9E Announcement

skatergeek said:
These on top of the ones announced a couple months back?
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Yes. A few weeks ago it was 15 E175SC, and then this past Monday OO announced another 15 E175SCs. The total is 30 new E175s configured at 70 seats for Delta operated by SkyWest. This fills the 30 plane gap left by Expressjet.
 
From where I'm sitting this new TA looks like some good improvements in some areas, but I don't know that I would call it a "raise" per se. Either way, easily making $100,000+ on year 3/4 CA pay is pretty nice.
 
12 days off for reserves is a big improvement. 2nd flight positive space travel for commuters is a huge improvement. Everything else is uninspiring. They really couldn't do any better than 3% 401k matching for anybody with less than 5 years of service? Not exactly setting the standard.
 
thevideographer said:
12 days off for reserves is a big improvement. 2nd flight positive space travel for commuters is a huge improvement. Everything else is uninspiring. They really couldn't do any better than 3% 401k matching for anybody with less than 5 years of service? Not exactly setting the standard.
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100% of 3% is the same as 50% of 6%, which is what we already have.
 
KSCessnaDriver said:
I feel like the most appropriate response is this. This TA gives roughly 100-150 people on property a pay cut, doesn't really do anything for people in the 1-5 year range, throws away our 14 hour reserve duty day (to 15) and gives up a JFK and LGA for co-domicile.


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I, like yourself, share your sentiment. Also yours @Jordan93 This contract, if we look at it, helps the most senior guys for sure. It also helps us by picking up open time and we get a • load for it....but they did not guarantee anything higher than 5% for open time. So there is the first caveat.

12 days off for reserve is good, but it damn well sure is not worth giving co-domicile for it. Now we have to compete with senior JFK guys to get the commutable trips. Man that is a far fetched dream in itself. Plus we do not know how the new co-domicile trips are going to be.

Also, why are people scared that DL will not negotiate with us if we reject this initially. It is not a bad contract at all, don't get me wrong, but if they keep saying we are their #1 regional, then we need more than 12 min days off and positive space on second leg to give them co-domicile. It is going to a Y-uuuugeeeeeeeeeee hassle for guys that can only commute to one of the NY bases and now are going to have to rely on freaking golden touch to get us there in a "timely manner."
 
I just feel like they could have done a little better with everything. For example, the long stay hotels. 20 hours? So if I have 18 hours in CVG, I’m still in the crappy DoubleTree or Holiday Inn with only a gas station and Rally’s. To say this contract is industry leading is a joke. They even did a nice PowerPoint comparison so show that it’s industry leading and it just shows how par and in some cases sub par it is.
 
I agree with you for sure. I understand the union guys and gals work really hard and they can only get a few things in this give and take, but those comparison charts were deceiving. The pay initially sounded really great and then you compare it with the old contract and gives you lower amount if you do not pick up open time.

Honestly even some sort of small stipend would be beneficial to NYC bases people. Couldn't Delta give us that? Also, why is this extended for 6 years???? Does someone not see a problem with that?
 
I've heard from some friends it's a paycut if you credit min guarantee? Was wondering how?
 
tcco94 said:
I've heard from some friends it's a paycut if you credit min guarantee? Was wondering how?
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They basically took the bonus and wrapped it into payrates assuming 83 hours per month (1000 per year). If you credit less than that, you were better off with the bonus than the hourly rate. A little short sighted as the bonus was temporary. Still, if your w2 doesn’t go up, it’s hard to get excited about it.
 
drupilot54 said:
I, like yourself, share your sentiment. Also yours @Jordan93 This contract, if we look at it, helps the most senior guys for sure. It also helps us by picking up open time and we get a load for it....but they did not guarantee anything higher than 5% for open time. So there is the first caveat.

12 days off for reserve is good, but it damn well sure is not worth giving co-domicile for it. Now we have to compete with senior JFK guys to get the commutable trips. Man that is a far fetched dream in itself. Plus we do not know how the new co-domicile trips are going to be.

Also, why are people scared that DL will not negotiate with us if we reject this initially. It is not a bad contract at all, don't get me wrong, but if they keep saying we are their #1 regional, then we need more than 12 min days off and positive space on second leg to give them co-domicile. It is going to a Y-uuuugeeeeeeeeeee hassle for guys that can only commute to one of the NY bases and now are going to have to rely on freaking golden touch to get us there in a "timely manner."
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12 days off is only for reserve. Line holders still only get 11. If it was 12 across the board, its not so hard to take. At least it sounds like that Golden Touch might be replaced, but remember, that's not contractual to have that van.

drupilot54 said:
I agree with you for sure. I understand the union guys and gals work really hard and they can only get a few things in this give and take, but those comparison charts were deceiving. The pay initially sounded really great and then you compare it with the old contract and gives you lower amount if you do not pick up open time.

Honestly even some sort of small stipend would be beneficial to NYC bases people. Couldn't Delta give us that? Also, why is this extended for 6 years???? Does someone not see a problem with that?
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Stipend was talked about, basically they don't want to do it, because well, they're afraid that Delta will then ask for it when their contract is up in 2 years or whenever.
 
If lineholders don’t get the same amount of days off as reservists (which should be 13 in a 31 day month) y’all should kick that back to the company. Quality of life is everything. That’s beyond horrible. And I know from my current shop.
 
L-16B said:
If lineholders don’t get the same amount of days off as reservists (which should be 13 in a 31 day month) y’all should kick that back to the company. Quality of life is everything. That’s beyond horrible. And I know from my current shop.
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I have never gotten less than 14 days off a month as a lineholder. Reserves get exactly 11 off every month. That extra day would make a big difference.
 
thevideographer said:
I have never gotten less than 14 days off a month as a lineholder. Reserves get exactly 11 off every month. That extra day would make a big difference.
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Then absolutely no reason it shouldn’t be written down in contract language for lineholders as well. That would be an instant no vote for me.
 
L-16B said:
Then absolutely no reason it shouldn’t be written down in contract language for lineholders as well. That would be an instant no vote for me.
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Happened at my shop. I was a guaranteed lineholder. Ended up with less days off than a reserve line holder (they were guaranteed 12). Granted I credited more but I don’t care about that. ALL ABOUT THE QOL. No way a line holder should have less days off than a reserve (unless done voluntarily).
 
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