Delta TA

Trip7 said:
3 year contract with immediate 9% raise then 6% raise in 2016, and 4% in 2017 and 2018. 3-5% cut in profit sharing
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Curiously, at what point will so-called pay "restorations" begin to become pay "raises" again?
 
Trip7 said:
3 year contract with immediate 9% raise then 6% raise in 2016, and 4% in 2017 and 2018. 3-5% cut in profit sharing


Some productivity concessions that the company will pay us for since they are very swamped in the schoolhouse for the next decade.

Hopefully tomorrow the truth will set us free
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Fund the pay raise with the PS is a no vote. Productivity concessions? No vote. Pay goes up and down, but give up work rules and you'll never get them back.
 
Cptnchia said:
Fund the pay raise with the PS is a no vote. Productivity concessions? No vote. Pay goes up and down, but give up work rules and you'll never get them back.
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I gotta say, it's interesting seeing the difference between my friends that have gone to respective mainline carriers.

Delta guys talk about how much money they made...either profit sharing, open time, etc.

United guys talk about how great the flying is and how much fun they have on trips.

American/Airways guys all say "you know it's not as bad as you'd think!"
 
Cptnchia said:
Fund the pay raise with the PS is a no vote. Productivity concessions? No vote. Pay goes up and down, but give up work rules and you'll never get them back.
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We just acquired another entity and have to employ certain entitled staff (meaning they believe they must earn more, have better benefits and work less than our staff) for 2years. Our new Exec Dir said they are under qualified and we only have to put up with them for 2 years. I reminded him that we are like the government. PA's state income tax was a temporary tax in 1974. Philadelphia's increase in the state sales tax was temporary too. Both are still here just like the entitled staff we hired to orchestrate our opening that occurred 5/2012.

Work rules never get restored or made right just like taxes or entitled people hired.
 
Screaming_Emu said:
I gotta say, it's interesting seeing the difference between my friends that have gone to respective mainline carriers.

Delta guys talk about how much money they made...either profit sharing, open time, etc.

United guys talk about how great the flying is and how much fun they have on trips.

American/Airways guys all say "you know it's not as bad as you'd think!"
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As a regional guy, all three of those options sound wonderful.
 
Hacker15e said:
Hopefully that's the first shot in taking regional flying back to mainline seniority lists...
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PeanuckleCRJ said:
The first shot was the 717 purchase!
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I know that everyone keeps saying stuff like this. But somehow I doubt that SKYW and others Super regionals are just silently going to go into chapter 7. Even before the advent of CRJ-200 regionals have always been around, albeit far smaller. If anything I'd say it would be the return of large turboprops.
 
ATN_Pilot said:
Now, go ahead and do your usual bitching about how I'm such a condescending prick.
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Why? You do a good enough job proving that all by yourself. Plus, I think you like to wear that badge with pride.



ATN_Pilot said:
Those two "trolls" were both national officers at the time, one of whom (me) represented the Comair pilots as their EVP. And while I know you think being a regular 'ole line pilot is next to God and being a union rep is practically evil, the reality is that the guys who are in DALPA leadership positions are the ones who can effect change, so their statements and actions are the ones relevant to this conversation, not the statements of the people who move airplanes from point A to point B and have probably never even been to an MEC meeting in their lives.
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"National Officer." What a joke. That and $5 will get you a cup of coffee at Starbucks. I've been to plenty of MEC and LEC meetings. I've been a member of ALPA since 1995. I've been a volunteer and accident investigator for ALPA since 1996. When did you even start flying? As far as the DALPA "leadership," other than a handful of reps, I haven't met any I would trust with a kazoo let alone anything more serious. Today and tomorrow are going to be interesting if not entertaining. Looking forward to the monkey show.
 
On a more interesting note,

Fresh from the scene:

Industry leading hourly pay rates by the amendable date. Rate increases of:
8% on date of signing
6% on 1/1/16 (14.48% compounded on the amendable date)
3% on 1/1/17
3% on 1/1/18
· Hourly rates average 3.5% above American and 13.5% above United on 1/1/16 not including profit sharing
· Average $3,500 increase in monthly pay per pilot, $42,000 per year per pilot by 1/1/18
· DC increased from 15 to 16 percent on 1/1/2017
· Per diem increased $0.05 on date of signing, $0.05 on 1/1/2016 and 1/1/2017
· Per diem paid for deviation from deadhead with front or back end deviation
· Vacation pay increased from 3:15 to 3:30 per day (0:15 pay/no credit) on 4/1/16
· CQ training pay increased to 4:00 per day (from 3:45)
· A350 pay rate equal to B-777 rate
· A330-900 pay rate equal to A330-200/300
· A321 pay rate equal to B-737-900ER
· E190 pay rate equal to E195 rate
o Exceeds JetBlue E190 rate by:
§ $6.39/hour (3.5%) in 2016
§ $17.88/hour (9.8%) in 2018
· Company commits to adding a new small 100-seat narrow-body at Mainline by the second half of 2016
· Section 3 B. 4. “me-too” provision modified to include profit sharing at Delta, American, and United
· Entry-level pilot pay increases to mirror pay rate table increases
· Minimum pay increased to ALV for pilots in training
· Two hours of suit-up pay for pilots (off probation) meeting with Company representatives
Profit Sharing:
· 20% trigger modified from $2.5B to $6.0B for profit sharing distribution for year 2016 and onward (paid on 2/15/2017)
· 5.74% of variable compensation converted to fixed compensation in the form of hourly pay rates, assuming the Company achieves PTIX of $6.0+ billion every year
o This impact is reduced if PTIX is less than $6 billion
· No cap on profit sharing (no change)
· Change in PTIX definition:
o Treat management compensation same as other employees compensation
o Remove stock volatility from profit sharing calculation by removing gains/losses on equity securities
· Changes would not become effective until 2017 profit sharing payout
· Base pay rates increase 17.9% prior to first profit sharing payout under the new profit sharing formula
Scope
· Retains the limit of 76 seats at DCI
· DCI fleet shrinks to 425 from 450
· Total number of RJs is reduced by 5.6 percent, RJ seat count reduced by 2 percent
· With current limits of 223 76-seaters and 102 total 70-seaters, allows 25 additional 70 or 76-seat jets, but tied to deliveries of a 100-seat small narrow-body aircraft(1 70/76-seat RJ for every 2 100-seaters delivered to Delta)
· Enhances mainline to DCI block hour ratio from current 1.35 to 1.81 end-state
· Restrictions in Section 1 D. 4.–1 D. 6. eliminated due to the fact that DCI aircraft are held at a fixed amount of flying
· Trans-Atlantic Joint Venture scope modified to a 50 percent block hour capacity baseline.
o No longer using EASK metric, this includes a carve-out for flights between U.S. and U.K. due to the Virgin Atlantic Joint Venture.
o One-percent buffer, with a one-year measurement period and one year cure period
· Improves fragmentation language and improves control definition
Reroute:
· Pays premium pay if rerouted and not released within 4 hours of originally scheduled block-in (domestic) or 25 hours (international)
· Reroute limited to one calendar day (formerly limited to duty period)
· Removed “mechanical” from circumstances beyond Company control language related to reroute pay
o The only non-premium pay reroute is for WX on pilot’s routing and closure of origin/destination airport
Sick Leave, Disability and Retirement:
No change to hourly benefit, still max of 270 hours based on longevity
Voluntary verification and 100-hour verification replaced with a verification threshold trigger of 15 work days missed due to sickness per rolling 365-day period
Equates to approximately 80 hours for most pilots
2/3’s of pilots will never need to verify
Verified sick leave absence in excess of 20 consecutive calendar days does not count towards verification/medical release thresholds if:
due to surgery, hospitalization, or fractured bone prohibiting the exercise of your first class medical
Other serious medical condition at pilots option
· Rolling 365-day verification trigger is reset to zero for pilots who go on disability
Company to pay for verification only if requested on “good faith basis”

Haven't seen all the concessionary stuff yet. Looks like there are some "interesting" work rule changes too.
Edit: LCA trips removed from the bid package. Huge NO right there!
 
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