Prior to now couple of weeks, we’ve seen most main US airways report their monetary outcomes for 2023. Among the many “large three” US carriers, the outcomes are precisely what you’d count on — Delta did greatest by an extended shot, adopted by United, adopted by American.
Associated to this, one attention-grabbing factor has been seeing how revenue sharing differs on the main US carriers. American simply introduced the main points of its worker revenue sharing for 2023, and the numbers are leaving individuals very annoyed.
American flight attendants get 1.1% revenue sharing
The precise revenue sharing association differs by work group, although the flight attendant revenue sharing is probably the saddest, specifically in comparison with friends. Among the many “large three” US carriers, right here’s the revenue sharing association for flight attendants (with the share being in relation to eligible annual pay):
- Delta flight attendants are getting 10.1% revenue sharing
- United flight attendants are getting 9.2% revenue sharing
- American flight attendants are getting 1.1% revenue sharing
So yeah, Delta flight attendants are getting greater than 9x as a lot revenue sharing as American flight attendants, and that doesn’t even account for them having higher pay to start with (although American flight attendants are within the means of negotiating a brand new contract). So it appears like most American flight attendants is perhaps getting a test for a couple of hundred bucks, to thank them for a 12 months of exhausting work.
Flight attendants confront CEO about disappointment
American CEO Robert Isom held a city corridor with staff right this moment, and there was a heated alternate between him and Julie Hedrick, president of the Affiliation of Skilled Flight Attendants (APFA), the union representing flight attendants. @xJonNYC shares a few clips of the interplay, and wow.
Flight attendants have been ready 5 years on a brand new contract, so Hedrick confronts him about that, together with the paltry revenue sharing that flight attendants are getting. As you’d count on, she will get fairly some help from the viewers. Isom responds by saying that:
- “We, as an organization, have lots of work to do but, we’re recovering from a very deep gap”
- “We’re not as worthwhile because the business chief, we’re not, we’re far much less worthwhile than the business chief, and that’s why all these items that we speak about doing — straightening out our steadiness sheet, getting extra environment friendly, discovering methods to generate extra income, all of that permits us to pay one thing that, let’s face it, is difficult for us to do, on condition that we’re not as worthwhile because the business chief”
Individually, a extra junior flight attendant delivered a heartfelt message to Isom, explaining how her poor pay at American doesn’t even let her stay a snug life the place she will be able to cowl her bills.
What a irritating scenario
I perceive why flight attendants are indignant. They need a brand new contract, and haven’t obtained a increase in 5 years. They’re additionally annoyed by the dearth of revenue sharing, and that simply comes right down to American’s small earnings.
Flight attendants at American deserve a brand new contract, plain and easy, and must be paid extra. It’s ridiculous that in 2023, you’ve full time staff who’re in some instances making lower than $30,000 per 12 months, all whereas being based mostly out of a metropolis with a excessive value of residing. This isn’t about greed, it’s nearly with the ability to pay your payments.
However I additionally perceive the place Isom is coming from. American isn’t as worthwhile as opponents, and having business main pay with out having business main income isn’t a system for achievement.
Finally what this comes right down to is American’s poor administration technique, which I simply can’t wrap my head round. American has been lagging opponents financially for extra years than I can rely. But regardless of that, American has stored the identical administration staff, and so they preserve doing precisely the identical factor and anticipating totally different outcomes. It’s absurd.
American wants a brand new management staff with a brand new imaginative and prescient, somewhat than simply making an attempt the identical factor time and again. American doesn’t attempt to differentiate itself with product. The airline is actually only a huge home airline connecting Charlotte and Dallas to in every single place, whereas flying to a couple lengthy haul three way partnership hubs, and providing summer time seasonal service to Europe.
Just about each single considered one of American’s “large” methods simply hasn’t panned out. Los Angeles transpacific hub? Nope. Seattle lengthy haul hub? Nope. New York lengthy haul hub? Nope. The checklist goes on…
Right here’s an concept — how about paying American’s prime executives purely within the type of revenue sharing? They get a sure share of earnings, and the compensation share will increase the larger the earnings.
A lot about the way in which that publicly traded corporations within the US do enterprise simply makes little sense to me, specifically the connection between executives and the board. For what number of years are you able to let somebody preserve doing the identical factor whereas underperforming, with out pondering that it is perhaps higher to attempt a recent strategy? The identical might be stated for JetBlue beneath Robin Hayes’ tenure…
American flight attendants have simply discovered that they’re getting 1.1% revenue sharing for 2023, and so they’re not pleased with that, when Delta flight attendants are getting 10.1% revenue sharing. I don’t blame them for his or her frustration.
Finally at American there simply aren’t many earnings to share, and that’s the fault of the corporate’s management staff, which might’t appear to develop a cohesive technique. American is actually a excessive value model of Spirit, besides with a profitable loyalty program.
What do you make of this American revenue sharing fiasco?