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UAL pilots: BOHICA

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vc10

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PRESS RELEASE: UAL Corporation Reaches Agreement to Amend DIP Financing Credit

Facilities

Dow Jones News Service via Dow Jones

Amendments Provide Liquidity Necessary to Complete Restructuring



Maturity Date Extended Through June 2005



Terms Reflect DIP Lenders' Confidence in UAL Financial Performance



CHICAGO, July 23 /PRNewswire-FirstCall/ -- UAL Corporation (OTC Bulletin

Board: UALAQ), the holding company whose primary subsidiary is United
Airlines,

today reported it has successfully negotiated an agreement to amend its

debtor-in-possession (DIP) financing credit facilities with its current lenders,

including JPMorganChase, Citigroup, and CIT, and a new lender, GE Capital.

The facilities will provide UAL with an additional $500 million in available

funds, delivering the liquidity necessary to complete UAL's successful

restructuring. The maturity date is June 30, 2005, giving the company

additional flexibility as it moves to assemble an exit financing package. The

agreement maintains the favorable interest rates and types of covenants

established in the amended DIP agreement of May 2004.

The company will seek bankruptcy court approval of the amended DIP agreement

at the omnibus hearing currently scheduled for August 20, 2004.

"Without the Air Transportation Stabilization Board (ATSB) loan guarantee, we

need to do more restructuring and cost reduction work to formulate a business

plan that will attract the financing necessary to exit Chapter 11. The amended

DIP gives us the time and money to do this essential work in a systematic and

measured way," said Jake Brace, United's executive vice

president and chief financial officer. "The willingness of lenders to

participate in the amended DIP following the denial of the federal loan

guarantee reflects their confidence in our financial performance and ability to

become more competitive by further improving our cost structure."

The amended DIP agreement contains financial covenants that do not permit the

company to make any payments inconsistent with its current financial

projections, effectively prohibiting further pension contributions before exit,

unless the lenders otherwise consent based on a modified business plan. As a

result, the company does not expect to make any pension contributions before

exit because such payments would diminish the company's liquidity and reduce

flexibility, thus impairing the company's ability to attract exit financing. In

and of itself, this decision does not affect the benefits currently being paid

under these plans.

By amending the DIP and not making these pension contributions, the company

believes it will have adequate funding until its exit from bankruptcy. These

actions will enhance UAL's flexibility while it continues to restructure in a

challenging and uncertain marketplace.

In the absence of a federal loan guarantee, United's long-term business plan

must have cash flow and liquidity levels that the capital markets are willing to

finance. Because existing pension plan contributions will remain a huge

financial burden after exit, it is incumbent on United to study all possible

options and to determine whether United can sustain this burden and still

attract exit financing. At present, no decisions have been made and much work

and analysis needs to be completed. United is beginning to discuss this

situation with its unions and other stakeholders.

News releases and other information about United
Airlines can be found at the

company's website,
http://www.united.com .



Safe Harbor Statement under the Private Securities Litigation Reform Act of

1995: Certain statements included in this press release are forward-looking and

thus reflect the Company's current expectations and beliefs with respect to

certain current and future events and financial performance. Such forward-

looking statements are and will be, as the case may be, subject to many risks

and uncertainties relating to the operations and business environments of the

Company that may cause actual results to differ materially from any future

results expressed or implied in such forward-looking statements. Factors that

could significantly affect net earnings, revenues, expenses, costs, load factor

and capacity include, without limitation, the following: the Company's ability

to continue as a going concern; the Company's ability to operate pursuant to the

terms of the DIP financing; the Company's ability to obtain court approval with

respect to motions in the Chapter 11 proceeding prosecuted by it from time to

time; the Company's ability to develop, prosecute, confirm and consummate one or

more plans of reorganization with respect to the Chapter 11 cases; risks

associated with third parties seeking and obtaining court approval to terminate

or shorten the exclusive period for the Company to propose and confirm one or

more plans of reorganization; the potential adverse impact of the Chapter 11

cases on the Company's liquidity or results of operations; the appointment of a

Chapter 11 trustee or conversion of the cases to Chapter 7; the costs and

availability of financing; the Company's ability to execute its business plan;

the Company's ability to attract, motivate and/or retain key employees; the

Company's ability to attract and retain customers; demand for transportation in

the markets in which the Company operates; general economic conditions; the

effects of any hostilities or act of war or any terrorist attack; the ability

of other air carriers with whom the Company has alliances or partnerships to

provide the services contemplated by the respective arrangements with such

carriers; the costs and availability of aircraft insurance; the costs of

aviation fuel; the costs associated with security measures and practices;

competitive pressures on pricing (particularly from lower-cost competitors);

government legislation and regulation; and other risks and uncertainties set

forth from time to time in UAL's reports to the United States Securities and

Exchange Commission. Consequently, the forward-looking statements should not be

regarded as representations or warranties by the Company that such matters will

be realized. The Company disclaims any intent or obligation to update or revise

any of the forward-looking statements, whether in response to new information,

unforeseen events, changed circumstances or otherwise.



CONTACT: Worldwide Communications:

Media Relations Office: 847.700.5538

Evenings/Weekends: 847.700.4088



SOURCE UAL Corporation

/CONTACT: Worldwide Communications of UAL Corporation, Media Relations

Office, +1-847-700-5538, or Evenings-Weekends, +1-847-700-4088/

/Web site:
http://www.united.com/

 
OK, I give up. What is BOHICA?
 
jetblue320 said:
OK, I give up. What is BOHICA?
Bend Over, Here It Comes Again
 
Unbelievable

http://msnbc.msn.com/id/5497891/

United stops pension payments in bankruptcy
Union condemns move, mulls legal action to fight it

The Associated Press
Updated: 1:52 p.m. ET July 23, 2004

CHICAGO - United Airlines said Friday it plans no further payments to its employee pension funds in bankruptcy in order to improve its chances of attracting exit financing in a move that upset union leaders.


The disclosure came nine days after United deferred a required quarterly payment of $72 million to the pension funds, which are under review as it scours its operations for further cost cuts in a Chapter 11 restructuring now set to last into mid-2005.

The union representing United ramp workers and public contact employees condemned the move and said it is considering legal action to fight it.

"United Airlines is following a very dangerous path and cannot successfully exit bankruptcy without living up to the commitments they made to their employees," said Robert Roach Jr., general vice president of transportation for the International Association of Machinists and Aerospace Workers.

The machinists say that if United terminates the pension funds, which cover 125,000 active and retired employees, it would be the largest default ever in the airline industry.

"United Airlines has betrayed their employees and destroyed what little credibility they had with us," said Randy Canale, president of IAM District 141. He added that his group is "primed for a brutal fight."

The nation's No. 2 carrier said its new $1 billion interim financing package lined up this week effectively prohibits further pension contributions before it leaves bankruptcy. That financing, formally outlined at the company's monthly bankruptcy court hearing, does not come due until next June 30.

"Such payments would diminish the company's liquidity and reduce flexibility, thus impairing the company's ability to attract exit financing," United said in a statement filed with the U.S. Securities and Exchange Commission.

By securing the new financing and not making additional pension contributions, the company believes it will have adequate funding until its exit from bankruptcy.

The Elk Grove Village, Ill.-based airline had been facing more than $4 billion in required payments to the underfunded pension plans through 2008, including $725 million for 2004 alone.

Its need for cash intensified last month when the government rejected its bid for a government loan guarantee it said was needed in order to emerge from bankruptcy. The company now needs to get that backing from private lenders or investors, who are certain to demand that it shed more costs.

United said it is studying the situation involving its pension funds and beginning to hold talks with union leaders.

"Because existing pension plan contributions will remain a huge financial burden after exit, it is incumbent on United to study all possible options and to determine whether United can sustain this burden and still attract exit financing," the airline said. "At present, no decisions have been made and much work and analysis needs to be completed."
 
jetblue320 said:
OK, I give up. What is BOHICA?
Time to read Hard Landing. A little Flying the Line never hurts, either.

Line Pilots; know your History

This was the famous slogan from the Eastern workers when dealing with famed astronaut and then Eastern CEO Frank Borman.....


BOHICA!!!!
 
This is just Phase II in a plan to abrogate pensions altogether . . . . . get'em used to the idea that it's envitable that pensions have to go away. You know what Phase III is. AA is next, followed by DAL, followed by NWA.

The words "career" and "profession" only apply to management. The rest of you are . . . well . . . . just day labor. So shutup and get to work. If you don't like it, there's plenty more where you came from.
 
So how long before ALPA changes it's position on age 60 retirement as a way to fix the pension crises? I predict ALPA will change it's position in the next few years as a compromise to keep the plans solvent.
 
I'm not real sure about how the A and B funds work at those airlines that have them, but I think I've heard that the B funds are money that is set aside and at least partially under the control of the individual pilot. Is it true then that the B fund could be terminated as a form of compensation by the company, but the money already in the accounts is under control of the individuals and can't be taken away then? Or are 401K funds the the only safe way for retirement funding in case of bankruptcy?
 
jtf said:
I'm not real sure about how the A and B funds work at those airlines that have them, but I think I've heard that the B funds are money that is set aside and at least partially under the control of the individual pilot. Is it true then that the B fund could be terminated as a form of compensation by the company, but the money already in the accounts is under control of the individuals and can't be taken away then? Or are 401K funds the the only safe way for retirement funding in case of bankruptcy?
I'm not an R&I guru but here's the general idea. What we call the "A Plan" is a defined benefit plan, and it is funded by the corporation. Essentially the company puts away a certain percentage of the employes pay each year. It makes "payments" to the plan on an annual basis. If the investments (controlled by the company) make more than required to fund he program, the Company can spend the excess or leave it in the plan for a rainy day. If the investments go bad, the company has to come up with the extra money to keep the plan solvent. Often, companies don't do that and you hear that the plan is "undefunded" by X billions.

Based on an "assumed" earnings rate of this money, by the time the employee retires, the fund is supposed to have grown enough to pay him a "defined benefit" (usually a percentage of his working income) for the rest of his days as an annuity. Sometimes, he can take a reduced amount as a "lump sum" payment. The money doesn't "belong" to the employee until he actually retires. If he leaves the company, he can't take it with him.

If the fund tanks financially or the company goes out of business, the federal govt insure the pension through the PBGC (Pension Benefit Guarantee Corporation) which in theory guarantees that the employee won't wind up with zero, but will get at least a percentage of what he was supposed to get.

The "B Plan" is a defined contribution plan. In most cases it is also funded by the Company. Sometimes the emplyee can add contributions. Each employee has his own "account" in the plan. Vesting or ownership of the fund increases over time and usually is 100% after five years. The "funding is again a percentage of the employee's pay, which starts out lower (in most cases) and gets higher as time increases. The level of contributions is intended, again based on assumptions of what the plan will earn as an investment, to provide a percentage of employees pay at the end of the road. Sometimes the company controls investment of the fund, sometiimes there is joint control of the investments. If the employee leaves before retirement, whatever is in the fund follows him. He doesn't lose it. The company is not allowed to use any of the money in the plan for its own purposes (unlike the A plan). The B Plan is very similar to a 401k with the big difference being who puts the money in the plan. It is safe from bankrupticy, unless the company liquidates. In that case, whatever is in the plan is safe, but of course there will be no more company contributions.

The 401K is not really a retirement plan at all. It is a "savings and investment" plan. However, like the B Plan, it is a defined contribution plan. In this case the primary contribution (the funding) is made by the employee so the 401K is "employee funded". The Company may or may not match a portion of the employees contributions with company money. The investment options for the plan may be company determined, jointly determined or employee determined. Each employee has an individual "account", and if he leaves, his money goes with him. He can change how much he puts in the account almost at will. He can chose his own ivestments and is responsible for making or losing his own money. If there is any money in the account when the employee retires, he can take it all or roll it over into an annuity.

There are many more details, but that's the basics.
 
Inclusivescope--When will ALPA act? Never, as long as the caviar and champagne spigot isn't turned off in Herndon.

Maybe when Woerthless stops getting invited to cocktail parties on the Hill, he might become a little concerned... :mad:

All you RJ drivers out there can rest easy--Duane is still making HIS $400k a year plus perks on your backs.

TC
15 years of ALPA dues down the shi!!er!
 
A-fund: Vesting after 1 YEAR. Manyfurloughed guys have already taken out a "lump sum" distribution.


B-fund: IMMEDIATE VESTING The investments are PILOT DIRECTED. A certain percent has to be in the cheesy funds of the provider (Frank Russel @ UAL) as is the case with most 401K's. After that amount is met, the rest can be transfered to a "Schwab" account.

No 401K

And FWIW, the Pilot pension is better funded than the others at UAL and doesn't even require a contribution for the rest of this year.
 
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I think ALPA should lobby to reduce the retirement age to 50 so you can retire to the regionals. Or, maybe everyone currently paying dues blindly to ALPA should withhold a few months pay. Make THEM sweat for a change.
 
Thanks for explaining BOHICA to me as well, actually a buddy of mines father wrothe Flying the line (hopkins), I still haven't read it. I WILL!!! Don't yell at me.
 
BTW I think "wrothe" is olde english, just like "olde" is old english!
 
Draginass said:
This is just Phase II in a plan to abrogate pensions altogether . . . . . get'em used to the idea that it's envitable that pensions have to go away. You know what Phase III is. AA is next, followed by DAL, followed by NWA.

The words "career" and "profession" only apply to management. The rest of you are . . . well . . . . just day labor. So shutup and get to work. If you don't like it, there's plenty more where you came from.
Agreed. I see two types of airlines industries forming. All domestic operatons will be low cost carrier type. Ted, Song, jB, Airtran.... The B7E7 included.

Then there will be the wide bodies doing some transcon but mostly transoceanic. A different class of operation and pilots who make more money.

The question remains; are we, as professionals, going to allow the "new" industry to define us or are we going to have a say in how a Professional Line Pilot is precieved and repsected? If you choose the former then shut up and get to work. There are plenty more were you came from.

If you choose the later, what are you going to do about?
 
Thanks for the explanations of retirement funds. According to airlinepilotpay.com at least United currently has a descent sized B fund that's funds can't be robbed if the investors force the pension plans to die. It will still be a very raw deal though if all the airlines start killing off the pensions.
 
Here's an honest question, maybe those of us at carriers who do NOT have
a-funds should stop tring to get them, seeing as how mgmt can do away with them if times get bad enough.

This sets a precendent. If a bunch of big airlines drop the a-fund under threat of ch 7, this would make it less politically bad for other airlines to do it.

If this is how it is gonna be, I'd rather fight for big 401k matching.

That way, when/if they take it away, at least you still got control of all your original money, plus all of the matching up to that point. Or can they (mgmt) still get at it? (I don't think so, but finance ain't my strong subject).

Then when things improve, you can fight for more matching again.

Any thoughts on my points here?
 

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