Any "Latest & Greatest" about Delta?
11-24-2012, 07:17 PM
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Lane Kiffin sucks.
11-24-2012, 07:29 PM
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There are situations where you have to fly into vacation. If your in Istanbul and the jet breaks your going to work a day into your vacation if you were getting back the day prior to its start. There is simply nothing that can be done to prevent that type of situation. There are however no other situations where the company can fly you into your vacation. If in fact due to a IROPS you fly into your vacation your eligible for financial recovery of any vacation costs you may have lost.
I understand there are situations beyond the companies control that will cause one to fly into vacation, but we at Delta can't volunteer to do so. I'm thankful for that. UAL however, doesn't want that.
11-24-2012, 07:36 PM
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Sailing, quit jumping to the defense so quickly. You have great input. You lose your credibility when you are so quick to pull the trigger.
11-24-2012, 07:58 PM
veut gagner à la loterie
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I agree with you. If you score 42 or so TDs against SEC teams and beat #1 Bama at Bama, then you deserve the Heisman. To say you don't give freshman the Heisman is just ignorant, he doesn't play in a freshman league does he? kid deserves the Heisman.
11-24-2012, 10:37 PM
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Johnson,
How about the 16% retirement vs our 14% raising to 15%? Also I think they have a 5+00 daily minimum. Not as good as our 5+15 DPA (if we have a duty period every day of our trip) but better than our 4+30 daily minimum. Plus I heard the pay will surpass ours in the last two years of their contract.
So its probably not gem, but maybe not a really big turd either. I think the biggest hose job is the UAL guys not getting full longevity - but I don't really understand when they say the longevity will be increased.
Scoop
11-25-2012, 02:55 AM
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I took his post by mistake as the usual slams against DALPA. I assumed he was implying that we had the same provisions as the UAL contract. My mistake.
11-25-2012, 05:11 AM
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Johnson,
How about the 16% retirement vs our 14% raising to 15%? Also I think they have a 5+00 daily minimum. Not as good as our 5+15 DPA (if we have a duty period every day of our trip) but better than our 4+30 daily minimum. Plus I heard the pay will surpass ours in the last two years of their contract.
So its probably not gem, but maybe not a really big turd either. I think the biggest hose job is the UAL guys not getting full longevity - but I don't really understand when they say the longevity will be increased.
Scoop
How about the 16% retirement vs our 14% raising to 15%? Also I think they have a 5+00 daily minimum. Not as good as our 5+15 DPA (if we have a duty period every day of our trip) but better than our 4+30 daily minimum. Plus I heard the pay will surpass ours in the last two years of their contract.
So its probably not gem, but maybe not a really big turd either. I think the biggest hose job is the UAL guys not getting full longevity - but I don't really understand when they say the longevity will be increased.
Scoop
Airport ready reserve also.
Funny, those UAL guys giving us crap about not raising the bar over SWA...not only will they not do that themselves, they won't even raise it over us!
11-25-2012, 05:26 AM
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I've been reading their merger/TA threads, and can't really determine if this is such a turd. A lot of things make you cringe, but some are a little better. If you read their CAL Pro thread, one thing stands out: CAL had a TERRIBLE contract, but average Scope. I think UA had atrocious pay and poor scope. They had a lot of cleaning up to do, i.e. starting from post-BK, without SOT-like improvements, and without a JCBA right at the merger, so they cleaned up a lot, and are playing catch up. Looks like this catching up is concentrated in payrates.
11-25-2012, 05:43 AM
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Just want to say thanks to "forgot to bid", "crewdawg" and anyone else who chimed in with all the great domicile, equipment and numbers info. I appreciate the time and effort! 
11-25-2012, 05:49 AM
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A new Flt Ops policy states the pilots should make a PA to the pax every 15 minutes of a delay, including prior to boarding at the gate. So, I'm wondering, if we aren't getting paid while the plane sits empty at the gate, and we are now obliged to stand at the ticket counter in full uniform during a delay making announcements along with ACS, will this be reflected in our pay?
I'm not against the practice, but now that the company has codified it in the FOM, doesn't this 'break the veil' of suggested vs mandatory work obligations? For example, if you sign in for a trip and find out that your departure time has slid 2 hours, according to this FOB you'd be obliged to head to the gate ASAP to get started on the PA making. No mention of international differences, so one must assume this applies in Accra as well as Akron.
I'm thinking that according to our contract, if I HAVE to be someplace and do something specific to my job, that I should be paid for it!
I don't see any difference between this and say, being obligated to load baggage between flights or grab some wands and marshall in my outbound equipment. I'd be glad to help if I have time, but it's not my job and therefore I shouldn't be REQ'D to perform it WITHOUT COMPENSATION.
I'm not against the practice, but now that the company has codified it in the FOM, doesn't this 'break the veil' of suggested vs mandatory work obligations? For example, if you sign in for a trip and find out that your departure time has slid 2 hours, according to this FOB you'd be obliged to head to the gate ASAP to get started on the PA making. No mention of international differences, so one must assume this applies in Accra as well as Akron.
I'm thinking that according to our contract, if I HAVE to be someplace and do something specific to my job, that I should be paid for it!
I don't see any difference between this and say, being obligated to load baggage between flights or grab some wands and marshall in my outbound equipment. I'd be glad to help if I have time, but it's not my job and therefore I shouldn't be REQ'D to perform it WITHOUT COMPENSATION.
I'm saddened even more that management thinks they can or even feel the need to legislate the spirit of going the extra mile. It's not something you can put in an All Pilots Letter! It's the environment and work ethic produced when you compensate your employees appropriately and treat them as true stakeholders in the company. This, as opposed to a red number on the financial report, to be minimized, marginalized, and even lied to when necessary to make a quick buck. (For examples, see the LGA slot swap RJ surprise, happily giving our West coast flying to pilots from another airline, and the overtures of hiring to get us to sign the TA).
Not to promote a competitor, but I think SWA has this figured out. The people they hire (pilots, FA's, gate agents, etc) come from the same pool as the legacies. But anyone who flies them regularly and has close friends there would probably not dispute that something is a little bit different. Surely this is not due to the right combination of All Pilot Letters and All FA Letters forcing all employees into a customer service mold. Rather, I think they treat their employees as assets rather than liabilities, and that is reflected in the way their frontline employees interact with customers. They aren't patted on the head like good puppies, told with words they are the most important part of the operation while most management actions say precisely the opposite.
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