post="274070"][/post]​

Are you suggesting each of these you are refering to need to be offered a bonus to stay? Why? IMO they are not needed anymore than the employees that have been outsourced/sent to the street. They can do like they did to these fine folk. Farm them out....contract it out....get temp help from agencies. IMO, everyone in CCY who expects everyone to say "Yes Sir" or "No Sir" to them, could leave today and no-one could tell the difference. I remember when our station manager left (after breaking the zero tollerance by having a little fruit punch and coming to the airport one night)...we shared a manager for MONTHS. The place ran as well or better than when we had management. (The bonus we recieved was getting outsourced) I bet CCY would continue to get the job done too. The "pee-ons" left would somehow get the job done.

 

[roadtrip]

For a company that screams for cheap help the management of this company sure has the nerve to ask for more money to keep its mid level and upper management. The judge should tell the big boys if you dish it out to others you should take the same medicine. If you dont like it start looking for other work!

 

[diogenes]

I think we all understand the difference between staffers, who may have been thrown the bone 'manager', and executives.

There are plenty of furloughed employees who would 'consult' for a few months to replace executives, OR some HP execs could start pulling double duty.

I have never been of the opinion the executive pay, obscene as it was, sank U. It was the stupid decisions they made. AND, after a decision failed, the executive not only was retained, but frequently promoted.

Sort of like the 'Peter Principle' on meth.

For the staffers, I hate it for you, just like I hate it for the thousands of others U has put on the street. You certainly deserve severance.

The only mistake we made was seeing the potential of U, and ignoring the reality of management.