Originally Posted by hoover

I think sw has fewer reserve days than most. That's what people are basing it on. Sw averages 17 days off per month for line holders. Idk what the average for line holders is off at OAL but we cant count days unused on reserve for either.
if we're talking block hrs it bo question sw flies more.

Originally Posted by Flyweight

Good luck guys!

DL random question. Have you ever had me too clauses? if so, how did you convert to TFP? And why stick to TFP and not just convert to hourly to make a me too simpler?

Originally Posted by Lewbronski

The currently accepted conversion factor for credit hours to TFP's is to multiply credit hours by 1.149 to arrive at the equivalent number of TFP's, though the conversion factor is also debated.

Originally Posted by Lewbronski

There has been a lot of debate about using TFP or hours as a credit unit over the years at SWA. For better or worse, TFP's have stuck. IMO, it would make it easier to compare ourselves to the OAL's if we all used credit hours. And, as far as I'm aware (I could be wrong), we haven't had a me-too based on OAL pilots at SWA.

The currently accepted conversion factor for credit hours to TFP's is to multiply credit hours by 1.149 to arrive at the equivalent number of TFP's, though the conversion factor is also debated.

Personally, I think using TFP's works to the company's advantage more than it does to the pilots' advantage because it makes it more difficult to compare ourselves directly to OAL's. In a pattern bargaining environment, that can be problematic.

Originally Posted by Proximity

I really like these charts.



1.149 is the average across the whole pilot group. Individual averages depend on the trip mix you fly and amount of soft time you get.



SWAPA has a long explanation of how exactly a TFP is calculated that every pilot here should read. But to summarize, TFP is based on both miles and time, so you don't lose pay when block times lowered in the winter due to tailwinds. There is also a minimum of 1 TFP per flight, so on the short legs in the system you get paid better than block. I believe these advantages outweigh the disadvantages. The comparison between airlines should be the base earnings (guarantee) not rates. I don't really run into anyone that doesn't know how to convert a TFP to hourly equivalent.

Originally Posted by Lewbronski

I put together this set of Delta vs SWA compensation snapshots. Sorry about the sizing of the graphic. I played around with it but couldn't quite get it right. At first it was too small to read. And now, maybe it's too big, but it's readable. If you scroll down through it, it should provide you with the info.

It incorporates 8, 15, and 30 year comparisons with various upgrade scenarios modeled (including the flipping of the current upgrade situations at Delta and SWA). It also includes two 10-year looks at the difference in compensation on 12-yr CA pay. Delta handily beats us in all scenarios. I used 6.5 years for the SWA upgrade which is a little better than what is currently available at SWA and I used 1 year for the 767-300/200 upgrades and four years for the scenarios with upgrades to the 737-800/700. If you have any questions about the specific upgrade scenario modeled in the chart, just look at the legend. It specifically details the upgrade progressions used.

The second section is a selection of quotes from various RLA federal court cases over the years that should leave little doubt in your mind that the RLA does not require us to confine our demands to the realm of narrow-body rates. The quotes also confirm that we don't need to move toward the position of the company. And that we can be "hard," "intransigent," and "greedy" without violating the RLA. And I'm not saying that it's wise, but the RLA even allows us to demand wages that could bankrupt the company (see the quote from the REA Express case in the graphic).

The final section is a look at the difference in monthly block hours flown between SWA and Delta. Surprise: Delta blocks fewer hours per month than we do. And they are paid more than SWA pilots.

Call, email your reps and let them know you're aware that the RLA does not prohibit us from demanding wide-body or even wide-body-plus rates. Let them know you'd like them to pursue the best possible compensation, retirement, work rules, and benefits, unrestrained by any sort of need to limit ourselves to narrow-bodyish boundaries, especially now that you realize that the RLA does not hold us back from demanding the very best in each one of those areas. Let them know that you know that it's not too late to change our demands as conditions change. That's what the courts have said (see the TWA case in the graphic).