IAM Stepping Up campaign

[WorldTraveler]

any American that has enjoyed compensation increases of even 30% over the past 25 years has beat the national average for household income growth esp in the most recent years as wage growth in the US has slowed.

http://www.statista.com/statistics/200838/median-household-income-in-the-united-states/


"The statistic shows the median household income in the United States from 1990 to 2012. The median household income was 51,017 U.S. dollars in 2012, a slight percent decline from 2011. Since 2007, the median household income has declined from 55,627 U.S. dollars and is far below the median household income peak at 56,080 U.S. dollars that occurred in 1999."

DL employees have received their greatest increases in salary since 9/11 at the very time that wage stagnation in the US has been the most acute.

DL employee salary growth has far outperformed the US as a whole as well as employees of its peer airlines.

Union wage growth, esp in the airline industry, OTOH, closely follows the trend in America as a whole.

 

[robbedagain]

i don't have to incite the mgmt./labor hatred    mgmt. does a fine job at that alone.   its my personal feeling that mgmt. including ceos are no more important to the company then the employee is given how most employees are treated   why should mgmt. be making a far better living than the actual employees who do the actual work     id be willing to bet R.A. never saw a day on the ramp in foul weather  or having to retrieve bags bec the plane is cancelled

 

[WorldTraveler]

you are free to believe what you do about CEO compensation, robbed, but unions aren't going to change it - boards of directors MIGHT - but there have been plenty of efforts to reduce executive compensation in the US and other parts of the western world with very little success.

ALL employees including executives obtain salaries that are what the market is willing to bear.

And executive compensation is heavily tied to the strength of the company - or should be.

IN the case of Delta Air Lines, DL execs have generated more wealth for the owners of the company - the stockholders - than any airline mgmt. team has generated in a similar period of time.... and yet DL execs don't make what execs in other industries of comparable size make.

And your focus on executive salaries does nothing to change the fact that unions have done a very poor job of recovering wages that were lost as part of the post 9/11 meltdown of the legacy carrier segment of the industry.

when the unions can show that they add a valuable service which employees are willing to pay for, then people will vote them in. In the meantime, it's not hard to see why DL employees have consistently said they aren't interested in further unionization.


Further, DL is driving the growth in compensation in the industry at a far faster rate than what unions are doing.

For now, it is clear that DL employees are succeeding based on the success of the company.

the real test of the unions' abilities to prove that they can generate gains for employees will come over the next few years as AA recovers financially and merges, WN completes its merger and expands its network, and UA - we hope - turns itself around. for now, there is no reason to believe those airlines and their unions will close the gap in compensation growth that DL employees have enjoyed.

 

[Kev3188]

id be willing to bet R.A. never saw a day on the ramp in foul weather  or having to retrieve bags bec the plane is cancelled

No, it's worse. He comes out 1-2x/year, works a nicely staged event, and then can sell it as being a man of the people.

 

[700UW]

Really lets see in the past 2 years DL has gotten a max of 6% raises, on DOS the IAM/US Fleet will get a 9.53% raise on DOS and another 3% in September, so in two months the US fleet will have gotten more than what DL has given out in the same time period.
 
And if you even go three years, that is 9% max at DL.

 

[WorldTraveler]

and not surprisingly, you exclude the profit sharing that DL employees have gotten over the past four years which combined with pay raises has easily passed 8% EVERY YEAR.


No, US fleet hasn't and won't pass DL employees unless you somehow regain the profit sharing you gave up.

No airline is giving out 8% plus increases in pay raises but DL employees are getting that between pay raises and salary increases.

And you don't even need to tell us that profit sharing is not guaranteed. DL employees get it. That is why they work to make sure the company is stronger next year than it is this year.

and the company and employees are succeeding at doing just that

Kevin,
do you spend a day per year in the CEO suite? as a pilot, mechanic, or FA - and if not, why not?

you do realize that Anderson sits on the board of the Federal Reserve in Atlanta? how many other executives put themselves in a position to be as aware of what is happening in the world of business to ensure their company is on the cutting edge of the industry? and when the company wins, DL employees win. that is what profit sharing is all about.

Anderson hob nobs with some of the most powerful people in business and finance to make sure DL and DL employees are positioned to succeed.

 

[Kev3188]

Really lets see in the past 2 years DL has gotten a max of 6% raises, on DOS the IAM/US Fleet will get a 9.53% raise on DOS and another 3% in September, so in two months the US fleet will have gotten more than what DL has given out in the same time period.
 
And if you even go three years, that is 9% max at DL.

Better yet, once ratified, those increases are set. No changing the pay scale "at any time, for any reason."

 

[700UW]

Hey Kevin,

Would you voluntarily give up profit sharing for a CBA with set and gauranted raises?
 
And what happens when a company doesnt make a profit, does it pay profit sharing then?
 
And Kevin, how much more would have your profit sharing be if it wasnt cut arbitratly by DL by 33% to 10% from 15%?
 
And to the SHPC member.
 
And a 12% raise on every hour worked is better than an 8% one time payout, imo.

 

[Kev3188]

I prefer a wage scale with set steps that can be banked on, as well as one where any percentage increases are the same regardless of time w/the company.

 

[WorldTraveler]

guess what?

everyone would prefer a guaranteed salary that is higher than any other type of compensation.

including a CEO.

but the whole point of variable compensation whether it be profit sharing or stock awards - which is the majority of executive compensation comes from - is tied to PERFORMANCE.

DL employees - just like those at WN - have an incentive to make the company thrive long-term.

Funny how variable compensation is ok at heavily unionized WN even though it has delivered far higher total compensation for their employees than at the legacy carriers.

Employees AT ANY company want the highest compensation possible and they are willing to accept some of it at risk based on the performance of the company in order to get a higher amount.

it is to the loss of IAM members that IAM said "no thanks" to profit sharing and settled instead for much lower compensation than what DL employees are getting.

DL employees, in turn, say "NO THANKS" to the IAM - and their voting history for unions confirms it.

 

[700UW]

WN doesnt have variable compensation, WN has the highest percentage of unionized workers in the industry, and they are the highest paid and have been profitable for over 30 years straight.
 
Can you say that about DL?
 
They work under a CBA with guarantees and dont give the same classifications different raises.
 
Voting history?
 
How many times was there an election at DL for ACS for the IAM?
 
The IAM members didnt say no thanks to profit sharing, it was taken in Chapter 11 part 2 and other compensation was increased, including getting rid of the 60 day rule for the ramp.
 
The US BOD didnt want profit sharing, and neither did the creditors.
 
We got stock instead of profit sharing.

 

[700UW]

Hey Numbers guy, read this:
 
http://www.bls.gov/opub/mlr/2013/04/art2full.pdf
 
 

Union workers continue to receive higher wages than nonunion workers and have greater access to most employer-sponsored employee benefits;during the 2001–2011 period, the differences between union and non-union benefit cost levels appear to have widened
 

Recent data from the Bureau of Labor Statistics (BLS) show that,on average, union workers receive larger wage increases than those of non-union workers and generally earn higherwages and have greater access to most of

1. the common employer-sponsored benefits as well. These trends appear to persist despite declining union membership.

The National Compensation Survey (NCS)measures compensation levels and benefit provisions for many worker and industry characteristics

 
 

 

[WorldTraveler]

feel free to use information specific to the airline industry instead of generic information from the government which isn't true in the airline industry.

 

WN doesnt have variable compensation, WN has the highest percentage of unionized workers in the industry, and they are the highest paid and have been profitable for over 30 years straight.
 
Can you say that about DL?
 
They work under a CBA with guarantees and dont give the same classifications different raises.
 
Voting history?
 
How many times was there an election at DL for ACS for the IAM?
 
The IAM members didnt say no thanks to profit sharing, it was taken in Chapter 11 part 2 and other compensation was increased, including getting rid of the 60 day rule for the ramp.
 
The US BOD didnt want profit sharing, and neither did the creditors.
 
We got stock instead of profit sharing.

again, you don't understand variable compensation which is any type of compensation which is based on performance.
It includes profit sharing and stock awards, among others.

WN absolutely has variable compensation for its employees... that is what profit sharing is.

WN has a solid business model and costs that were well below that of legacy carriers for years - including employees who were paid well below average.

It is great to talk about what WN employees make now but also look at how fast their pay raises are coming - they aren't.

Their business model doesn't support the huge pay raises that WN employees once enjoyed.

WN's business model, like DL's, is based on ensuring the employees have skin in the game.

Whether you can see it, the motivation and process is the same with DL and WN.

We all know that you can't admit that DL can succeed doing something that a union airline does, but that is exactly the case.

It will be shown that DL's use of profit sharing will translate into gains relative to its competitors who haven't embraced profit sharing just as WN has won based on its philosophy of employee engagement.

 

[700UW]

 

[737823]

Funny DL F/As are independent now and you're suggesting they join. A money sucking national industrial union will make them more independent? Where do your campaign officials come up with this stuff? Seriously I must be giving them too much credit.

Josh