Economy Grows

Steve Connell

Senior
Aug 16, 2003
322
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As the Economy Grows, Workers Still on the Short End

U.S. economic growth is strong but real wages are falling, unemployment is still high and poverty is rising. The most recent data for profits, assets, income and wages indicate that all the gains of the recovery have been captured by the wealthiest sectors.

Pay increases. CEO cash compensation - base salary plus annual bonus - rose 7.2 percent in 2003, according to Mercer Consulting, while 80 percent of all private sector workers saw their real hourly earnings fall.
Average pay. Median total direct compensation for U.S. CEOs - salary, bonus, and long-term incentives such as stock options - was $6.2 million in 2003, or about $120,000 a week, according to Mercer. This is 232 times the average weekly earnings for a U.S. production worker.
Highest paid. Total compensation in 2003 for the five highest-paid corporate executives in the United States reached $262 million dollars. Sandy Weill of Citigroup ($63 million), Larry Culp of Danaher ($53 million), Chuck Cawley of MBNA ($52 million), John Chambers of Cisco ($48 million), and Warren Spector of Bear Sterns ($46 million) made more than enough to fund the entire new community college initiative proposed by Bush to retrain American workers for jobs in high-growth industries ($250 million).
Corporate profits. The total profits reported by U.S. corporations for 2003 ($1 trillion) are closing in on the GDP for China ($1.2 trillion for 2003). Corporate profits are now the highest ever recorded in U.S. history.
Corporate cash. General Motors is currently sitting on enough cash ($55 billion) to fund the federal government's health care budget for 2004 ($52 billion).
Microsoft has enough cash ($53 billion) to cover all of this year's federal spending on income protection for the unemployed ($49 billion). Pfizer has enough cash ($12 billion) to cover the entire 2004 budget for the Department of Labor ($11.7 billion).
The richest. The two richest men in America - Bill Gates of Microsoft and Warren Buffet of Berkshire Hathaway - have a combined net worth of $82 billion, approximately the entire 2003 GDP of the Czech Republic ($84 billion). The five members of the Walton family of Wal-Mart fame could cash in their assets ($102.5 billion) and purchase the entire 2003 output of Egypt's 65 million citizens ($98.5 billion).
The richer. The ten wealthiest Americans have a net worth of $238 billion. They could personally foot the bill for more than half of all discretionary nondefense spending by the federal government this year ($416 billion).
The rich. The net worth of the 2003 Forbes 400 - the wealthiest 400 Americans - rose 10 percent from 2002, to $955 billion, more than the entire discretionary budget of the U.S. government.
Culture CEOs. Oprah Winfrey earned $180 million last year, more than the 2004 federal budget for enforcing wage/hour laws ($160 million) or OSHA laws ($166 million). Tiger Woods earned $78 million, enough to personally raise 3,248 families from poverty-level living ($18,392 for a family of four) to the U.S. median household income ($42,409).
Income inequality. The long-term trend in the United States has been toward increasing income inequality, according to the U.S. Census Bureau. Over the past thirty years, the share of income controlled by the top 5 percent of households has increased from 16 percent to 22 percent.
Asset inequality. The top 1 percent of all U.S. families owns about 30 percent of the nation's assets; the bottom 50 percent of families owns 5 percent.
Gini index. The Gini index, a measure of income concentration, records income equality on a scale of 0 to 100. A measure of 100 indicates complete inequality - one person has all the income and the rest have none. A measure of 0 indicates complete equality - all people have equal shares of income. The Gini index for the United States is 40.8, the highest of any advanced industrial nation. All European and most Asian nations - including Japan and South Korea - have far greater income equality than the U.S. Canada scores 31.4 on the Gini index. Most of the nations with similar or greater income inequality than the United States are located in Latin America or Africa.
The U.S. economy has recovered from the 2001 recession, but the distribution of the income generated has skewed the results away from working Americans. With profits and wealth accumulation still rising in the corporate sector but real wages and income transfers declining, the results for 2004 will be even more damaging.



© 2004 Labor Research Association

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Thought this wasan interesting article.
 
And the TWU lowered wages to compete!

Waiting for your expllanation......
 
Buck said:
And the TWU lowered wages to compete!

Waiting for your expllanation......
And I always thought it was the Company that lowered the wages. So the union,TWU, approached AA and said "Could we take less per hour on our wage scale please?". I see now. And the voting members had no say in any item. Placed in bondage by the union. And AMFA is the answer, it holds the secrets to salvation.

Well Steve, is he correct here? Is it the TWU that offered the wages. Should we have allowed AA to go with the THE VERMONT PLAN and saved us from this humiliation? Well Steve, and Buck, what say you?

I say join our brothers from NWA and UAL, let's make it an even 20K unemployed, we'll make a stand together!
 
Nightwatch said:
And I always thought it was the Company that lowered the wages. So the union,TWU, approached AA and said "Could we take less per hour on our wage scale please?". I see now. And the voting members had no say in any item. Placed in bondage by the union. And AMFA is the answer, it holds the secrets to salvation.

Well Steve, is he correct here? Is it the TWU that offered the wages. Should we have allowed AA to go with the THE VERMONT PLAN and saved us from this humiliation? Well Steve, and Buck, what say you?

I say join our brothers from NWA and UAL, let's make it an even 20K unemployed, we'll make a stand together!
And I always thought we paid union dues to get and keep higher wages and benefits?
 
That is what the Preamble of the AFL-CIO Constitution states.

To improve wages and working conditions.

Not to roll over and instill fear in the membership so the only option is to cower before the company.

Steve speaks of empowering the membership, however if the leadership does not listen to the membership or decides what is best for them, then you have the anti-union results we have today.

Of course it's not about unionism, its about jobs no matter the cost.
 
Nightwatch said:
And I always thought it was the Company that lowered the wages. So the union,TWU, approached AA and said "Could we take less per hour on our wage scale please?". I see now. And the voting members had no say in any item. Placed in bondage by the union. And AMFA is the answer, it holds the secrets to salvation.

Well Steve, is he correct here? Is it the TWU that offered the wages. Should we have allowed AA to go with the THE VERMONT PLAN and saved us from this humiliation? Well Steve, and Buck, what say you?

I say join our brothers from NWA and UAL, let's make it an even 20K unemployed, we'll make a stand together!
nw, your post drips with twu inability to accept the facts of life as they happen. The company wanted cheap labor and they simply went to your union and told them a scary story about a place called BK. The twu, aka jim little, said, "Ok, how much do you want?" And the fix was in.

No one person ever said that AMFA was perfect or holder of the "secrets of salvation". AMFA is simply a democratic, craft union operated by the membership FOR the membership. The twu is socialistic and operated by appointed sell outs for the benefit of sell outs. But then you knew that.

I say we join our brothers and sisters at USAir so we too can keep giving back concessions to people who do not know how to run an airline so the greedy can stay greedy. That way there will be two airlines that go out of bussiness. We can stand together outside the afl-cio's offices in NY while they come up with a plan to send more industrial union represented AMTs to swell our ranks.
 
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nw, your post drips with twu inability to accept the facts of life as they happen. The company wanted cheap labor and they simply went to your union and told them a scary story about a place called BK. The twu, aka jim little, said, "Ok, how much do you want?" And the fix was in.

Ah but Ken you are so wrong, and so is NWatch. The Company did not come to the union and ask for those concessions, they asked that our raise be postponed to compete with other airlines low fair wars. It was our TWU that hired the financial people and found the Company to have the Vermont Plan already in place and waiting.

You have a problem with Jim Little because he answered your lengthy letter question for question and more or less made you look foolish.

No one person ever said that AMFA was perfect or holder of the "secrets of salvation". AMFA is simply a democratic, craft union operated by the membership FOR the membership. The twu is socialistic and operated by appointed sell outs for the benefit of sell outs. But then you knew that.

Why has no one stated AMFA is perfect Ken? You and I both know why. It's AMFA's history. The "for me" attitude gets in the way of unionism. AMFA is operated by the membership Ken? What part of McKormick is our membership, do they pay dues Ken, let's not lead NWatch astray here. Have a great day.
 
Steve Connell said:
Ah but Ken you are so wrong, and so is NWatch. The Company did not come to the union and ask for those concessions, they asked that our raise be postponed to compete with other airlines low fair wars. It was our TWU that hired the financial people and found the Company to have the Vermont Plan already in place and waiting.

You have a problem with Jim Little because he answered your lengthy letter question for question and more or less made you look foolish.



Why has no one stated AMFA is perfect Ken? You and I both know why. It's AMFA's history. The "for me" attitude gets in the way of unionism. AMFA is operated by the membership Ken? What part of McKormick is our membership, do they pay dues Ken, let's not lead NWatch astray here. Have a great day.
Steve, you certainly do not seem to grasp facts as they occur. The compnay wanted concessions. PERIOD! The company did not keep BK a secret. They used that threat to give the twu something to use as a battle cry.

Yea, the union used to check the books "found" the Vermont plan but missed the SERP plan? The twu was in league with AA from the get go. As far back as TWENTY YEARS ago.

My problem with jim little is that he lied to me when he said that the NWA AMTs fighting for better benefits and wages was not our fight. WRONG! What effects one airline effects another. My problem with jim little is that he was not elected by the membership. He was appointed. My problem with jim little was that he lied to me when he said I would get a FULL REVOTE! I did not. As for his answering my questions he did not make me look foolish. He put spin on facts to make his point seem truthful. The only foolish person is the one that agrees with jim little's form of unionism.

No one stated AMFA is perfect Steve because they are not. AMFA's history is fighting for the membership and telling the company what the membership wants. Not the other way around. As for the McCormick Group what is your problem with them? You prefer to spend millions of dollars in real estate offices that do not benefit the membership?
 
Steve Connell said:
Ah but Ken you are so wrong, and so is NWatch. The Company did not come to the union and ask for those concessions, they asked that our raise be postponed to compete with other airlines low fair wars. It was our TWU that hired the financial people and found the Company to have the Vermont Plan already in place and waiting.
I remember the company specifically asking for a pre-determined amount from each and every union.

TWU's requested amount was $620 Million

Further more, here is a screen capture from TWU Local 567 Newsletter dated Feb. 2003. Notice the highlighted area about "Senior Management" ASKING FOR CONCESSIONS.

567_02_03.jpg



Source = Local 567 Feb. 2003 Newsletter PDF


Mr. Connell,

I don't know what planet you've been living on, but most of us have documented proof of what took place. Your local website seems to be missing the on-line copies of the "Newsletters" from Local 530 during this time frame. And TWU-ATD is missing April 2003 Director Update Archives. Why is that Steve?

Maybe you should go request back issues of your own Local's newsletters that were written in real time, instead of buying into the Jim Little after the fact excuses, that can be proven a lie.

Go ot the library and read back issues of Local Newspapers from Dallas, Fort Worth, and Tulsa.

Get back on the reality page Steve and quit placing yourself in a position to be proven a liar along with Jim Little.
 
There is also some interesting reading from Local 567 President Gary Peterson (Who was there), about the information the TWU finance consultants had found...

567_05_03.jpg
 
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Decision 2004 said:
I remember the company specifically asking for a pre-determined amount from each and every union.

TWU's requested amount was $620 Million

Further more, here is a screen capture from TWU Local 567 Newsletter dated Feb. 2003. Notice the highlighted area about "Senior Management" ASKING FOR CONCESSIONS.

567_02_03.jpg



Source = Local 567 Feb. 2003 Newsletter PDF


Mr. Connell,

I don't know what planet you've been living on, but most of us have documented proof of what took place. Your local website seems to be missing the on-line copies of the "Newsletters" from Local 530 during this time frame. And TWU-ATD is missing April 2003 Director Update Archives. Why is that Steve?

Maybe you should go request back issues of your own Local's newsletters that were written in real time, instead of buying into the Jim Little after the fact excuses, that can be proven a lie.

Go ot the library and read back issues of Local Newspapers from Dallas, Fort Worth, and Tulsa.

Get back on the reality page Steve and quit placing yourself in a position to be proven a liar along with Jim Little.
Mr. Stewart,
You remember? Were you with Mr. Little when he was approached in December and asked to forego the raise due in March? You might remember the outcome of that day, but you were not there. Mr. Little showed he had the backbone enough to come to the Locals and ask to save our airline, there lies a man, unlike the likes of yourself who thrive on the adversity of others.

Also Mr. Stewart, if you desire Local 530's newsletters why not ask your friend here in MCI for them.
 
So why didn't the stooges forego the raise ealry on instead of waiting until they damn near eliminated the company? Is this because Jim is stupid or just a liar?

You can't have it both ways.

Either way the company was requesting concessions!

Are you saying we could have just given up our scheduled raise early on and not sold out the entire contract? What kind of leadership is that?
 
AA asks TWU Members for assistance.



December 6, 2002





Mr. James C. Little

Director Air Transportation Division

International Air Transport Division

Transport Workers Union, AFL-CIO

1791 Hurstview Drive

Hurst, TX 76054



Dear Jim:



As we near the end of the year, our airline continues to face unprecedented financial challenges, challenges that will not improve through the usual cyclical upswings as they are here to stay. There is no escaping the fact that we are in the midst of a financial crisis.



Low-cost carriers now compete in over 75% of our markets, helping to drive ticket prices down to 20-year lows. The level of business travel is our bread and butter and is down significantly. Customers' perceptions of travel and what they are willing to pay have changed since 9-11. Supply and demand are out of balance with too many seats for too few passengers. Adding insult to injury, burdensome government-mandated security and insurance costs have increased dramatically.



It is no secret that these compounding factors have had a devastating impact on airline revenues, resulting in massive financial losses across the industry expected to total $9 billion this year. During the third quarter, our peak summer months, American was losing $5 million a day. As we move into fall, traditionally a weaker season, this number has grown worse. Wall Street agrees that there is no relief in sight..



We recognized early on that if we were to survive the treacherous currents of today's marketplace, it would require fundamental change. So last year, as you know, we launched a long-term plan to restructure the company while simultaneously taking immediate and aggressive steps to increase revenue and control costs. We felt it was important to pursue this course of action before turning to our employees for financial help, and have made a concerted effort to do so.



Over a year later, we have reduced capital spending by several billion dollars and identified more than $2 billion in permanent, annual structural savings through our plan, which includes enhancing automation and simplifying our fleet, our service and our network. Still, it is not enough.



The changed marketplace and the severity of our financial situation demand that we expand our short-term efforts to control costs so that we can buy enough time to find the additional $2 billion in permanent, annual structural changes needed to survive.



Therefore, it is now necessary to ask for your help to get our airline through its immediate and severe cash crisis. Per your contracts, your membership is scheduled to receive a 3% pay increase plus, for some of the contracts, an applicable premium increase effective March 1, 2003.







2 of 2



Agreeing to forgo these scheduled increases is critical to our immediate need to stem losses and stabilize our company.



We hope that you can appreciate that in today's precarious environment it simply would be irresponsible to allow costs to increase on any front that cannot immediately and directly produce additional revenue.



Be assured that no employee group will be exempt. We are all in this together. We are making a similar request of the APFA, and forgoing management pay plan increases for the second year in a row. Our agents, representatives and support staff similarly share in this effort, as we will explain in information sessions that will be held with them. And because we are in the midst of contract negotiations with our pilots, we will be working with their union representatives on these issues through the Section 6 process.



By forgoing all of the scheduled increases, our airline will realize approximately $130 million in cost savings. However, we still have a long way to go.



As we witness the downsizing and layoffs taking place at most major carriers including our own, it is clear that we will emerge a smaller airline with fewer people. We need to be leaner and more efficient. We need to be more productive. And, we need competitive labor agreements. So, while forgoing scheduled pay increases is a necessary and important short-term step in our march toward survival, it cannot be the only one. As we look to the future, the restructuring of our labor agreements is inevitable and fundamental to our long-term goal of remaining competitive and restoring profitability.



It is time to demonstrate to the marketplace that the men and women of American Airlines appreciate the severity of the problem and are willing to do their part, constructively and productively, to help stabilize their company and to ensure its survival. We know we all share the common goal of returning our company to profitability so that together we can continue to serve our customers, best our competitors and provide a secure future for us all.



Together we built this airline and, working together, we can save it. Thank you in advance for your collaboration and commitment.



Sincerely yours,







Original Signed.





Donald J. Carty Gerard J. Arpey

Chairman and CEO President and COO
 
You also forget Steve about Jim Little's "without further ratification" vote. He single handedly said we will not vote again because he knew it would not pass after the company scam.

Secondly, less we forget, Jim Little and the entire International received very nice raises in pay and benefits, while the membership took the shaft.

Thirdly, the twu hired the same people to check the books as the company hired to make them. Can you see a conflict of interest here. How about outright fraud on the membership???

Forth, Anne McNamara sat on the board of the AAA voting scheme who had earlier retired from American Airlines yet, she was included in the 40+ million dollar retirement scheme, that was by the way never rescinded.
 
January 16, 2003



Mr. James C. Little

Director Air Transportation Division

International Air Transport Division

Transport Workers Union, AFL-CIO

1791 Hurstview Drive

Hurst, TX 76054



Dear Jim:



There is no question that the many forces adversely affecting the airline industry will result in fundamental and permanent change at American. How we respond to this financial crisis today will shape the destiny of our airline and the future of our employees for decades to come. We all have a stake in the outcome.



Unprecedented times call for unprecedented action. Given what is at stake and the severity of our financial situation, it is critical that we – management and labor – work more closely than ever before in our history and intensify our efforts to find both short- and long-term solutions to save and restructure American.



Today, we want to invite you to join in charting a new course of active engagement – one that forges a partnership between management and labor through an intense, collaborative program of information sharing and problem solving.



In keeping with the spirit of active engagement, we pledge to devote the resources necessary to conduct weekly meetings in order to provide you with the latest financial and industry data and to seek and consider ideas on how best to move forward. We believe if we are all operating with the same information and data, and meeting around the table instead of across it, we can more quickly find mutually acceptable solutions to our immediate and long-term issues.



We recognize and appreciate that there is a solid foundation in place for active engagement. Over the course of the last year, you attended company financial briefings and recently have deployed financial advisors to examine American’s financial situation.



However, the convergence of adverse industry conditions demands that we intensify our efforts to work together to find solutions:

Our bankrupt mainline competitors are using the bankruptcy process to create huge cost advantages through creditor-imposed labor and other cost cuts;
The competitive threat from low-cost carriers in over 75 percent of our markets, coupled with the growing practice of internet fare shopping, has impacted our pricing structure;
Government-imposed security and insurance costs are crippling; and
Fuel prices continue to rise and the threat of war looms.
Page 2



The overall industry revenue picture remains dismal, with no improvement in the foreseeable future.



There is no time to waste. Though we have identified $2 billion of the $4 billion needed in annual, permanent cost savings through an on-going and aggressive restructuring initiative, we are facing a short-term cash crisis that requires our urgent attention. In short, we are losing millions of dollars every day, which has forced us to borrow vast

sums of money just to meet payroll and stay in business. As a consequence, we asked you to consider forgoing 2003 pay increases. Given the importance of this issue to our employees, it was a request we did not make lightly and we hope you still are actively considering it.



While deferrals would provide some much needed immediate relief, we all recognize that under the current circumstances, short-term measures alone won’t be enough. Finding the additional $2 billion we need in annual, permanent savings must be our number one priority. As we have stated to you and to your financial advisors in the past, the restructuring of our labor agreements is inevitable and fundamental to our survival, and must be a part of any long-term solution.



Finally, we pledge that management will continue to do its part. We have cut the size of management by 22 percent, and we are in the process of consolidating eleven headquarters buildings down to two. We again have deferred across-the-board management pay increases. This is a time for shared sacrifices.



Jeff Brundage, our vice president of employee relations, will be contacting you to establish a weekly meeting schedule. As time is of the essence, we hope your schedules will be able to accommodate the first active engagement meeting Monday, January 20th. There is much to discuss.



Thank you in advance for your continued commitment and collaboration.



Sincerely yours,


Donald J. Carty Gerard J. Arpey

Chairman and CEO President and COO
 

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