"It's just not the right way to pay 100,000 employees that don't have that much impact on the daily
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Just sharing the truth. You guys all feel you hit the lotto with non rev bennies and compared to other industries your pay lags by a great margin. I can buy a ticket on any carrier at anytime I want, but usually redeem miles I've earned from company travel. Even positive space travel on AA isn't especially valuable, I mean would anyone really want to fly AA even in premium cabins internationally when much better alternatives exist?
Josh
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Apparently not IF she retires as president. It's been that way for 35 years. Didn't you know?
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eolesen
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Maybe you should run for APFA president and see if you can stick around to reach retirement age?
The only union presidents I can think of who managed to stick around in office to retirement age and keep their A5's were Ed Koziatek and Jim Little, and that's because they were appointed for life in the TWU.
Denise Hedges didn't run for a third term, and she's the only other two-term president for APFA. APA hasn't had a president retire as far as I know.
If I'm figuring out Gladding's age correctly, she started working for AA in 1978, and would be eligible to retire. Personally I hope she does it just to give you something to be eternally bitter about.
Oh, and just to give you something else to stew over... I'm pretty certain that Chief Pilots who retire get to keep their A8, A6, or A4 (depending on their job level) at retirement, provided they don't go back to flying the line.
The only union presidents I can think of who managed to stick around in office to retirement age and keep their A5's were Ed Koziatek and Jim Little, and that's because they were appointed for life in the TWU.
Denise Hedges didn't run for a third term, and she's the only other two-term president for APFA. APA hasn't had a president retire as far as I know.
If I'm figuring out Gladding's age correctly, she started working for AA in 1978, and would be eligible to retire. Personally I hope she does it just to give you something to be eternally bitter about.
Oh, and just to give you something else to stew over... I'm pretty certain that Chief Pilots who retire get to keep their A8, A6, or A4 (depending on their job level) at retirement, provided they don't go back to flying the line.
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eolesen said:
Maybe NO union president should receive a lifetime bribe from the company.
What is the FA retirement age?
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eolesen said:
I think you protest too much for a management type.
Why do you care what an F/A gets?
You don't care what I get at retirement.
Who is her cousin Tom?
Are you LG's cousin?
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You're
Why does management care what a F/A gets for retirement?
Are you her cousin?
Yeah you do otherwise you wouldn't bother to answer.eolesen said:
Why does management care what a F/A gets for retirement?
Are you her cousin?
Cranky weighs in with his view of profit sharing at AA:
http://crankyflier.com/2014/12/02/profit-sharing-why-american-doesnt-like-it-why-it-should-have-done-it-anyway-and-why-it-cant-do-it-now/
I don't always agree with Cranky, but I agree with his views here.
http://crankyflier.com/2014/12/02/profit-sharing-why-american-doesnt-like-it-why-it-should-have-done-it-anyway-and-why-it-cant-do-it-now/
I don't always agree with Cranky, but I agree with his views here.
You would, but neither of you are employees. Cranky flier? More like kooky flier.FWAAA said:
The airlines demanded concessions and said if we make profits you will get part of those profits in exchange for lower wages and less benefits. "Trust us" "Shared pain, shared gain". Work together, win together" They lowered the wages through direct pay cuts, slashing benefits and through inflation by having us go many years with no adjustments for inflation. Now they want to whipsaw us and say that profit sharing isn't the way to go, it should be built into the much lower wage with wage adjustments that of course barely qualify as COLA adjustments and not get a share of the profits now that the company is actually poised to produce huge profits.
I'd be ok with no profit sharing if they adjust my compensation in real terms to what it was before the cuts. For me it would be well in excess of a 50% increase. Give me $60/hr with a 10% 401k contribution and you can keep your profit sharing.
As mechanics we have two ways of getting our share. One the company can give us profit sharing and we do our absolute best to make sure those profits are maximized or we can do as they say, not go above and beyond and work more OT instead. I believe we are currently running at around 20% OT. Of course when we are working OT in reality the net result is less profits, not so much because they are paying us OT but because when they are paying us OT it means that their plane is sitting on the ground with us working on it instead of up in the air moving people and generating revenue. Gordon Bethune wrote about this in his book "From worst to first". Why would we go above and beyond for below and behind? Why give the extra effort to get a plane out on time, which increases the likelihood of an error that exposes us to liability when doing the opposite puts more money in our pockets and keeps us safer? Part of the reason is many mechanics like the challenge of beating the clock, but more and more are realizing thats a form of self indulgence they can no longer afford.
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