Details on Delta TA
11-10-2014, 03:05 AM
#2971
Gets Weekends Off
Thread Starter
Joined APC: Oct 2009
Posts: 3,108
That is huge.
11-10-2014, 01:49 PM
#2973
Gets Weekends Off
Thread Starter
Joined APC: Oct 2009
Posts: 3,108
11-10-2014, 03:50 PM
#2974
The Brown Dot +1
Joined APC: Jun 2009
Position: 777B
Posts: 7,775
Not that I wanted to give up profit sharing in the first place. Keep screaming from the citadels, this message needs to get OUT...
11-10-2014, 05:29 PM
#2975
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Joined APC: Jul 2010
Position: window seat
Posts: 12,544
Just to play MBA's advocate, is there any funny way they can move the cups around to hide the profit to avoid that? Or simply not make it as a profit (per say) in the first place? I'm against reducing profit sharing anyway, but I really don't envision any scenario where they will pay the worker bees 54% over W-2.
11-10-2014, 05:53 PM
#2976
Gets Weekends Off
Joined APC: Jul 2010
Position: 7er
Posts: 1,673
Just to play MBA's advocate, is there any funny way they can move the cups around to hide the profit to avoid that? Or simply not make it as a profit (per say) in the first place? I'm against reducing profit sharing anyway, but I really don't envision any scenario where they will pay the worker bees 54% over W-2.
11-10-2014, 06:36 PM
#2977
:-)
Joined APC: Feb 2007
Posts: 7,339
Just to play MBA's advocate, is there any funny way they can move the cups around to hide the profit to avoid that? Or simply not make it as a profit (per say) in the first place? I'm against reducing profit sharing anyway, but I really don't envision any scenario where they will pay the worker bees 54% over W-2.
11-10-2014, 08:56 PM
#2978
Gets Weekends Off
Joined APC: Oct 2010
Posts: 239
A friend in the industry told me it is the Saudis opening their tap. Ostensibly to drive out the shale competition. If this is true, this article has some serious flaws. Disclaimer: I haven't vetted out his comment on Saudi production.
11-15-2014, 03:02 AM
#2979
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Joined APC: Oct 2009
Posts: 3,108
Posted 39 minutes ago · Edited #1
My number 1 criticism of DALPA is their lack of stated goals.
Goals send a message. RA now has a goal of 30 gates in SEA. Anyone betting against him?
To achieve a "historic" C2015 DALPA will need to far exceed $1 billion in increases date of signing. What I am proposing is a rock solid minimum for a yes vote from the line pilots.
The truth is, we hold all the power if we choose to use it.
$500 to $600 million for date of signing hourly rate increase. This allows for 2004 hourly rates plus some accounting for what we have lost to inflation.
$400 to $500 million for work rules, retirement, medical, per diem, etc.
Let's send a message loud and clear.
Edit
My number 1 criticism of DALPA is their lack of stated goals.
Goals send a message. RA now has a goal of 30 gates in SEA. Anyone betting against him?
To achieve a "historic" C2015 DALPA will need to far exceed $1 billion in increases date of signing. What I am proposing is a rock solid minimum for a yes vote from the line pilots.
The truth is, we hold all the power if we choose to use it.
$500 to $600 million for date of signing hourly rate increase. This allows for 2004 hourly rates plus some accounting for what we have lost to inflation.
$400 to $500 million for work rules, retirement, medical, per diem, etc.
Let's send a message loud and clear.
Edit
11-15-2014, 03:03 AM
#2980
Gets Weekends Off
Thread Starter
Joined APC: Oct 2009
Posts: 3,108
Premium pay for reroute
5:15 min day, vacation day, training day. Flight attendants have 4:45 training day.
42 days of vacation. We currently have 35. UAL and AA have 42.
Increase per diem rates $1 DOS and .10 years 2 and 3
17% DC. UAL and AA 16%
$4000 company contribution annually to HSA.
No change to profit sharing. Period.
Door pay.
5:15 min day, vacation day, training day. Flight attendants have 4:45 training day.
42 days of vacation. We currently have 35. UAL and AA have 42.
Increase per diem rates $1 DOS and .10 years 2 and 3
17% DC. UAL and AA 16%
$4000 company contribution annually to HSA.
No change to profit sharing. Period.
Door pay.
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