RockyBoy

I agree 100%. When a 2nd year narrowbody guy can make 100K on a 70 hour guarantee, I'll stop complaining about the cap. Until then, there are lots of us who have to work more to afford a middle-class house, a couple cars that were built this decade, fund our own pensions, save for the kids to go to school, and maybe go on one cheap vacation per year.

DAL73n

Hey Everyone,

Everyone seems to firing back and forth about what we had, what we lost, who won, who lost, etc.

How about we're all Delta Pilots (no N/S) and we have a contract.

What are your priorities for improving the current contract (once again, starting from what we currently have)!!!!!

I'll start:

1. While I'm not sure it's possible giving the current state of the RLA, I would like to see a contract finished by the amendable date (12/31/2012). That means it takes effect by 1/1/2013.

2. 4 year contract (not 5).

3. 10% pay raise the first year, 5%/year after that AND 5%/year past the amendable date just to give the company incentive to negotiate the next contract.

4. Pay and credit for Vacation. Vacation credit increased to 4.00/day.

5. Increased training pay for recurrent - we spend 4 hours in the Sim, 4 hours should be the minimum. Also, we should get trip rig for recurrent (3.5/1 for TAFB).

6. Increase DC contribution 1%/year for each year of the contract. That will take us from 14% in 2012 to 18%.

7. Increase Vacation Eligibility by 2 years - right now the breaks are at 6 years 12 years and 19 years. Make it 4 years, 10 years and 17 years. Get an extra 1/2 week at say 21 years so max vacation is 5.5 weeks.

8. Better Trip and Duty rigs. Especially eliminate 3 day trips that pay < 10 hours. I have seen trips that leave on Day One Redeye (say 2330) and get home on Day 3 1000 that pay only 10 hours - what do you say to 5 hours minimum per day?

9. Bring back night pay.

10. How about international override for ALL international flying. If I need a passport and have to go through customs to get into the country then it is an international destination (Mexico, all Central and South America, etc).

11. Better per diem.

While I have no idea how much all of that will cost ( we have lots of Data geeks in the union who are supposed to be able to figure this out) these are just some of my ideas. And let's put in our ideas without a N/S slant. How about it - what to you want?

DAL73n

That's my point!!!!

Superpilot92

You're right! The pay rates and retirement contribution should be to where nobody needs to fly more than guarantee to make a decent living and replace what was once decent pensions.

Superpilot92

add to that

12. Reserve and line holders should be paid the same for the same pairing. None of this reserve pays less credit than the other guy.

13. 75 hour guarantee

14. NWA commuter policy

15. LETS NOT FORGET A PERMANENT LINE IN THE CONCRETE OVER SCOPE

Waves

Good decision. Difficult to argue with that last point. By the way, I wasn't the one who initiated that conversation. We all are entitled to complain, but let's keep it real and not try to convince DAL S guys that DAL N guys took a pay cut. It's BS and we don't want to hear it. Complain about real things and we will all get along and complain together as one unified whinny pilot group like always.

By the way, where did you get the finger wagger? I like it.

maddogmax

I never said I could not pay my bills. My point was that simply saying the north guys got a 20% pay raise is not the total picture. Green slips are great if you live in base, If not, then picking up a trip off the open board next week for time and a half is a better deal in my opinion.

maddogmax

Once again, No one is saying the DAL N guys took a pay cut if you only look at hourly wages. W2's speak for themselves. Not to mention the 1600 hrs of sick leave I lost. Standing by for the incoming.

finis72

Super, there is a cost associated with everybody's wish list. 75 hr guarantee is great for the 20% of the pilots on reserve,7% pay raise ! How about the 80% not on reserve ? Unless you are bottom of the seniority list reserve is a choice.I personally don't think it's fair to give a reserve 777 Capt 7% more to sit at home while I have to bust my but to get those same 75 hours. Do I think we should improve the reserve system ?, yes I do but I don't think any small portion of the company should get a windfall. Pay raises help everybody.
Sermon to follow; In my 30 plus years at the big D I have learned one very important fact of life.If you want to have QOL and good pay stay senior

in category, all the good deals go to those senior in their category. Case in point, pre BK i made a lot of money flying 76ER Capt but I had 2 buds in my class make way more and have a better QOL as MD-!! FO's ! Super, I like your posts, you have the right idea.

Reroute

The reduction in hours of pay is not so much a result of the PWA as it is a result of a decrease in capacity. Fewer hours of pay were coming with or without a merger. The shift to DAL work rules and manning formula's along with the increase in hourly rates probably softened the hit and prevented displacements. We are just pulling out of the worst recession since the Great Depression, with the resultant loss of over 20% in revenue and no one got furloughed. We ought to all be happy about that. Now our combined company is well positioned for the recovery. Let's focus on our common interests and leave the past behind, we have the potential to be a part of an industry leading airline with an industry leading contract, let's focus on that.