Today's Deltanet Headline: "Unprecedented"
12-03-2015, 09:59 AM
#41
Gets Weekends Off
Joined APC: Feb 2008
Posts: 2,325
**** MY DAD SAYS:
"Out of your league? Son, let women figure out why they won't screw you, don't do it for them"
I think this applies here. We don't need to decide if we will win or not. We need to file it and let a judge decide.
"Out of your league? Son, let women figure out why they won't screw you, don't do it for them"
I think this applies here. We don't need to decide if we will win or not. We need to file it and let a judge decide.
12-03-2015, 10:17 AM
#42
Where could U B tomorrow?
Joined APC: Oct 2010
Posts: 68
Kindly don’t misrepresent my intent. I wasn’t making a case, just stating some facts.
IMO, a grievance should be filed when a violation of the PWA has occurred and that grievance should be faced on facts to support the grievance. I fully support that concept.
I don’t see anything different about 2015. Every pay raise listed was for the non-contract employees and was provided by their employer based on periodic evaluation of the non-contract peer groups within the competitive set in this industry. Seems like “status quo” between the employer and the non-contract employees, in my opinion.
The pilots will get a pay raise when they complete negotiations and ratify an agreement. That did not occur in 2015 or in most of the years listed. Again, “status quo.”
Happy Holidays to you and the rest of the family,
Uncle Chuck
12-03-2015, 10:42 AM
#43
Works Every Weekend
Joined APC: Dec 2007
Position: 737 ATL
Posts: 3,506
IMO, a grievance should be filed when a violation of the PWA has occurred ...
I don’t see anything different about 2015. Every pay raise listed was for the non-contract employees and was provided by their employer based on periodic evaluation of the non-contract peer groups within the competitive set in this industry. Seems like “status quo” between the employer and the non-contract employees, in my opinion.
I don’t see anything different about 2015. Every pay raise listed was for the non-contract employees and was provided by their employer based on periodic evaluation of the non-contract peer groups within the competitive set in this industry. Seems like “status quo” between the employer and the non-contract employees, in my opinion.
However - "Status quo" during Section 6 is a broader concept than just bold-faced violations of the PWA. If that's the only criteria then we are always under status quo.
Section 6 time is unique. The parties are held to a stricter standard. Otherwise why did Congress bother to write that paragraph? We can always grieve contract violations. This is different.
Management clearly departed from their usual practice for the sole purpose of avoiding Section 3B4 of our contract. We know it. They know it. Everybody knows it.
Does it "violate" our contract. No. Does it "circumvent" our contract. Yes.
We just need a judge who will see the forest instead of the trees.
12-03-2015, 10:44 AM
#44
Straight QOL, homie
Joined APC: Feb 2012
Position: Record-Shattering Profit Facilitator
Posts: 4,202
12-03-2015, 11:19 AM
#45
Gets Weekends Off
Joined APC: Aug 2006
Position: A330 First Officer
Posts: 1,465
Checky –
Kindly don’t misrepresent my intent. I wasn’t making a case, just stating some facts.
IMO, a grievance should be filed when a violation of the PWA has occurred and that grievance should be faced on facts to support the grievance. I fully support that concept.
I don’t see anything different about 2015. Every pay raise listed was for the non-contract employees and was provided by their employer based on periodic evaluation of the non-contract peer groups within the competitive set in this industry. Seems like “status quo” between the employer and the non-contract employees, in my opinion.
The pilots will get a pay raise when they complete negotiations and ratify an agreement. That did not occur in 2015 or in most of the years listed. Again, “status quo.”
Happy Holidays to you and the rest of the family,
Uncle Chuck
Kindly don’t misrepresent my intent. I wasn’t making a case, just stating some facts.
IMO, a grievance should be filed when a violation of the PWA has occurred and that grievance should be faced on facts to support the grievance. I fully support that concept.
I don’t see anything different about 2015. Every pay raise listed was for the non-contract employees and was provided by their employer based on periodic evaluation of the non-contract peer groups within the competitive set in this industry. Seems like “status quo” between the employer and the non-contract employees, in my opinion.
The pilots will get a pay raise when they complete negotiations and ratify an agreement. That did not occur in 2015 or in most of the years listed. Again, “status quo.”
Happy Holidays to you and the rest of the family,
Uncle Chuck
12-03-2015, 03:42 PM
#46
Gets Weekends Off
Joined APC: Sep 2008
Position: Kickin’ Back
Posts: 6,971
I agree with esq. I doubt we win, but I think we need to file a grievance on principle. I believe the membership will expect as much. DAL management clearly just poked us in the eye: we know what they did and aren't happy. My eye hurts from being repeatedly poked and this is a bad strategy on management's part. JMO, OFG
Denny
12-03-2015, 05:23 PM
#47
Gets Weekends Off
Joined APC: Mar 2015
Position: stake holder ir.delta.com
Posts: 10,566
Pay raises twice in one year for a total of 18% is not status quo. It's "unprecedented." If that is status quo, then the non-cons will get that same amount next year and so will we after united finishes voting. All with 0 concessions!
12-04-2015, 08:51 AM
#48
Where could U B tomorrow?
Joined APC: Oct 2010
Posts: 68
Meanwhile, the Delta employees get the benefit of the higher pay end rate immediately and enjoy the higher pay rate differential for three years.
12-04-2015, 08:57 AM
#49
Gets Weekends Off
Joined APC: Aug 2006
Position: A330 First Officer
Posts: 1,465
I’ll assume we are talking about flight attendant pay rates since you mentioned 8% . . . so, yes. Considering that the non-contract raise (effective on Dec 1, 2015) puts them above the AMR end rates (effective Jan 1, 2019). I will assume that Delta will continue their evaluation of Delta vs UAL/AMR rates periodically over the next three years and determine to adjust upward if there is industry wage pressure to do so, or remain at the current level.
Meanwhile, the Delta employees get the benefit of the higher pay end rate immediately and enjoy the higher pay rate differential for three years.
Meanwhile, the Delta employees get the benefit of the higher pay end rate immediately and enjoy the higher pay rate differential for three years.
Isn't the status quo defined by past practice? If so when has Delta ever given two raises in a year and for a total of over 18% in that year thereby putting the non contract folks well over the competition? A three year jump if your statement about AA is correct.
12-04-2015, 09:07 AM
#50
Gets Weekends Off
Joined APC: Apr 2014
Position: Widget Jet
Posts: 765
How about a picture of a giant inflated rat with Delta pilots looking sharp in our double breasted solar panels picketing in front of "said" rat in front of the terminal on deltanet? If any of you non NYC reps are reading this (my reps know exactly what I expect through many communications I've had w/ them) then take note... I expect a great contract w/ NO concessions of any kind. Or I vote NO and will use my frustration to help blow up the rat.
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