Details on Delta TA
#2701
How many times did they remind us to be sure and read all the ELM (Expectation Lowering Material) they sent us before filling out the contract survey? Maybe they're finding it didn't work as well this time? (One can always hope... )
#2702
Frankly Dude, you need to tone it down. It "sounds" like you are screaming on the internet. We didn't kill it on C2012, but we didn't do as poorly as you continually suggest. Your posts are like "Paul Harvey, without the rest of the story." Nothing in C12 was an improvement? You hate ALPA! I think everyone gets it.
TEN
#2703
Gets Weekends Off
Joined APC: Jun 2007
Position: CA
Posts: 1,207
I am a middle list dweller and have October vacation. My month has me working 8 days with 23 days off. My vacation length is 19 consecutive days. My compensation is 92 TFP.
Most of this is directly due to different bidding systems. We do not have pref bid so lines are not built around known absences. We have available outside vendor software programs that will take your vacation month and apply contractual trip pull language to guide you toward either the most time off for the vacation (what I did) or the highest pay for the vacation period.
Those that choose to optimize pay routinely credit 120-130TFP during vacation months while maintaining a normal 18 day off average. Those that shoot for max time off will see greatly reduced compensation.
#2704
All I am saying is DAL vacation is not great comparatively. Even the contract comparison showed that, and it didn't even tell the whole story. How about you help educate yourself and your peers on this and start pulling in an upward direction.
You help propagate the myth that it is "great" normally based on your recent personal experience, a sample size of one. This is harmful, especially as an LCA. Educate yourself and row with the team instead of against it.
#2705
Topic was vacation. You might have ADD. Rather than take a look at vacation at comparative carriers and admit ours is middle of the pack at best, you toss out the "go work there" argument. Nice.
All I am saying is DAL vacation is not great comparatively. Even the contract comparison showed that, and it didn't even tell the whole story. How about you help educate yourself and your peers on this and start pulling in an upward direction.
You help propagate the myth that it is "great" normally based on your recent personal experience, a sample size of one. This is harmful, especially as an LCA. Educate yourself and row with the team instead of against it.
All I am saying is DAL vacation is not great comparatively. Even the contract comparison showed that, and it didn't even tell the whole story. How about you help educate yourself and your peers on this and start pulling in an upward direction.
You help propagate the myth that it is "great" normally based on your recent personal experience, a sample size of one. This is harmful, especially as an LCA. Educate yourself and row with the team instead of against it.
Oh, and way to play the LCA card. WhoGAS? Have a nice day.
#2706
Not everything is better at SWA, not even close, but if you want to listen to reason, some things are better at Southwest.
I am a middle list dweller and have October vacation. My month has me working 8 days with 23 days off. My vacation length is 19 consecutive days. My compensation is 92 TFP.
Most of this is directly due to different bidding systems. We do not have pref bid so lines are not built around known absences. We have available outside vendor software programs that will take your vacation month and apply contractual trip pull language to guide you toward either the most time off for the vacation (what I did) or the highest pay for the vacation period.
Those that choose to optimize pay routinely credit 120-130TFP during vacation months while maintaining a normal 18 day off average. Those that shoot for max time off will see greatly reduced compensation.
I am a middle list dweller and have October vacation. My month has me working 8 days with 23 days off. My vacation length is 19 consecutive days. My compensation is 92 TFP.
Most of this is directly due to different bidding systems. We do not have pref bid so lines are not built around known absences. We have available outside vendor software programs that will take your vacation month and apply contractual trip pull language to guide you toward either the most time off for the vacation (what I did) or the highest pay for the vacation period.
Those that choose to optimize pay routinely credit 120-130TFP during vacation months while maintaining a normal 18 day off average. Those that shoot for max time off will see greatly reduced compensation.
Good for you. But from what I read it really isn't all that different. You have 19 days of vacation stretched into 23? I have 9 stretched into 18. Your pay might be better though, with that Chinese pay system it's hard to say. But the similarities are that those that choose to maximize pay will work harder for it. We can do the same thing. I'm taking the time off. And ours is getting better with each contract. Not good enough for some on here.. but much better. Thanks for the contribution to the discussion.
#2707
Gets Weekends Off
Joined APC: Jun 2007
Position: 7ER Capt
Posts: 461
I realize you're still on probation, but try to understand this... a union's only strength is unity.
Unlike any other type of vote, a union vote, where over a third of your union brothers and sisters do not agree with you, is definitely not a landslide.
I.e., if your union received a 63% "landslide" vote to go on strike, there would certainly be no strike.
Unlike any other type of vote, a union vote, where over a third of your union brothers and sisters do not agree with you, is definitely not a landslide.
I.e., if your union received a 63% "landslide" vote to go on strike, there would certainly be no strike.
#2708
Gets Weekends Off
Joined APC: Feb 2008
Posts: 19,599
I realize you're still on probation, but try to understand this... a union's only strength is unity.
Unlike any other type of vote, a union vote, where over a third of your union brothers and sisters do not agree with you, is definitely not a landslide.
I.e., if your union received a 63% "landslide" vote to go on strike, there would certainly be no strike.
Unlike any other type of vote, a union vote, where over a third of your union brothers and sisters do not agree with you, is definitely not a landslide.
I.e., if your union received a 63% "landslide" vote to go on strike, there would certainly be no strike.
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