Any "Latest & Greatest" about Delta?
i liked all your other suggestions, but will never vote for this. I have used oobws to greatly improve my qol for the last 2yrs. I have absolutely no desire to give up this powerful tool. In fact, i would like to see the pre-bankruptcy ladder that put oobws before next day, non-ys, reserves.
I liked all your other suggestions, but will never vote for this. I have used OOBWS to greatly improve my QOL for the last 2yrs. I have absolutely no desire to give up this powerful tool. In fact, I would like to see the pre-bankruptcy ladder that put OOBWS before next day, non-YS, reserves.
Gets Weekends Off
Joined APC: Jul 2007
Position: Left seat of a little plane
Posts: 2,431
And that will not change no matter how much we make or whether or not we get 1.5 over anything..... All this talk about being paid enough so that you only have to work 70 hours a month is a bunch of hooey. If the payrates go up, so will the W2, and that is not lost on anybody. But I think I am onboard with the 1.5 over something....
Basic economics states that no matter how much you have--including Bill Gates and Warren Buffett--you still want more. That doesn't necessarily mean more $$, but you still want "more" however that is defined.
No matter how much or little we make, there will always be guys who are happy to fly a GS. I am not editorializing at all here--just stating a fact.
Gets Weekends Off
Joined APC: Oct 2013
Posts: 106
And then they complain about how long they've been stuck in the right seat.
If the company is worried about too many 60Ps going "semi-retired" (like I plan to do), then maybe they should seriously think about 1.5 X 50 or 60. I'd rather keep GSs than set the multiplier at 80.
If the company is worried about too many 60Ps going "semi-retired" (like I plan to do), then maybe they should seriously think about 1.5 X 50 or 60. I'd rather keep GSs than set the multiplier at 80.
Never. I'll campaign against that. I am against the whoring and huge productivity and staffing giveback that 1.5 over xx gives. Avg DAL pilot credits 89/mo. with 9 at 1.5 pay = 4.5 hours of premium divided into 89= 5.05% increase.
I'd rather take the better straight pay and keep a 2x trigger (and I commute)
We need to look in the other direction. Like:
These will help RES fill up faster and either result in more advance notice GS or cause more hiring and advancement.
I'd rather take the better straight pay and keep a 2x trigger (and I commute)
We need to look in the other direction. Like:
These will help RES fill up faster and either result in more advance notice GS or cause more hiring and advancement.
In addition, just because you are against "1.5 over 80", what gives you the right to limit the amount someone can make IF HE OR SHE WISHES TO FLY AND EARN MORE? Every person has a reason, be it kids approaching/ in college, new car, medical bills, taking care of family members, mx on the house, savings, etc.
Many here spout off about the "time value of money", stagnation, etc. Guess what, this is one way for those who are "stagnated" or junior to make up some of that "time value of money" which is lost due to the lack of upgrades. Oh, and for green slips, usually it's the same senior individuals who get them.
I will campaign FOR1.5 over 80 as hard as I can, because NO ONE has the right to tell me how much I can fly and earn (unless of course, it's defined by FAR's)
Sorry for the rant. Off soap box......
I liked all your other suggestions, but will never vote for this. I have used OOBWS to greatly improve my QOL for the last 2yrs. I have absolutely no desire to give up this powerful tool. In fact, I would like to see the pre-bankruptcy ladder that put OOBWS before next day, non-YS, reserves.
Still and always against 1.5 over anything. Don't reward whoring. Make straight pay higher for the original line of time to equal the disparity.
Gets Weekends Off
Joined APC: Oct 2013
Posts: 106
I can see that. I didn't know that OOBWS was ahead of LCRES in the pre-bankruptcy days. I'm am in favor of pre-BK rules retuning!
Still and always against 1.5 over anything. Don't reward whoring. Make straight pay higher for the original line of time to equal the disparity.
Still and always against 1.5 over anything. Don't reward whoring. Make straight pay higher for the original line of time to equal the disparity.
1.5 doesn't cut it.
They tried that before here at Delta. Reduced greenslips to 1.5 and then found out most pilots didn't want to give up their days off for that. The company gladly went back to 2.0 greenslips. It's the proper incentive to get trips covered.
And limiting you to one greenslip until everyone in category has had a chance for one addresses your spread the wealth issue.
Well, from my understanding, a lot of those listed were in our proposal for the last contract. How many made it?
In addition, just because you are against "1.5 over 80", what gives you the right to limit the amount someone can make IF HE OR SHE WISHES TO FLY AND EARN MORE? Every person has a reason, be it kids approaching/ in college, new car, medical bills, taking care of family members, mx on the house, savings, etc.
Many here spout off about the "time value of money", stagnation, etc. Guess what, this is one way for those who are "stagnated" or junior to make up some of that "time value of money" which is lost due to the lack of upgrades. Oh, and for green slips, usually it's the same senior individuals who get them.
I will campaign FOR1.5 over 80 as hard as I can, because NO ONE has the right to tell me how much I can fly and earn (unless of course, it's defined by FAR's)
Sorry for the rant. Off soap box......
In addition, just because you are against "1.5 over 80", what gives you the right to limit the amount someone can make IF HE OR SHE WISHES TO FLY AND EARN MORE? Every person has a reason, be it kids approaching/ in college, new car, medical bills, taking care of family members, mx on the house, savings, etc.
Many here spout off about the "time value of money", stagnation, etc. Guess what, this is one way for those who are "stagnated" or junior to make up some of that "time value of money" which is lost due to the lack of upgrades. Oh, and for green slips, usually it's the same senior individuals who get them.
I will campaign FOR1.5 over 80 as hard as I can, because NO ONE has the right to tell me how much I can fly and earn (unless of course, it's defined by FAR's)
Sorry for the rant. Off soap box......
We did get an ADG that counts toward reserves, days off for reserves increased, training pay went up, vacation pay went up, computer training increased from 1:3 to 1:2. Pay rates increased 20% in 3 years, DC upped 1%, the SOT for RAW for SC days, which is a step towards credit.
So yes, many of those things are getting accomplished, and I'd like to see the trajectory continued.
Gets Weekends Off
Joined APC: Apr 2008
Position: DAL FO
Posts: 2,169
Well, from my understanding, a lot of those listed were in our proposal for the last contract. How many made it?
In addition, just because you are against "1.5 over 80", what gives you the right to limit the amount someone can make IF HE OR SHE WISHES TO FLY AND EARN MORE? Every person has a reason, be it kids approaching/ in college, new car, medical bills, taking care of family members, mx on the house, savings, etc.
Many here spout off about the "time value of money", stagnation, etc. Guess what, this is one way for those who are "stagnated" or junior to make up some of that "time value of money" which is lost due to the lack of upgrades. Oh, and for green slips, usually it's the same senior individuals who get them.
I will campaign FOR1.5 over 80 as hard as I can, because NO ONE has the right to tell me how much I can fly and earn (unless of course, it's defined by FAR's)
Sorry for the rant. Off soap box......
In addition, just because you are against "1.5 over 80", what gives you the right to limit the amount someone can make IF HE OR SHE WISHES TO FLY AND EARN MORE? Every person has a reason, be it kids approaching/ in college, new car, medical bills, taking care of family members, mx on the house, savings, etc.
Many here spout off about the "time value of money", stagnation, etc. Guess what, this is one way for those who are "stagnated" or junior to make up some of that "time value of money" which is lost due to the lack of upgrades. Oh, and for green slips, usually it's the same senior individuals who get them.
I will campaign FOR1.5 over 80 as hard as I can, because NO ONE has the right to tell me how much I can fly and earn (unless of course, it's defined by FAR's)
Sorry for the rant. Off soap box......
Except for those benefiting from it, most pilots did not like Trip Parking. What you're proposing would be far more detrimental than that, or any of the other work rules that have gone bye-bye over the years. I MIGHT be able to get behind 1.5 over 80 (I was fnwa btw, as I assume you are on the 744) but it would have to come with a cap - not limited solely by FAR's. 80 is just too high of a premium trigger, and would incentivize far too many of us to help Delta reduce our headcount.
The point is, there is a balance to be struck, and we will naturally all have our personal opinions on it. After the stagnation of the past decade+ I have little interest in anything that will further reduce Delta's staffing requirements.
The GS system definitely favors seniority in category, but as others have mentioned on here, it is more affected by your bidding strategy. The senior guys get more GS's because they are more likely to be OFF when GS's are flowing. All other things equal, the junior guy has to get his G#1 before the senior guy gets G#2.
If a pilot chooses not to chase the bigger payrate for better seniority in-category, he benefits by having better bidding options and the ability to set himself up for more GS's. He also has the option to bid up a category for the higher payrate, but probably fewer pay hours in a given year... If you say we shouldn't limit ourselves at all, then option #2 gets pushed back even further. IMO, after seeing both ways of doing things, I don't want to go back to 1.5 over 80. The current system seems to un-stovepipe things a little bit more, creating more options for guys vertically throughout the list.
Nobody is telling you how much you can make. I'd argue that if you live in base and know how to game the system you could make more as a senior NB FO rather than sitting wherever you do on the whale. We have 73NB's making more than the A's they fly with. There are plenty of ways to skin the cat...
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