Yep. And the buyout they're offering to workers excludes senior managers and above.
No one here is criticizing executive SALARY...It's is the PUPS that they get when the rest of us get squat.
Yeah, yea,,,,,,It's part of their COMPENSATION and it comes in the form of STOCK.....
It is still PAY....Do they not pay tax on it? Does their W-2 NOT reflect PUP pay? It is exempt from taxes? It is still PAY, plain and simple
Let me get this right.... you have no problem with SALARY -- you have a problem with COMPENSATION?....
That's like saying you have no problem with people drinking beer, but you're against the consumption of alcohol.
I have no problem with bonuses based on meeting profitability, operational or financial targets, because those are the same triggers for profit sharing. The thresholds for profit sharing are actually lower than those for management and executive bonuses. I forget which year it was, but the last year profit sharing paid out anything significant to employees, management and execs got nothing because the second hurdle wasn't met.
I've also consistently stated that the methodology behind triggering the PUP (peer group stock price) is flawed and should have been replaced four years ago.
That said, it's in their contracts. I know you hate hearing that, but just like staffing requirements, ASM caps, outsourcing, scope etc. are all in your contracts, you can't decide to selectively honor some pieces of a contract and set aside other pieces. And spare me the crap about the 2003 gun to the head. You can't undo what happened five years ago. You can only try to fix things going forward.
I'm really surprised that nobody seems to have taken the approach of requesting reciprocal concessions from the executives as part of your current negotiations.
If the APA, APFA, and TWU stepped up as a whole and said they'd never sign a contract until PUPs specifically are eliminated, I have a feeling you might actually have some bargaining power.
It's reasonable, especially if you're being asked to limit your own pay or workrules. An arbitrator or mediator might back you up, and it's likely a PEB would even agree in this day and age.
But it has to be done thru the CBA process. Billboards, ads in the paper and games on a website won't do much to fix the problem. Neither will demonstrations in front of HDQ.