Details on Delta TA
06-12-2015, 03:28 AM
#7901
Gets Weekends Off
Joined APC: Oct 2009
Posts: 180
Those asking for more info on the JV language:
An objective of the Delta pilots was to improve and tighten compliance measurements. Existing language allowed the Company a three (3) year measurement period and a one year cure period. Contract 2015 tightens this language to a one (1) year measurement period. Should the Company be out of compliance, the Company must return to our capacity share within one-year. Compliance metrics have been simplified with the use of “aircraft block hours” instead of the “equivalent available seat kilometers” used in the commercial agreement. The Company will now be in compliance with our agreement, as demanded by the Delta pilots.
History:
The Delta pilots gained significant mid contract scope protection with the Virgin Atlantic Joint Venture agreement. Since this global production balance agreement has been implemented Delta has grown international wide-body flying. The Air France/KLM/Alitalia Joint Venture agreement fits within our global production balance, focused mainly on trans-Atlantic flying. Flying to the UK within “Bundle 1” of the Air France/KLM/Alitalia commercial agreement overlaps under the two agreements. The Company has not been in compliance with our share the Air France / KLM / Alitalia Joint Venture, instead allocating Delta flying to Latin American and Pacific routes.
Flying to Latin American and trans-Pacific has grown and this growth far exceeds the shortfall in the trans-Atlantic agreement. The MEC library has briefings in the Scope Compliance and Analysis folder. This was covered in the May 2015 slide deck and many previous presentations.
Current Performance:
There is no data to support the conclusion that the change to a Block Hour metric has, or will, cost a single job. Delta has fully deployed it’s international wide body fleet into markets it can most profitably serve. Wide-body utilization has increased and is very high.
· Adjusting to exclude US-UK flying, then Delta’s block hour share was about 52.1% for the 3-year period ending March 31, 2014
· If we increase Delta’s block hours by 3.57% (in order to get into EASK compliance), then Delta should have flown 53.0% (by my math there is a 3.98% reduction between “should have” under C2012’s EASK and the minimum under C2015-TA)
· Due to crew augmentation the Delta pilots fly many more Pilot Block Hours than the other side of the trans-Atlantic JV, we are measuring aircraft block hours
· Delta will continue to deploy its fleet most profitably. 50% is not a goal, it is a downside protection. Nothing prevents the Company from flying more than 50%. The reality is that the Company is growing our percentage of flying. The most recent number I have is 52.7%.
Why Aircraft Block Hours & Improvements
· We get our equal share, 50%, which was the goal of the original agreement
· Block hours = pilot jobs
· The use of aircraft block hours provides better downside protection since the reduction of a single Air France A380 is roughly the available seat kilometer equivalent parking of two Delta A330s.
· When Delta upgrades capacity an aircraft block hour ratio avoids any penalties from replacing B767-300ERs or 757s with A330s and A350s.
· The previously allowed 1.5% variance has been tightened to 1%
· The three year measurement period has been tightened to 1 year, with a one year cure
· Yearly measurements are needed for seasonal market adjustments
· Bundle 1 is transparently defined in the contract 2015
· UK overlap with the Virgin Atlantic JV has been removed
Nothing in these agreements prevents the Company from exceeding our minimum share. In fact, we are currently slightly more than 5% above the minimum requirement of our global production balance in the Virgin Atlantic Joint Venture Agreement, and growing. Further, this growth is measured against a much higher metric; the Virgin Atlantic JV is 87% of our International wide-Body Block Hours, the trans-Atlantic JV is 52%. The net twin aisle wide-Body fleet in Delta service is expected to grow by 9% during the period covered in this TA.
------------------------
Please also check out the materials in the DALPA library.
An objective of the Delta pilots was to improve and tighten compliance measurements. Existing language allowed the Company a three (3) year measurement period and a one year cure period. Contract 2015 tightens this language to a one (1) year measurement period. Should the Company be out of compliance, the Company must return to our capacity share within one-year. Compliance metrics have been simplified with the use of “aircraft block hours” instead of the “equivalent available seat kilometers” used in the commercial agreement. The Company will now be in compliance with our agreement, as demanded by the Delta pilots.
History:
The Delta pilots gained significant mid contract scope protection with the Virgin Atlantic Joint Venture agreement. Since this global production balance agreement has been implemented Delta has grown international wide-body flying. The Air France/KLM/Alitalia Joint Venture agreement fits within our global production balance, focused mainly on trans-Atlantic flying. Flying to the UK within “Bundle 1” of the Air France/KLM/Alitalia commercial agreement overlaps under the two agreements. The Company has not been in compliance with our share the Air France / KLM / Alitalia Joint Venture, instead allocating Delta flying to Latin American and Pacific routes.
Flying to Latin American and trans-Pacific has grown and this growth far exceeds the shortfall in the trans-Atlantic agreement. The MEC library has briefings in the Scope Compliance and Analysis folder. This was covered in the May 2015 slide deck and many previous presentations.
Current Performance:
There is no data to support the conclusion that the change to a Block Hour metric has, or will, cost a single job. Delta has fully deployed it’s international wide body fleet into markets it can most profitably serve. Wide-body utilization has increased and is very high.
· Adjusting to exclude US-UK flying, then Delta’s block hour share was about 52.1% for the 3-year period ending March 31, 2014
· If we increase Delta’s block hours by 3.57% (in order to get into EASK compliance), then Delta should have flown 53.0% (by my math there is a 3.98% reduction between “should have” under C2012’s EASK and the minimum under C2015-TA)
· Due to crew augmentation the Delta pilots fly many more Pilot Block Hours than the other side of the trans-Atlantic JV, we are measuring aircraft block hours
· Delta will continue to deploy its fleet most profitably. 50% is not a goal, it is a downside protection. Nothing prevents the Company from flying more than 50%. The reality is that the Company is growing our percentage of flying. The most recent number I have is 52.7%.
Why Aircraft Block Hours & Improvements
· We get our equal share, 50%, which was the goal of the original agreement
· Block hours = pilot jobs
· The use of aircraft block hours provides better downside protection since the reduction of a single Air France A380 is roughly the available seat kilometer equivalent parking of two Delta A330s.
· When Delta upgrades capacity an aircraft block hour ratio avoids any penalties from replacing B767-300ERs or 757s with A330s and A350s.
· The previously allowed 1.5% variance has been tightened to 1%
· The three year measurement period has been tightened to 1 year, with a one year cure
· Yearly measurements are needed for seasonal market adjustments
· Bundle 1 is transparently defined in the contract 2015
· UK overlap with the Virgin Atlantic JV has been removed
Nothing in these agreements prevents the Company from exceeding our minimum share. In fact, we are currently slightly more than 5% above the minimum requirement of our global production balance in the Virgin Atlantic Joint Venture Agreement, and growing. Further, this growth is measured against a much higher metric; the Virgin Atlantic JV is 87% of our International wide-Body Block Hours, the trans-Atlantic JV is 52%. The net twin aisle wide-Body fleet in Delta service is expected to grow by 9% during the period covered in this TA.
------------------------
Please also check out the materials in the DALPA library.
Why can't we try and INCREASE the number of wide body jets we have? Keeping Delta at the same fleet size while dumping wide body's and replacing them with EMB 190's is not a beneficial plan for the Delta pilots.
06-12-2015, 03:32 AM
#7902
Straight QOL, homie
Joined APC: Feb 2012
Position: Record-Shattering Profit Facilitator
Posts: 4,202
It helps me grasp what happened with this TA by thinking of Donantelli as a Delta Executive VP. After all, that's how he views himself.
06-12-2015, 03:33 AM
#7903
Gets Weekends Off
Joined APC: Jun 2015
Posts: 341
Do you really need to waste your time getting answers to this POS? Save your time and just Vote NO. I don't trust them to give me accurate information anyway. Our "expert" legal team always gets outsmarted by the company sharks and mgmt. will find a loophole because of the vague language written. Or they will just do want they want and tell us to grieve it and Alpa will settle for pennies on the dollar and later claim victory. How any times are we going to fall for this same game? How many times were we promised one thing from ALPA when asking for clarification on certain contract language and then the company had a different interpretation and did something completely different. Sorry, but we've been burnt way too many times in the past and need to make a stand. Or, we can get them next time.
06-12-2015, 03:42 AM
#7905
Gets Weekends Off
Joined APC: Oct 2009
Posts: 180
06-12-2015, 03:43 AM
#7906
Works Every Weekend
Joined APC: Dec 2007
Position: 737 ATL
Posts: 3,506
There are no other details. We got $30 million for the violations to date.
There is no change to the existing contract.
If the TA is rejected and the existing contract remains in effect and the company is still out of compliance then we can file another grievance.
The distribution formula for the $30 mil is the same as profit sharing. Straight W-2.
There is no change to the existing contract.
If the TA is rejected and the existing contract remains in effect and the company is still out of compliance then we can file another grievance.
The distribution formula for the $30 mil is the same as profit sharing. Straight W-2.
06-12-2015, 03:51 AM
#7907
Gets Weekends Off
Joined APC: May 2012
Posts: 1,418
Is accusing someone of being on FPL your best line of attack when someone thinks this TA might be okay to vote yes on. FYI: I'm still undecided. Leaning yes now.
Look, the concessions suck. I do not like the sick leave change or the LCA change. But we still get 14 days of sick leave no questions asked. And 270 a year for whatever you want with a note. Shouldn't affect anyone. If you need surgery get a note and get it done. If you're sick you're covered for 270. Sick leave has some improvements too.
LCA OE PBS pulls - an argument could be made that this is a big deal for FO's. They will have to judge that against the pay raise, etc. I'm not going to preach for this change. I don't like it.
The 5 cent a year change in per diem is based on 2% inflation. It basically stays the same. BFD. Lots to be concerned about but not per diem.
Bottom line: I like the $50,000 a year improvement and, while it's a tough call, I think this TA might be worth it.
Mark Marchione
06-12-2015, 04:12 AM
#7908
Straight QOL, homie
Joined APC: Feb 2012
Position: Record-Shattering Profit Facilitator
Posts: 4,202
Fair enough. Thank you for your forthrightness. And for selling out FOs. For me, there are too many concessions and lost protections we'll never, ever get back to justify an 8033 "raise." I'm completely OK with the limited risks I see in a no vote. Totally inadequate gains for this environment.
The reason I asked about FPL is that there are several guys posting here, on FB, chitchat etc who are being paid to disburse talking points. I will take you at your word. Feel free to delete your name if you like.
The reason I asked about FPL is that there are several guys posting here, on FB, chitchat etc who are being paid to disburse talking points. I will take you at your word. Feel free to delete your name if you like.
Last edited by Purple Drank; 06-12-2015 at 04:41 AM.
06-12-2015, 04:18 AM
#7909
Gets Weekends Off
Joined APC: Feb 2011
Posts: 795
Check my schedule if you want to find out if I'm collecting FPL.
Is accusing someone of being on FPL your best line of attack when someone thinks this TA might be okay to vote yes on. FYI: I'm still undecided. Leaning yes now.
Look, the concessions suck. I do not like the sick leave change or the LCA change. But we still get 14 days of sick leave no questions asked. And 270 a year for whatever you want with a note. Shouldn't affect anyone. If you need surgery get a note and get it done. If you're sick you're covered for 270. Sick leave has some improvements too.
LCA OE PBS pulls - an argument could be made that this is a big deal for FO's. They will have to judge that against the pay raise, etc. I'm not going to preach for this change. I don't like it.
The 5 cent a year change in per diem is based on 2% inflation. It basically stays the same. BFD. Lots to be concerned about but not per diem.
Bottom line: I like the $50,000 a year improvement and, while it's a tough call, I think this TA might be worth it.
Mark Marchione
Is accusing someone of being on FPL your best line of attack when someone thinks this TA might be okay to vote yes on. FYI: I'm still undecided. Leaning yes now.
Look, the concessions suck. I do not like the sick leave change or the LCA change. But we still get 14 days of sick leave no questions asked. And 270 a year for whatever you want with a note. Shouldn't affect anyone. If you need surgery get a note and get it done. If you're sick you're covered for 270. Sick leave has some improvements too.
LCA OE PBS pulls - an argument could be made that this is a big deal for FO's. They will have to judge that against the pay raise, etc. I'm not going to preach for this change. I don't like it.
The 5 cent a year change in per diem is based on 2% inflation. It basically stays the same. BFD. Lots to be concerned about but not per diem.
Bottom line: I like the $50,000 a year improvement and, while it's a tough call, I think this TA might be worth it.
Mark Marchione
I start i doc on Monday but following this very closely to prepare me for the next 30 years.
4fans
06-12-2015, 04:25 AM
#7910
Gets Weekends Off
Joined APC: Jan 2007
Position: 5-9 block, kill removing
Posts: 385
Check my schedule if you want to find out if I'm collecting FPL.
Is accusing someone of being on FPL your best line of attack when someone thinks this TA might be okay to vote yes on. FYI: I'm still undecided. Leaning yes now.
Look, the concessions suck. I do not like the sick leave change or the LCA change. But we still get 14 days of sick leave no questions asked. And 270 a year for whatever you want with a note. Shouldn't affect anyone. If you need surgery get a note and get it done. If you're sick you're covered for 270. Sick leave has some improvements too.
LCA OE PBS pulls - an argument could be made that this is a big deal for FO's. They will have to judge that against the pay raise, etc. I'm not going to preach for this change. I don't like it.
The 5 cent a year change in per diem is based on 2% inflation. It basically stays the same. BFD. Lots to be concerned about but not per diem.
Bottom line: I like the $50,000 a year improvement and, while it's a tough call, I think this TA might be worth it.
Mark Marchione
Is accusing someone of being on FPL your best line of attack when someone thinks this TA might be okay to vote yes on. FYI: I'm still undecided. Leaning yes now.
Look, the concessions suck. I do not like the sick leave change or the LCA change. But we still get 14 days of sick leave no questions asked. And 270 a year for whatever you want with a note. Shouldn't affect anyone. If you need surgery get a note and get it done. If you're sick you're covered for 270. Sick leave has some improvements too.
LCA OE PBS pulls - an argument could be made that this is a big deal for FO's. They will have to judge that against the pay raise, etc. I'm not going to preach for this change. I don't like it.
The 5 cent a year change in per diem is based on 2% inflation. It basically stays the same. BFD. Lots to be concerned about but not per diem.
Bottom line: I like the $50,000 a year improvement and, while it's a tough call, I think this TA might be worth it.
Mark Marchione
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