gonyon

Bendon'tcare

gonyon

Btw we'll be here for 25-30 years they'll be gone in 5. It's our company, not theirs. It's time to make sure they know that

Kerosene Xwind

I really hope Delta TA is voted down by the pilots. So that management sees anything that has a single concession in a new contract will not pass in this historically profitable year for all the major airlines.

Jett i son

Someone please correct me if this statement is not true in the majority of company cultures:
When a company cares about it's employees, it does the same for it's customers, or vice versa.
Great service is provided by happy employees.

We only fly because folks pay to fly with us.
These folks finance our salaries.

How much of the credit for the success of our company does management believe we deserve?

putzin

Less than we make now and you can be sure they think they deserve more than they make now.

Rainbows

Couldn't agree with you more.

Qotsaautopilot

Gotta link for those Meatballs? I saw the thread had nearly 700 pages. How's their scope?

GWY320

Quoted from the "Delta TA" thread:

Captain



Current



2015



2016



2017



2018



B747/B777/A350



$ 271.74



$ 293.48



$ 311.09



$ 320.42



$ 330.03



B787



$ 260.32



$ 281.15



$ 298.02



$ 306.96



$ 316.17



B767-400/A330



$ 256.68



$ 277.21



$ 293.84



$ 302.66



$ 311.74



B767/B757



$ 227.45



$ 245.65



$ 260.39



$ 268.20



$ 276.25



B737-900/A321



$ 219.25



$ 236.79



$ 251.00



$ 258.53



$ 266.29



B737-700/800



$ 218.11



$ 235.56



$ 249.69



$ 257.18



$ 264.90



A319/320



$ 210.46



$ 227.30



$ 240.94



$ 248.17



$ 255.62



MD-88/90



$ 206.69



$ 223.23



$ 236.62



$ 243.72



$ 251.03



B717



$ 196.26



$ 211.96



$ 224.68



$ 231.42



$ 238.36



E190/E195



$ 140.19



$ 177.96



$ 188.64



$ 194.30



$ 200.13



First Officer



Current



2015



2016



2017



2018



B747/B777/A350



$ 185.61



$ 200.46



$ 212.49



$ 218.86



$ 225.43



B787



$ 177.80



$ 192.02



$ 203.54



$ 209.65



$ 215.94



B767-400/A330



$ 175.31



$ 189.33



$ 200.69



$ 206.71



$ 212.91



B767/B757



$ 155.35



$ 167.78



$ 177.85



$ 183.19



$ 188.69



B737-900/A321



$ 149.75



$ 161.73



$ 171.43



$ 176.57



$ 181.87



B737-700/800



$ 148.97



$ 160.89



$ 170.54



$ 175.66



$ 180.93



A319/320



$ 143.75



$ 155.25



$ 164.57



$ 169.51



$ 174.60



MD-88/90



$ 141.17



$ 152.46



$ 161.61



$ 166.46



$ 171.45



B717



$ 134.03



$ 144.75



$ 153.44



$ 158.04



$ 162.78



E190/E195



$ 95.73



$ 121.56



$ 128.85



$ 132.72



$ 136.70







Industry leading hourly pay rates by the amendable date. Rate increases of:

8% on date of signing

6% on 1/1/16 (14.48% compounded on the amendable date)

3% on 1/1/17

3% on 1/1/18

· Hourly rates average 3.5% above American and 13.5% above United on 1/1/16 not including profit sharing



· Average $3,500 increase in monthly pay per pilot, $42,000 per year per pilot by 1/1/18



· DC increased from 15 to 16 percent on 1/1/2017



· Per diem increased $0.05 on date of signing, $0.05 on 1/1/2016 and 1/1/2017



· Per diem paid for deviation from deadhead with front or back end deviation



· Vacation pay increased from 3:15 to 3:30 per day (0:15 pay/no credit) on 4/1/16



· CQ training pay increased to 4:00 per day (from 3:45)



· A350 pay rate equal to B-777 rate



· A330-900 pay rate equal to A330-200/300



· A321 pay rate equal to B-737-900ER



· E190 pay rate equal to E195 rate



o Exceeds JetBlue E190 rate by:



§ $6.39/hour (3.5%) in 2016



§ $17.88/hour (9.8%) in 2018



· Company commits to adding a new small 100-seat narrow-body at Mainline by the second half of 2016



· Section 3 B. 4. “me-too” provision modified to include profit sharing at Delta, American, and United



· Entry-level pilot pay increases to mirror pay rate table increases



· Minimum pay increased to ALV for pilots in training



· Two hours of suit-up pay for pilots (off probation) meeting with Company representatives







Profit Sharing:



· 20% trigger modified from $2.5B to $6.0B for profit sharing distribution for year 2016 and onward (paid on 2/15/2017)



· 5.74% of variable compensation converted to fixed compensation in the form of hourly pay rates, assuming the Company achieves PTIX of $6.0+ billion every year



o This impact is reduced if PTIX is less than $6 billion



· No cap on profit sharing (no change)



· Change in PTIX definition:



o Treat management compensation same as other employees compensation



o Remove stock volatility from profit sharing calculation by removing gains/losses on equity securities



· Changes would not become effective until 2017 profit sharing payout



· Base pay rates increase 17.9% prior to first profit sharing payout under the new profit sharing formula







Scope



· Retains the limit of 76 seats at DCI



· DCI fleet shrinks to 425 from 450



· Total number of RJs is reduced by 5.6 percent, RJ seat count reduced by 2 percent



· With current limits of 223 76-seaters and 102 total 70-seaters, allows 25 additional 70 or 76-seat jets, but tied to deliveries of a 100-seat small narrow-body aircraft(1 70/76-seat RJ for every 2 100-seaters delivered to Delta)



· Enhances mainline to DCI block hour ratio from current 1.35 to 1.81 end-state



· Restrictions in Section 1 D. 4.–1 D. 6. eliminated due to the fact that DCI aircraft are held at a fixed amount of flying



· Trans-Atlantic Joint Venture scope modified to a 50 percent block hour capacity baseline.



o No longer using EASK metric, this includes a carve-out for flights between U.S. and U.K. due to the Virgin Atlantic Joint Venture.



o One-percent buffer, with a one-year measurement period and one year cure period



· Improves fragmentation language and improves control definition







Reroute:



· Pays premium pay if rerouted and not released within 4 hours of originally scheduled block-in (domestic) or 25 hours (international)



· Reroute limited to one calendar day (formerly limited to duty period)



· Removed “mechanical” from circumstances beyond Company control language related to reroute pay



o The only non-premium pay reroute is for WX on pilot’s routing and closure of origin/destination airport







Sick Leave, Disability and Retirement:



No change to hourly benefit, still max of 270 hours based on longevity

Voluntary verification and 100-hour verification replaced with a verification threshold trigger of 15 work days missed due to sickness per rolling 365-day period

Equates to approximately 80 hours for most pilots

2/3’s of pilots will never need to verify

Verified sick leave absence in excess of 20 consecutive calendar days does not count towards verification/medical release thresholds if:

due to surgery, hospitalization, or fractured bone prohibiting the exercise of your first class medical

Other serious medical condition at pilots option

· Rolling 365-day verification trigger is reset to zero for pilots who go on disability

DeadStick

It's getting pretty difficult/embarrassing to look my Legacy buddies in the eye and justify to them that Spirit is worth making a career of due to the "business model"...

Delta TA:




Scope
• Retains the limit of 76 seats at DCI
• DCI fleet shrinks to 425 from 450
• Total number of RJs is reduced by 5.6 percent, RJ seat count reduced by 2 percent
• With current limits of 223 76-seaters and 102 total 70-seaters, allows 25 additional 70 or 76-seat jets, but tied to deliveries of a 100-seat small narrow-body aircraft(1 70/76-seat RJ for every 2 100-seaters delivered to Delta)
• Enhances mainline to DCI block hour ratio from current 1.35 to 1.81 end-state
• Restrictions in Section 1 D. 4.–1 D. 6. eliminated due to the fact that DCI aircraft are held at a fixed amount of flying
• Trans-Atlantic Joint Venture scope modified to a 50 percent block hour capacity baseline.
• No longer using EASK metric, this includes a carve-out for flights between U.S.
and U.K. due to the Virgin Atlantic Joint Venture.
• One-percent buffer, with a one-year measurement period and one year cure
period
• Improves fragmentation language and improves control definition

A320ULCC

[QUOTE=DeadStick;1899997]It's getting pretty difficult/embarrassing to look my Legacy buddies in the eye and justify to them that Spirit is worth making a career of due to the "business model"...

If you are under 40, no matter what seat you are in, you owe it to yourself and your family to at least try and get on with a legacy such as Delta or American.
This management here will never recognize your value and in a few years a new management team will be manipulating your life. Management talks about being a team. I just see labor outsourced to the lowest bidder.