Good news for everyone

[siucavflight]

This is good for the industry, now all of the other groups can say if continental can do it we should get it also.
Way to go guys.
http://biz.yahoo.com/prnews/070213/datu027.html?.v=90

 

[Princedietrich]

That's great to hear. The other airlines would do well to follow this guy's example.

 

[hawaiimei]

Yep, got profit sharing checks from CAL this year, and that isn't all... since March 2006 every month we have also earned an extra $100.00 on time bonus, with one month of $160.00 for being the number one on time carrier.

I know that at XJT we get them, CAL goes without saying.... and now I assume CHQ and Colgan might be in the pile (or not, contracts?). Anyhow the money isn't a lot - but getting an extra president, an extra paycheck is always nice through the year.

 

[Amish RakeFight]

Awesome.

I'm glad Continental's management realizes that their employees are the pillars of their business and should be rewarded.

 

[ReverseSensing]

Congratulations to Continental employees for their hard work in achieving this level of profit-sharing. I hate to be a buzz-kill, but let's keep one thing in mind about profit-sharing in this industry:

Management would like nothing better than to lower your base wages and offer a bigger percentage of your compensation in "gain-sharing," "profit-sharing," "incentive-based compensation," etc. Management would like nothing better than to have everyone scrambling around, cutting corners, bending rules, etc. to get the on-time up a percentage point or two and then throw everyone an extra couple hundred bucks for your trouble every quarter.

Of course, management controls the books and how profitable the company is; management also sets all the performance matrices.

Profit-sharing is great, but not at the expense of a base salary commensurate with the responsibilities of being a professional airline pilot. I can just see my management now, touting this CAL profit-sharing announcement at our negotiations on compensation. QX management has been pushing a "migration to market wages [downward for us] coupled with increased gain-sharing." They're hoping a profit-sharing feeding frenzy will provide the votes needed on a TA that will do just that.

 

[XJohXJ]

Too true RS. However, the trick is to get profit sharing as an ADD-ON. As long as you set base rates to guarantee sufficient pay in the lean years where you might get no p.s. checks, profit sharing is a good additional bonus.

Profit sharing is never worth lowering guaranteed pay over.

 

[ReverseSensing]

Too true RS. However, the trick is to get profit sharing as an ADD-ON. As long as you set base rates to guarantee sufficient pay in the lean years where you might get no p.s. checks, profit sharing is a good additional bonus.

Profit sharing is never worth lowering guaranteed pay over.

Let's hope everyone keeps this in mind going forward. I guarantee you lowering base pay with the "promise" of gain-sharing is on every airline management's wish list. Accept it at your own peril. If you want to gamble, go to a casino.

 

[AWACoff]

Please correct me if I'm wrong but I believe CAL's performance is based on DOT results ie they can't make up performance numbers to suit management.

 

[siucavflight]

Congratulations to Continental employees for their hard work in achieving this level of profit-sharing. I hate to be a buzz-kill, but let's keep one thing in mind about profit-sharing in this industry:

Management would like nothing better than to lower your base wages and offer a bigger percentage of your compensation in "gain-sharing," "profit-sharing," "incentive-based compensation," etc. Management would like nothing better than to have everyone scrambling around, cutting corners, bending rules, etc. to get the on-time up a percentage point or two and then throw everyone an extra couple hundred bucks for your trouble every quarter.

Of course, management controls the books and how profitable the company is; management also sets all the performance matrices.

Profit-sharing is great, but not at the expense of a base salary commensurate with the responsibilities of being a professional airline pilot. I can just see my management now, touting this CAL profit-sharing announcement at our negotiations on compensation. QX management has been pushing a "migration to market wages [downward for us] coupled with increased gain-sharing." They're hoping a profit-sharing feeding frenzy will provide the votes needed on a TA that will do just that.

Very good points, but this does not seem to be the case with CAL, I think that the execs decided to share with the employees on top of their pay, the point is that it did not get divided with all of the company execs, unlike at AMR.

 

[ReverseSensing]

Please correct me if I'm wrong but I believe CAL's performance is based on DOT results ie they can't make up performance numbers to suit management.

I don't know what CAL's system is, but just as an example, ours is a hybrid.

Management sets an on-time percentage goal, which is half of the quarterly "Operational Performance Reward." If we meet that goal, fine, we're assured of that half of the OPR for that quarter. If we fall short of that goal, we have a second chance at the money if we would have been in the top 3 based on DOT reports, assuming we reported, which we don't. The other half of the OPR is based on achieving certain scores on customer surveys; that scoring threshold is obviously set by management.

To date, we don't get paid any bonuses if we safely deliver our passengers to their destinations. Oh yeah, that's our job, why would we expect a bonus for that?

 

[Kaman]

Correct me if I'm wrong, but I don't think that the Colgan guys/gals in IAH get any performance bonus. If so, then good on em'.

 

[Uncle Bunkle]

What about the arbitrator's ruling on 12/30? What now?