binovc
Junior Member
Posts: 84
|
Post by binovc on Dec 21, 2013 12:41:54 GMT -5
Jerry has sent me an email telling me our station needs to vote "on the 87/13 deal". For the life of me I can't comprehend from him exactly what we're supposed to vote for, along with consequences of either outcome. I do know that "87/13" refers to the contractor paying only 87% of H&W, but I do not know what exactly we're voting on. This is what he wrote (and several emails later I'm still scratching my head). In his email, after putting forth the changes in pay/ H&W/ Vacation days/ personal days, he writes the following:
"Need vote from all dues paying members on a yes or no basis to do the 87/13 deal on the H&W..This figures and all items based on an affirmative vote ..Lemme know asap.."
Jerry says this is part of a Master Agreement with MWI, and that all MWI stations will be voting together on (whatever we're voting on). Yet apparently there is no formal ballot for everyone to consider.
So can someone please explain what the ballot should read, and the consequences of voting one way vs the other? If all MWI stations will be affected by a conglomerate vote, maybe we should be discussing this. As far as I know, this is the first time we've been asked to have a multi-station vote.
|
|
|
|
Post by hlsto2 on Dec 21, 2013 19:45:41 GMT -5
jerry is good at that...sending out e-mail nobody can understand. one year he told us to vote on some numbers. I wrote back with a counter offer. he got mad and said: "you don't understand..this is the final offer from XXX! take it or leave it!" we had no input in negotiations.
|
|
binovc
Junior Member
Posts: 84
|
Post by binovc on Dec 23, 2013 8:56:11 GMT -5
Well near as I can decipher, all MWI/PATCO stations are voting to either have all employees take the H&W in their check with a 13% cut, and also receive pay increase, H&W increase, personal day and vacation day increase (to take effect 12/1, with another pay and H&W increase on 10/2014), OR vote to for everyone to take the 401K, but get absolutely NO increases either now OR on 10/2014. Sounds like MWI REALLY wants everyone to take the 13% cut in H&W.
|
|
|
|
Post by skobie on Dec 23, 2013 14:36:23 GMT -5
Be careful BINOVC, you can only get financial increases from the FAA at the start of the new fiscal year (10/01/2014 is the next one). You will not get increases in pay or H&W retroactive to 12/01/13 or even starting 01/01/14. I'm not even sure you can get additional vacation or personal time before 10/01/2014 at this point because that involves money too, obviously.
skobie
|
|
|
|
Post by weatheri on Dec 24, 2013 8:23:54 GMT -5
Be careful BINOVC, you can only get financial increases from the FAA at the start of the new fiscal year (10/01/2014 is the next one). You will not get increases in pay or H&W retroactive to 12/01/13 or even starting 01/01/14. I'm not even sure you can get additional vacation or personal time before 10/01/2014 at this point because that involves money too, obviously. skobie Here is the problem. The FAA will not reimburse the contractor for anything extra on the benefits side. Basically, any benefit comes off the contractor's bottom line. However, the FAA will reimburse the contractor for increases on the wage side. Assuming your H&W is 4.00 (just using a number), 13% would be 4.00 * .13 = .52. When pay raise time comes, sites that were receiving H&W at the full cash amount will be negotiating the annual pay raise PLUS an extra .52 for the 13% reduction and a few cents to cover the loss from 12/01 until then. It is all a big game. The rules are are a mess and everyone is trying to stay within those rules. It is a balance of benefits and wages. That is why many companies do not want to offer any benefits since they are not in the wage determination and they only get reimbursed for benefits (almost none) that are in the wage determination. At least that is my understanding. If a contractor has 10 sites, 24hrs * 365 * .52 * 10 = 45,552.00 per year. Some contractors eat it and pay the full amount, others do not want to relinquish 45.5K. This is just an example but gives you an understanding. Condor Reliability, Inc., not only provided the entire cash payout for H&W, they also provided 7 paid PTO and 12 paid sick days per year. I do not think there is another contractor who comes close to what Condor offers to their employees. Condor is leaps and bounds above the rest when it comes to their employees. Condor is the benchmark when it comes to employee benefits. So you know it can be done, since they have been doing it for many years. It is just that other contractors choose not to be as generous to the employees. |
|
binovc
Junior Member
Posts: 84
|
Post by binovc on Jan 15, 2014 18:29:38 GMT -5
So we got our CBA signed off, effective 12/1/13. Pretty good increase in wages, vacation, personal days. But as expected had to take a fairly good hit on H&W due to being forced to take the 13% cut. What's interesting is that MWI is actually still offering 401K, interesting because we were told either everyone participates in 401K, OR take the H&W in our checks at reduced rate. So now, it turns out that we get the opportunity to participate in the 401K AND loose 13% of our H&W. Sorry, sounds a bit fishy to me. I can't help but feel that MWI is somehow making a profit at our expense by forcing everyone to take the 13% cut in H&W.
Curious, since we were told this would affect all MWI CBA's - any MWI stations out there get any different deal?
|
|
Deleted
Deleted Member
Posts: 0
|
Post by Deleted on Jan 22, 2014 20:28:49 GMT -5
Condor Reliability, Inc., not only provided the entire cash payout for H&W, they also provided 7 paid PTO and 12 paid sick days per year. I do not think there is another contractor who comes close to what Condor offers to their employees. Condor is leaps and bounds above the rest when it comes to their employees. Condor is the benchmark when it comes to employee benefits. So you know it can be done, since they have been doing it for many years. It is just that other contractors choose not to be as generous to the employees. Anything can be done if a company is willing to stick the FAA (and therefore the taxpayers) with it. Up to a point the FAA really doesn't have a choice but to accept the wage and benefit increases. So Condor is willing to spend more taxpayer dollars than other companies, yeah. |
|
|
|
Post by weatheri on Jan 23, 2014 9:51:41 GMT -5
Anything can be done if a company is willing to stick the FAA (and therefore the taxpayers) with it. Up to a point the FAA really doesn't have a choice but to accept the wage and benefit increases. So Condor is willing to spend more taxpayer dollars than other companies, yeah.
Wow, you really don't get it. They do not get reimbursed for the personal days and the sick days. That comes off their bottom line at their expense, not the government.
Later.
|
|
|
|
Post by fu on Jan 23, 2014 9:56:09 GMT -5
Anything can be done if a company is willing to stick the FAA (and therefore the taxpayers) with it. Up to a point the FAA really doesn't have a choice but to accept the wage and benefit increases. So Condor is willing to spend more taxpayer dollars than other companies, yeah. Wow, you really don't get it. They do not get reimbursed for the personal days and the sick days. That comes off their bottom line at their expense, not the government. Later. Who told you that? That's why the companies submit price adjustments annually. |
|
|
|
Post by weatheri on Jan 23, 2014 10:00:02 GMT -5
fu,
Previous contractors told me that. They gave us that as the reason why they could not offer personal days.
I may stand corrected as that is what I always thought based on the honest response from contractors.
Later.
|
|
|
|
Post by fu on Jan 23, 2014 10:23:07 GMT -5
fu, Previous contractors told me that. They gave us that as the reason why they could not offer personal days. I may stand corrected as that is what I always thought based on the honest response from contractors. Later. It might have been that way many years ago WXI but now they get reimbursed. No benefits are coming out of their pockets. It's one of the reasons the cost of the program has risen so much. |
|
|
|
Post by skobie on Jan 23, 2014 11:42:33 GMT -5
Believe me, the companies do absolutely get reimbursed for personal days negotiated. Some just don't want to deal with keeping track of them, particularly on an hour by hour basis.
skobie
|
|
|
|
Post by weatheri on Jan 23, 2014 12:11:37 GMT -5
Huh,
don't I feel like a mushroom.
Thanks everyone for the clarification.
Later.
|
|
