Follow along with the video below to see how to install our site as a web app on your home screen.
Note: This feature may not be available in some browsers.
+1000eolesen said:Ah, yes, the resident DL cheerleader who has been out of the industry for almost a decade I s now the expert on AA's labor situation....
Again, most people on the forums think profit sharing should be part of the package at AA. Trying to say there's a bunch of apologists here is even more removed from reality than anything Bob's said.
would you make up your mind?Ah, yes, the resident DL cheerleader who has been out of the industry for almost a decade I s now the expert on AA's labor situation....
Again, most people on the forums think profit sharing should be part of the package at AA. Trying to say there's a bunch of apologists here is even more removed from reality than anything Bob's said.
there may be plenty of people who think that profit sharing should be part of the compensation package but very few have said they want it if it means not having the same level of pay of DL employees including their profit sharing in AA scale salaries.Ah, yes, the resident DL cheerleader who has been out of the industry for almost a decade I s now the expert on AA's labor situation....
Again, most people on the forums think profit sharing should be part of the package at AA. Trying to say there's a bunch of apologists here is even more removed from reality than anything Bob's said.
And why then did DL go BK years before AA?WorldTraveler said:guess what? stuff like the Oct 2012 or whatever year it was operational meltdown would never happen if employees had to pay for it out of their own profit sharing.
AA employees don't have the mindset to make the company work like DL or WN employees.
because DL's business model was broken- heavily dependent on large gauge domestic low yield connecting traffic.And why then did DL go BK years before AA?
So the "business model" was broken and they took it out on their employees with concessions and freezing their pension?WorldTraveler said:because DL's business model was broken- heavily dependent on large gauge domestic low yield connecting traffic.
as far as the timing, DL decided it wasn't worth continuing to avoid BK when it was a reality that would happen in time.
DL managed to restructure faster than either AA or UA and move very quickly into its restructuring program which started before BK and ended up with the NW merger and restructuring of the network afterwards including closing MEM and CVG as hubs and expanding NYC and SEA. You can draw the line where you want, but DL's restructuring was by far the fastest and most decisive of the big 3 - really big 4 because WN has done many of the same things since their merger - and has taken the leadership position in revenue generation.
The whole reason why profit sharing matters a lot to the total compensation of DL employees and why it should for AA is because every carrier has to restructure - B6 is now starting on it and AS is being forced to do the same thing or they can't survive the way they did a few years ago.
Profit sharing for WN employees has been based on making the company successful both in the now and in all of the transitions that have to take place for any airline to continue to adapt and succeed.
cutting AA employees out of the incentive to make the company succeed now as well as thru all of the transitions that AA has to make in order to position itself for the longhaul will result in AA and US being right where they were for the past 10 plus years
I've been quite consistent in my opinion that base pay in conjunction with a variable compensation component is the best compensation arrangement possible.WorldTraveler said:would you make up your mind?
there are umpteen threads on here (and hundreds of posts) where you and others have argued that profit sharing doesn't matter and is a risky proposition.
The problem with this methodology is that employees pay the price when MISmanagement takes over. Employees can give 110% a day but when decisions are made at the top that affect the airlines performance, profits and reputation,eolesen said:I've been quite consistent in my opinion that base pay in conjunction with a variable compensation component is the best compensation arrangement possible.
There may be a few unionists and executives who disagree with that for the rank and file, but they're in the minority opinion-wise.