Any "Latest & Greatest" about Delta?
03-07-2011, 03:44 AM
Gets Weekends Off
Joined APC: Dec 2009
Position: Still in one
Posts: 784
OMG, we better prepare to give the company money in 2013, they can't afford to give us pay raises, and if they do they'll have to give everyone a raise as well, and they might unionize, oh my! Can't wait for the union to tell us we might have to lower our expectations cause of the price of oil - but of course we'll get a profit sharing check when things are better 
03-07-2011, 03:45 AM
Gets Weekends Off
Joined APC: Jun 2010
Posts: 631
SWA has a application window opening. It will help if your buddy puts a recommendation in for you.
Commuting on reserve as you have found out is pure folly. It never happened before we ended up with the best reserve system on the planet. That went away in the 1113 contract. It was simply unheard of when I was a new. If you decide not to go with SWA since you now have a young child the very best advice I can give you is to pick one of the major bases and move to that area. Your life will be a improvement beyond anything you can imagine that involves a commute.
I have one of the easiest commutes around. Short flight, same time zone, 35 plus flights a day on 5 different airlines and no kids at home. Its still sucks! I would not even consider my commute with children at home under this contract.
Commuting on reserve as you have found out is pure folly. It never happened before we ended up with the best reserve system on the planet. That went away in the 1113 contract. It was simply unheard of when I was a new. If you decide not to go with SWA since you now have a young child the very best advice I can give you is to pick one of the major bases and move to that area. Your life will be a improvement beyond anything you can imagine that involves a commute.
I have one of the easiest commutes around. Short flight, same time zone, 35 plus flights a day on 5 different airlines and no kids at home. Its still sucks! I would not even consider my commute with children at home under this contract.
This ^^^^^^^coming from this thread's official DALPA apologist! Are you suggesting that we should all apply to SWA since DALPA knows it has no chance of doing the job SWAPA does on a daily basis? Maybe instead of recommending our membership apply to SWA, DALPA should hire SWAPA to get us a new contract! They sure seem to have a good handle on Scope, Pay and Work Rules!! If only.....
03-07-2011, 04:13 AM
Gets Weekends Off
Joined APC: Feb 2008
Posts: 19,423
This ^^^^^^^coming from this thread's official DALPA apologist! Are you suggesting that we should all apply to SWA since DALPA knows it has no chance of doing the job SWAPA does on a daily basis? Maybe instead of recommending our membership apply to SWA, DALPA should hire SWAPA to get us a new contract! They sure seem to have a good handle on Scope, Pay and Work Rules!! If only.....
They have what they have because the company has good management and made 5 billion dollars hedging heating oil.
Scope at SWAPA? The company has never pushed them for RJ and does not want them. No accomplishment on SWAPA part.
The one thing that SWAPA does do well is make sure they work with the company to insure the companies long term success. What a concept!
By the way, SWAPA is not happy with their current position. They don't like where their cost structure is now and the impact it has had on career progression at SWA. That is why they have made no real effort to really raise the bar and have agreed to two contracts and extensions with very small raises. They don't want to be at the top. They want their company to regain its historical huge cost advantage so they can go back to the days of 5 year captains.
03-07-2011, 05:29 AM
Gets Weekends Off
Joined APC: Jun 2010
Posts: 631
SWAPA has never accomplished much of anything. They have piggy backed off of the rest of the pilot world. How did they get their current pay rates. The Delta 3B6 rates on the 737 NG and the Delta and UAL 2001 contracts. What did they achieve then? 20 percent lower rates then the industry.
They have what they have because the company has good management and made 5 billion dollars hedging heating oil.
Scope at SWAPA? The company has never pushed them for RJ and does not want them. No accomplishment on SWAPA part.
The one thing that SWAPA does do well is make sure they work with the company to insure the companies long term success. What a concept!
By the way, SWAPA is not happy with their current position. They don't like where their cost structure is now and the impact it has had on career progression at SWA. That is why they have made no real effort to really raise the bar and have agreed to two contracts and extensions with very small raises. They don't want to be at the top. They want their company to regain its historical huge cost advantage so they can go back to the days of 5 year captains.
They have what they have because the company has good management and made 5 billion dollars hedging heating oil.
Scope at SWAPA? The company has never pushed them for RJ and does not want them. No accomplishment on SWAPA part.
The one thing that SWAPA does do well is make sure they work with the company to insure the companies long term success. What a concept!
By the way, SWAPA is not happy with their current position. They don't like where their cost structure is now and the impact it has had on career progression at SWA. That is why they have made no real effort to really raise the bar and have agreed to two contracts and extensions with very small raises. They don't want to be at the top. They want their company to regain its historical huge cost advantage so they can go back to the days of 5 year captains.
Hmmmm....well, I must be missing something. A lot of SWA CA's bragging about $300K W2's, 3 on 4 off skeds,no RJ's, and few JV's. Is this propaganda or fact? I look forward to seeing how the PWA 2012 TA Roadshow will stack up to their contract on a section by section basis.
Needless to say, please explain how applying to SWA (for those of us that expect restoration) will solidify DALPA as our union moving forward beyond the next PWA?
03-07-2011, 06:07 AM
Get's Every Day Off
Joined APC: Oct 2006
Position: Retired
Posts: 1,860
Reaaaaaaaaly
It could be a downline sick call.
If you are domestic and you are getting back to base more than 4 hours later than your original rotation, welcome to Reroute Pay (double).
If you are international you have to be back more than 30 hours late.
Note the 4 and 30 late refer to release time, not credit or block hours flown.
If you are domestic and you are getting back to base more than 4 hours later than your original rotation, welcome to Reroute Pay (double).
If you are international you have to be back more than 30 hours late.
Note the 4 and 30 late refer to release time, not credit or block hours flown.
03-07-2011, 06:19 AM
Gets Weekends Off
Joined APC: Sep 2006
Posts: 139
It could be a downline sick call.
If you are domestic and you are getting back to base more than 4 hours later than your original rotation, welcome to Reroute Pay (double).
If you are international you have to be back more than 30 hours late.
Note the 4 and 30 late refer to release time, not credit or block hours flown.
If you are domestic and you are getting back to base more than 4 hours later than your original rotation, welcome to Reroute Pay (double).
If you are international you have to be back more than 30 hours late.
Note the 4 and 30 late refer to release time, not credit or block hours flown.
A rerouted regular pilot who is not scheduled to release within four hours of the scheduled release of the last duty period of his original rotation, or within the same calendar day of the last duty period of his original rotation, whichever is later, (the “time limitation”) will receive single pay and credit (or the applicable pay, no credit for a GS, GSWC, IA or IAWC) for the rotation as flown, plus half pay no credit for any duty period(s) that extends beyond such time limitation.
Exception one: If such rerouted pilot is not scheduled to release at his base within such time limitation due to a circumstance over which the Company does not have control
(e.g., pilot’s origin or destination airport closed, weather on pilot’s routing, mechanical on pilot’s assigned aircraft) he will receive only single pay and credit (or the applicable pay, no credit for a GS, GSWC, IA or IAWC) for the rotation as flown.
Exception two: The time limitation will be 30 hours for an international category pilot
when rerouted into, or while in, trans-oceanic operations.
Exception three: A rerouted pilot who is scheduled to be released at his base beyond the time limitation will not be entitled to premium pay if he is again rerouted for the purpose of releasing him at his base within the time limitation.
03-07-2011, 06:45 AM
Gets Weekends Off
Joined APC: Dec 2009
Position: 7ERB
Posts: 2,039
OMG, we better prepare to give the company money in 2013, they can't afford to give us pay raises, and if they do they'll have to give everyone a raise as well, and they might unionize, oh my! Can't wait for the union to tell us we might have to lower our expectations cause of the price of oil - but of course we'll get a profit sharing check when things are better
!Like I said,"It is not our duty as pilots to worry about the rise of OIL (it means nothing)". The more we FEAR, the more management takes advantage.
TYG
03-07-2011, 06:57 AM
Gets Weekends Off
Joined APC: Jul 2009
Position: Lowest Pay I Could Find
Posts: 1,044
SWAPA has never accomplished much of anything. They have piggy backed off of the rest of the pilot world. How did they get their current pay rates. The Delta 3B6 rates on the 737 NG and the Delta and UAL 2001 contracts. What did they achieve then? 20 percent lower rates then the industry.
They have what they have because the company has good management and made 5 billion dollars hedging heating oil.
Scope at SWAPA? The company has never pushed them for RJ and does not want them. No accomplishment on SWAPA part.
The one thing that SWAPA does do well is make sure they work with the company to insure the companies long term success. What a concept!
By the way, SWAPA is not happy with their current position. They don't like where their cost structure is now and the impact it has had on career progression at SWA. That is why they have made no real effort to really raise the bar and have agreed to two contracts and extensions with very small raises. They don't want to be at the top. They want their company to regain its historical huge cost advantage so they can go back to the days of 5 year captains.
They have what they have because the company has good management and made 5 billion dollars hedging heating oil.
Scope at SWAPA? The company has never pushed them for RJ and does not want them. No accomplishment on SWAPA part.
The one thing that SWAPA does do well is make sure they work with the company to insure the companies long term success. What a concept!
By the way, SWAPA is not happy with their current position. They don't like where their cost structure is now and the impact it has had on career progression at SWA. That is why they have made no real effort to really raise the bar and have agreed to two contracts and extensions with very small raises. They don't want to be at the top. They want their company to regain its historical huge cost advantage so they can go back to the days of 5 year captains.
03-07-2011, 07:24 AM
Gets Weekends Off
Joined APC: Feb 2009
Position: right for a long, long time
Posts: 2,642
03-07-2011, 07:45 AM
Gets Weekends Off
Joined APC: Feb 2009
Posts: 841
As of January 31, 2011, our open fuel hedge position is as follows:
Contract Fair
Value at
January 31,
Weighted Percentage of 2011
Average Contract Projected Based Upon
Strike Price Fuel Requirements $92 per Barrel of
(in millions, unless otherwise stated) per Gallon Hedged Crude Oil
Year ending December 31, 2011
Crude Oil
Call options $ 2.05 19% $ 239
Collars — cap/floor 2.10/1.78 10 84
Swaps 2.12 9 58
Total 38% $ 381
Year ending December 31, 2012
Crude Oil
Call Options $ 1.97 1% $ 29
Swaps 2.30 1 3
Total 2% $ 32
For 2010, aircraft fuel and related taxes, including our Contract Carriers under capacity purchase agreements, accounted for $8.9 billion, or 30%, of our
total operating expense, including $89 million of net fuel hedge costs. The following table shows the projected impact to aircraft fuel expense and fuel hedge
margin for 2011 based on the impact of our open fuel hedge contracts at January 31, 2011, assuming the following per barrel prices of crude oil:
Fuel Hedge
Year ending December 31, 2011 Margin
(Increase) Received from
Decrease to Hedge Gain (Posted to)
(in millions) Fuel Expense(1) (Loss)(2) Net impact Counterparties
$60 / barrel $ 2,786 $ (496) $ 2,290 $ (126)
$80 / barrel 1,054 (230) 824 4
$100 / barrel (677) 345 (332) 387
$120 / barrel (2,409) 996 (1,413) 999
(1) Projections based on the decrease (increase) to fuel expense as compared to the estimated crude oil price per barrel of $92 and estimated aircraft fuel
consumption of 3.6 billion gallons for the 11 months ending December 31, 2011.
(2) Projections based on average futures prices per gallon by contract settlement month.
Contract Fair
Value at
January 31,
Weighted Percentage of 2011
Average Contract Projected Based Upon
Strike Price Fuel Requirements $92 per Barrel of
(in millions, unless otherwise stated) per Gallon Hedged Crude Oil
Year ending December 31, 2011
Crude Oil
Call options $ 2.05 19% $ 239
Collars — cap/floor 2.10/1.78 10 84
Swaps 2.12 9 58
Total 38% $ 381
Year ending December 31, 2012
Crude Oil
Call Options $ 1.97 1% $ 29
Swaps 2.30 1 3
Total 2% $ 32
For 2010, aircraft fuel and related taxes, including our Contract Carriers under capacity purchase agreements, accounted for $8.9 billion, or 30%, of our
total operating expense, including $89 million of net fuel hedge costs. The following table shows the projected impact to aircraft fuel expense and fuel hedge
margin for 2011 based on the impact of our open fuel hedge contracts at January 31, 2011, assuming the following per barrel prices of crude oil:
Fuel Hedge
Year ending December 31, 2011 Margin
(Increase) Received from
Decrease to Hedge Gain (Posted to)
(in millions) Fuel Expense(1) (Loss)(2) Net impact Counterparties
$60 / barrel $ 2,786 $ (496) $ 2,290 $ (126)
$80 / barrel 1,054 (230) 824 4
$100 / barrel (677) 345 (332) 387
$120 / barrel (2,409) 996 (1,413) 999
(1) Projections based on the decrease (increase) to fuel expense as compared to the estimated crude oil price per barrel of $92 and estimated aircraft fuel
consumption of 3.6 billion gallons for the 11 months ending December 31, 2011.
(2) Projections based on average futures prices per gallon by contract settlement month.
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