Autothrust Blue
Welcome aboard the Washington State Ferries
Carry on.
Skywest Questions
- Thread starter flyingbum
- Start date
Carry on.
You do realize bonuses are taxed the same as your other income, just withheld differently?
ryan4sail
Well-Known Member
Isn't it like a .05 increase? That's $1.20 a day. lol
trafficinsight
Well-Known Member
BEEF SUPREME
Well-Known Member
What is the tax rate on bonuses in California?
For federal taxes, the flat rate for bonus taxes is 25 percent. State rates vary. For example, the flat rate for withholding bonus pay in Iowa is 6 percent, while the flat rate in California is 10.23 percent.
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TrustMeI'maPilot
Well-Known Member
You know the difference in your personal tax rate and the 25% comes back to you after you file taxes right? Yes it does sucks that they with hold so much and they get an interest free loan from you, but you do get it back at the end of the year.
B767
Well-Known Member
4 years. 2 at eagle with @Autothrust Blue before that. Not that I want it to because it's not fair for the whole pilot group, but we will get a pay raise if soft landing 2.0 goes into effect. All they want to do is poach people from other airlines. I'd rather have QOL increases. But based on the notes from the conference call I will be a forever no vote for my time here because they won't entertain QOL issues. No need for vacation/user accrual increase because "most people have to much anyways that an increase will hurt." No need for commuter hotels because apparently there's not enough commuters (read: that doesn't benefit the SLC guys). And other things are "what one person wants, somebody else doesn't and is negatively affected." Or something like that.
Sorry to turn your question into a rant.
B767
Well-Known Member
It's just waiting to be signed. It's not part of the pay package. It's just the company throwing money at the pay scales, like the pay package.
I guess I just don't see it. The company throws money every which way they can. People eat that up. We have a lot of lifers though, so it kind of makes sense. They see more pay and higher 401k contributions. But the amount of cash they throw at us but every TA is "the best we can get" and 2 years ago they only offered a $1 pay raise for captains and $.50 for FOs. Then they "bumped" that up to 1.5% after we voted no.
If I get stuck here because I suck as a person, another 9/11, or another recession, dammit, I want to be able to control my schedule. I think it was last August there was 1, yes 1, day that wasn't a coverage date. Which means no matter what you bid you would get CNed (unless that happened to be he one day you needed off).
They can offer us 2% starting 7/1. Nothing for 2018. Then 1% in 2019 continuing to 2022? Meanwhile the PPS jumps up to a minimum of 130 million? So the company knows the deals they're waiting to close will net them at least that much per year, and most likely MUCH more. And the math SAPA throws at us is ridiculous. I think last year we were at almost 2 million credit hours. NOT THE 1.6 they do they're equation with.
Forget raises. Give me QOL. I mean...damn. I keep getting my wife pregnant just so I can get FMLA for some time off. When I can get time off I can get a vasectomy to stop knockin' her up.
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B767
Well-Known Member
And I like how they said they don't include bonuses in pay from other airlines because "the companies that offer retention bonuses are going out of business." Yea. Ok.
If they're going out of business then that means they can't do the contracted flying. Which means we are picking it up. And OO picks it up at a premium. It's VERY lucrative to do another regionals flying. @Autothrust Blue?
If they're going out of business then that means they can't do the contracted flying. Which means we are picking it up. And OO picks it up at a premium. It's VERY lucrative to do another regionals flying. @Autothrust Blue?
Autothrust Blue
Welcome aboard the Washington State Ferries
I mean, mostly I just clean up after Detroit, nowadays.
BEEF SUPREME
Well-Known Member
So is this pay agreement just about pay and we can't ask for QOL things for 5 years?
Or can we deal with pay now and QOL in a month or two?
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Or can we deal with pay now and QOL in a month or two?
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Ayork62493
GBR
They won't even think about QOL, its ridiculous. Someone mentioned if it doesn't benefit those in SLC, it won't happen. That's true, I work as an FTD instructor on the CRJ and the training is all being moved to SLC. There are a lot of instructors who don't live in SLC. But now, we are on the hook for our own lodging since the CRJ training is based there, even though we are based elsewhere. In addition, they won't schedule doubles in salt lake, because people live there and don't need doubles. Hint, the only reason they did doubles in CVG and ATL is because they were paying instructors per diem and hotels. Now that it's in salt lake, they don't care at all.
As far as the pay package goes, I didn't expect anything and I'm still disappointed.
As far as the pay package goes, I didn't expect anything and I'm still disappointed.
B767
Well-Known Member
That's not how this works. That's now how any of this works. If this is agreed upon it's done until 2022. As for QOL. It's not going to happen any time soon. The current representation is already on record saying if one person wants it there's one that doesn't.
Funny. I'm in that boat too. Except about pay increases...
BEEF SUPREME
Well-Known Member
So SAPA is basically saying QOL is too hard, we are going to only ask for a pay increase?
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Ayork62493
GBR
It doesn't matter what sapa says, that's what the company said.
BEEF SUPREME
Well-Known Member
B767
Well-Known Member
SAPA is company. We are NOT union. Their activities or whatever are funded by the company. We don't pay for representation. They say they represent us, and I think some do, but as a whole I'm not sure.
I'm assuming, again only assuming, is they think pay only is easier to pass. Pay only doesn't greatly affect the company. Work rules, QOL issues, those affect them in a larger scale. Again, I assume. My assumption is based on work rules and QOL affect everybody. More days off = more pilots. Higher user/vacation accrual = more guys buying time back or putting blocks of pay on their sched as their hours bank increases. Increasing pay = 15-20 year senior CA making $120+ per hour - they aren't going to pick much up and actually make that money. They're senior enough to get the scheds they want. They see a pay increase and know they will be able to work less now and make the same money.
It's easier to pass with the senior guys, who already have QOL and they assume it's easier to pass with the newbies because they see more $$$$ (not all. And just an assumption).
B767
Well-Known Member
You have fun with that.