Any "Latest & Greatest" about Delta?
03-02-2013, 06:17 PM
seeing the large hubs...
Joined APC: Oct 2006
Position: 73N A
Posts: 3,759
Aircraft Information 737-400 Combi - Alaska Airlines
03-02-2013, 06:26 PM
Moderator
Joined APC: Oct 2006
Position: B757/767
Posts: 13,088
03-02-2013, 06:26 PM
Gets Weekends Off
Joined APC: May 2012
Posts: 589
03-02-2013, 06:45 PM
Gets Weekends Off
Joined APC: Nov 2008
Position: MD-88 F/O
Posts: 1,004
pro diem works great...not to mention that the owner is the wife of one of our own...
03-02-2013, 07:02 PM
meh
Joined APC: Oct 2010
Posts: 828
I can't believe you see this as inadequate or concessionary. The only time the company has access to this provision is if they believe that there was something going on besides you being sick (i.e. they have enough other proof to hammer you). So lets say that you get caught taking a sickation. The Chief Pilot has a good faith cause to query your sick call usage. He asks you the general terms of your illness, you say you had the sniffles. The Chief Pilot asks for the release and now, you have to go back to your doctor, and tell them you had the sniffles, didn't feel well enough to work, and then felt better. You get a quick physical exam, get signed off as well to work, release your medical records specific to the illness in question. Not your whole record - just the record specific to the sick leave in question.
Then because you happen to have screwed up and incriminated yourself anyway, you get hammered for lying to the company and get fired anyway.
So yes - the company can access your medical records, most likely right before they fire you. Otherwise you can go 100 silent hours where you're actually sick and not say a word to anyone, as long as you behave as if you are too sick to work while you're sick and before you tell them you're ok to work.
Delta has an extremely liberal policy for personal drops. We have no minimum level of work required for a given month that I know of. If there's coverage and you want to PD everything, do it. But that's why the company can get away with not budgeting for 100 hours of free credit for every pilot. They have given you the out to be unproductive, and they expect you to take it based on their expectations of you. If you're WS-ing a trip, then 48 hours later sicking out for it, they have every right to be angry, and to question the sick call (should they choose to investigate it and have proof that you were scamming the system outside a hunch). But - most likely - unless you're a massive trouble maker, they're just gonna ignore it.
So what's the problem? Would you rather have an event based system? Where 5 sick calls in, you're required to submit a sick note for very sick call? Would you rather you just be able to abuse the system? Is that really what this is all about? That you can't game the system to your satisfaction, so you call it inadequate and concessionary? I think that's the issue with a lot of you. "I can't get mine, so it's inadequate or concessionary." Quit whining and eat some bad Chinese if you don't want to work. You're an adult - you know how to make this work.
Then because you happen to have screwed up and incriminated yourself anyway, you get hammered for lying to the company and get fired anyway.
So yes - the company can access your medical records, most likely right before they fire you. Otherwise you can go 100 silent hours where you're actually sick and not say a word to anyone, as long as you behave as if you are too sick to work while you're sick and before you tell them you're ok to work.
Delta has an extremely liberal policy for personal drops. We have no minimum level of work required for a given month that I know of. If there's coverage and you want to PD everything, do it. But that's why the company can get away with not budgeting for 100 hours of free credit for every pilot. They have given you the out to be unproductive, and they expect you to take it based on their expectations of you. If you're WS-ing a trip, then 48 hours later sicking out for it, they have every right to be angry, and to question the sick call (should they choose to investigate it and have proof that you were scamming the system outside a hunch). But - most likely - unless you're a massive trouble maker, they're just gonna ignore it.
So what's the problem? Would you rather have an event based system? Where 5 sick calls in, you're required to submit a sick note for very sick call? Would you rather you just be able to abuse the system? Is that really what this is all about? That you can't game the system to your satisfaction, so you call it inadequate and concessionary? I think that's the issue with a lot of you. "I can't get mine, so it's inadequate or concessionary." Quit whining and eat some bad Chinese if you don't want to work. You're an adult - you know how to make this work.
Well guess what, not everyone is so lucky to be so arrogantly healthy. Some of us get sick, and it lingers lightly for weeks, and after twenty trips to the doctor for the same symptoms over our life where each time the answer is "no treatment really, drink lots of water and rest up, oh hell here's some cough syrup too, good luck", well we've come to understand that not every actual REAL ILLNESS needs you to visit the doctor. Particularly when it takes 2 days to get an appointment and nothing happens except they look at you like, "***, you again? Weren't you just coughing like this 2 months ago? I couldn't solve it then, what am I gonna do now? Stop wasting my time man!"
Under situations like this, you might evaluate the requirements of the current language with a more skeptical eye.
There is a reason the sick hours are in the hundreds, and it's because many people get sick particularly as they get older or have young kids bringing home germs from school. I'd trade getting routine coughs and sinus problems with you in an instant, even if I had to take being naively arrogant about my youthful health ... though I'd hope not to be so foolish in assuming everyone else had my great good fortune or were scheming liars.
None of the above is any indication of my thoughts on the actual new contract, so pls don't misconstrue... I do think this new verbage is worse than what existed before, mostly for hypothetical antagonistic situations that I think contract language should be evaluated under--for this reason I agree with Purple Drank here. Yeah, I think it is probably workable and ok as is, but will NOT protect in those conceivable extremes (which is when contract language like this really comes into play, so it's pointless to evaluate it under normal "healthy" conditions). My point, SailorJerry, is that you seem to evaluate this intelligently and are eloquent on it... but I perceive a mistaken assumption in your writing that I don't think you even notice.
Last edited by Roadkill; 03-02-2013 at 07:19 PM.
03-02-2013, 07:18 PM
Gets Weekends Off
Joined APC: Apr 2011
Position: retired 767(dl)
Posts: 5,745
Roadkill,ever try the Neti-pot? I know it sounds silly,but I never leave home without mine.Forty years of suffering gone in a sniff.
03-02-2013, 07:48 PM
Gets Weekends Off
Joined APC: May 2012
Posts: 489
Is being paid ALV-2 better than being paid 70 hours? Sure. Does it screw me over in the long term? Absolutely. Because while being paid 74 hours on the 88 is nice it's not worth having the involuntary ALV+15 system (fewer pilots in every category) given I could make more money flying the 73N with a 70 hour cap.
I agree with this. I'd rather go back to a 70 hr res. gurantee than give up 7th short call, ALV+15, and July/Aug being 30 day months. How much "time value of money" is lost in the inability/delay to get to a higher paying aircraft (or bounced down to a lower) due to the reduction in staffing caused by those items.
If you're on weekend reserve, you're stuck there anyways. Nobody is moving around here anyways.
Any weekend staffing increase that happens say, tomorrow, will be staffed by more senior folks who can currently hold weekends off. When (if) hiring commences, they go back to weekends off, while newhires fill their gap. The individuals who are presently working weekends under the current (non-increased) weekend staffing model may find themselves still on weekend duty under the above scenario. Depends on the amount of hiring.
Clear as mud?
Anyway, the fewer people that have to work weekends or holidays the better in my opinion. I don't think it is ever a good idea to increase staffing on those days over the minimum we can achieve.
03-02-2013, 07:55 PM
Gets Weekends Off
Joined APC: May 2012
Posts: 589
I agree with this. I'd rather go back to a 70 hr res. gurantee than give up 7th short call, ALV+15, and July/Aug being 30 day months. How much "time value of money" is lost in the inability/delay to get to a higher paying aircraft (or bounced down to a lower) due to the reduction in staffing caused by those items.
My statement was in regards to any potential hiring in the future, combined with a current increase in weekend staffing.
Any weekend staffing increase that happens say, tomorrow, will be staffed by more senior folks who can currently hold weekends off. When (if) hiring commences, they go back to weekends off, while newhires fill their gap. The individuals who are presently working weekends under the current (non-increased) weekend staffing model may find themselves still on weekend duty under the above scenario. Depends on the amount of hiring.
Clear as mud?
Anyway, the fewer people that have to work weekends or holidays the better in my opinion. I don't think it is ever a good idea to increase staffing on those days over the minimum we can achieve.
My statement was in regards to any potential hiring in the future, combined with a current increase in weekend staffing.
Any weekend staffing increase that happens say, tomorrow, will be staffed by more senior folks who can currently hold weekends off. When (if) hiring commences, they go back to weekends off, while newhires fill their gap. The individuals who are presently working weekends under the current (non-increased) weekend staffing model may find themselves still on weekend duty under the above scenario. Depends on the amount of hiring.
Clear as mud?
Anyway, the fewer people that have to work weekends or holidays the better in my opinion. I don't think it is ever a good idea to increase staffing on those days over the minimum we can achieve.
03-02-2013, 09:29 PM
Gets Weekends Off
Joined APC: Jun 2007
Posts: 1,357
Bid short call for the month. Guarantee 79 hours
Bid long call for the month. Guarantee 75 hours. On long call you can be converted to short call a maximum of 4 times. The first time you add 2 hours to your guarantee. The second through fourth you add 3 more hours to your guarantee for a total 79 hour guaranteed hours of pay. You might still only fly 30 hours for the month and guaranteed 79 hours pay.
Bid Zones (ie no calls before 10AM)
The good news is if we ever merge with Alaska, DALPA will insist on keeping the worst of both company policies to help the company out and leave loopholes because our high powered attorneys thought using the word "may" shouldn't be a problem.
03-02-2013, 09:33 PM
Gets Weekends Off
Joined APC: Jan 2008
Position: maddoggy dog
Posts: 1,026
They download your yearly time cards from icrew. Then they figure out each nights per diem from that.
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