Any "Latest & Greatest" about Delta?
Runs with scissors
Joined APC: Dec 2009
Position: Going to hell in a bucket, but enjoying the ride .
Posts: 7,730
You could look at it that way, or you could say big pay raise, better work rules and scope winning! And of course 717++++.
But I think you were right the first time.
While on a DL flight today, the captain gave my kid a trading card that had a picture of the airplane on the front and a bunch of stats on the back. Wife says it looks like a Delta produced card. Any idea where we can get these things? It's a neat idea and I would assume the older kids think its cooler than a set of plastic wings.
I don't agree. The company is chipping away at work rules with LOAs, and throwing the token money at us, which we snap up like Pavlov's dogs.
My hope when the NW pilots came on board was that we would stiffen our spines just a bit, but the contrary has happened. The results are starting to show. Schedule quality has gone downhill, schedule flexibility going downhill, rerouting out of control, no real progress made on scope recapture--because it will take care of itself. In short, we have made QOL trades for money.
Here comes C15. Company is going to want relief from their training problem, company is going to want relief from sick issues--caused by guys fling domestically 11 days in a row. They will be willing to pay $$$ for pay banding, for sick banks, other items here and there. Scope will probably remain status quo.
The key will be the timing and severity of the downturn. Will the $$$$ hold up? Will we have to give up the scope to keep a semblance of the $$$$ in 2017 or 2018? Will the pay banding and other training relief granted come back to bite us if a significant downsize occurs?
In short, since I know everyone likes to bash them so much and can relate so well, will we become USAirways of today, or worse SWA without the money AND a hub and spoke operation.
Strategic vs tactic. Discuss….
I don't agree. The company is chipping away at work rules with LOAs, and throwing the token money at us, which we snap up like Pavlov's dogs.
My hope when the NW pilots came on board was that we would stiffen our spines just a bit, but the contrary has happened. The results are starting to show. Schedule quality has gone downhill, schedule flexibility going downhill, rerouting out of control, no real progress made on scope recapture--because it will take care of itself. In short, we have made QOL trades for money.
Here comes C15. Company is going to want relief from their training problem, company is going to want relief from sick issues--caused by guys fling domestically 11 days in a row. They will be willing to pay $$$ for pay banding, for sick banks, other items here and there. Scope will probably remain status quo.
The key will be the timing and severity of the downturn. Will the $$$$ hold up? Will we have to give up the scope to keep a semblance of the $$$$ in 2017 or 2018? Will the pay banding and other training relief granted come back to bite us if a significant downsize occurs?
In short, since I know everyone likes to bash them so much and can relate so well, will we become USAirways of today, or worse SWA without the money AND a hub and spoke operation.
Strategic vs tactic. Discuss….
My hope when the NW pilots came on board was that we would stiffen our spines just a bit, but the contrary has happened. The results are starting to show. Schedule quality has gone downhill, schedule flexibility going downhill, rerouting out of control, no real progress made on scope recapture--because it will take care of itself. In short, we have made QOL trades for money.
Here comes C15. Company is going to want relief from their training problem, company is going to want relief from sick issues--caused by guys fling domestically 11 days in a row. They will be willing to pay $$$ for pay banding, for sick banks, other items here and there. Scope will probably remain status quo.
The key will be the timing and severity of the downturn. Will the $$$$ hold up? Will we have to give up the scope to keep a semblance of the $$$$ in 2017 or 2018? Will the pay banding and other training relief granted come back to bite us if a significant downsize occurs?
In short, since I know everyone likes to bash them so much and can relate so well, will we become USAirways of today, or worse SWA without the money AND a hub and spoke operation.
Strategic vs tactic. Discuss….
I think he's saying we should be compensated accordingly when the company is wildly profitable in large part due to the massive amount we all gave up 10 years ago.
Gets Weekends Off
Joined APC: Jul 2007
Position: Left seat of a little plane
Posts: 2,431
I don't agree. The company is chipping away at work rules with LOAs, and throwing the token money at us, which we snap up like Pavlov's dogs.
I could go on and on. We have given the company work rule concessions in two places--the ALV limits raised as high as 84 hours, and the 30 day summer months. That was offset, however, by a much higher reserve guarantee in perpetuity, every month, forever. That is a tradeoff most of us will grudgingly accept, though I don't know many guys--myself included--who are thrilled by the 30 day summer months.
My hope when the NW pilots came on board was that we would stiffen our spines just a bit, but the contrary has happened. The results are starting to show. Schedule quality has gone downhill, schedule flexibility going downhill, rerouting out of control, no real progress made on scope recapture--because it will take care of itself. In short, we have made QOL trades for money.
Here comes C15. Company is going to want relief from their training problem, company is going to want relief from sick issues--caused by guys fling domestically 11 days in a row. They will be willing to pay $$$ for pay banding, for sick banks, other items here and there. Scope will probably remain status quo.
The key will be the timing and severity of the downturn. Will the $$$$ hold up? Will we have to give up the scope to keep a semblance of the $$$$ in 2017 or 2018? Will the pay banding and other training relief granted come back to bite us if a significant downsize occurs?
The key will be the timing and severity of the downturn. Will the $$$$ hold up? Will we have to give up the scope to keep a semblance of the $$$$ in 2017 or 2018? Will the pay banding and other training relief granted come back to bite us if a significant downsize occurs?
Strategic vs tactic. Discuss…
Which is more effective? Multiple 3-5% pay raises for years on end, compounded on top of each other, or "chest thumping" not making any progress whatsoever, then finally getting a 25% raise? The latter gets to declare "victory" while the former just shows up every day and does his job. The latter never realizes in his own self-congratulatory rhetoric that the former actually did better.
Gets Weekends Off
Joined APC: Jun 2008
Posts: 3,716
Gets Weekends Off
Joined APC: Jul 2007
Position: Left seat of a little plane
Posts: 2,431
Had the CDOs been implemented, especially without memrat, then his point would have been valid. Other than that I can't think of any negatives with the recent LOA in its final form.
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