Saabs

I live in base too. I just won't pick up for 150% not worth it. When we start getting industry standard 200% ill consider it.

andrewtac

Is 200% the industry standard? I thought UAL was 150, 175, or 200 at company discretion for line holders (not sure what the actual practice is); 150% for reserve on voluntary days off. Also, not sure what DAL does for reserve, it is worded weird in the contract comparison.

Frip

Which means never

Your choice of course, and it's all good.

NTL, 15 hours over guarantee 1-1 with a leg out the evening of your last day off, if you're in the mood to do it, is a pretty good chunk of extra cash.

DarinFred

I sit short call just for what frip is describing. I also live in base. I've been netting between 90 and 130 hours every month. Working maybe 10-12 days per month. In the bottom 15% in base. Sure, I'd like to make 200% on my overtime flying, but who wants to live in ATL?

Frip

Through July, average 94 hours per month and 6 days flying.

Had to take a line Aug and Sep to get the days off I needed.

Unless the call me in the next 2:31, will not fly this month.

Cashing in a little unused vacation credit keeps the pay average at 94:00, and having fly a line two months and having a couple trips extend due to weather raises the days worked average to about 8 days per month.

It's complicated and it sucks, but it is what you make of it.

full of luv

At DAL on reserve, if you volunteer to work on days off, you get all that credit in addition to your reserve guarantee and then you get those amount of days off from when you were next scheduled to be on call as well (so it's sort of 200%), but never feels as juicy as getting the 200% that you get as a line holder working on your days off.

If your next on call period isn't in that bid month, you get what are called "payback days" which are used in future bid periods to either drop reserve days, drop trips (with credit for the days dropped) if a line holder, or lastly to increase vacation days. Pilots choice.

andrewtac

So it is straight pay for above your guarantee? With additional days off instead of pay, and you add those up for a quasi 200%? It does sound like a good option if that is the case, but not necessarily better.

Hueypilot

If you removed LOAs 93 and 89, the Airways contract rocked, and the pay was about as good as it is today too. Really, the only thing that made Airways "less desirable" was simply the bankruptcy pay rates and the retirement fiasco. The work rules, in general, were much better than AAs.

full of luv

That's what it is, that's why it's an immediate reward as a line holder when all the flying on days off is paid at 200% essentially.

Not as immediate $$ good on reserve but goosing the check with same number of days off still attracts a few.

The infamous "rolling thunder" is where a somewhat senior reserve holder who bids reserve on say Mon-Thurs weekly and then routinely picks up GS(200%) flying on Fri-Mon (thats the highest likely days with 200%) and then gets paid back days off on the "sked on days of T-Th" and then repeats all month to double his reserve guarantee but only working half the month (albeit over the weekends). That's the way you make bank on reserve at Delta, but as you can see, it takes a short manned category and enough bidding power to get initial days off that are likely to have 200% trips offered.

andrewtac

So it sounds like for new guys/none line holders our contract is better in that aspect. I'd rather have the money than the extra days off.