Flt1ok

This. All things in due order. First kill this TA. Second recall and replace as appropriate. Then we can address a subsequent TA. Probably not the best idea to have the same people running point on a second TA.

Furloughedboi

Hey has anyone mentioned this?
If the prior to 10am RSV was to alleviate open time and also “help RSV holders by allowing extra add pay and flexibility,” why would they not simply make the agreement that RSV’s can voluntarily pick up prior to 10am for Add Pay, but the company can’t assign prior to 10am? Like that seems a lot more palatable. No losers there except for line holders who want more premium pay. But it seems fair to me, everyone should be able to pick up extra pay not just line holders

Andy

Because the company knows that wouldn't happen.. But that hasn't stopped the NC and MEC from selling that bovine excrement.

beech2jet

Ten characters

JetBlast77

A day of work is a day of work. I don’t care if it’s regular flying, vacation, sick leave, training, reserve….we should have one set min day for EVERYTHING. Period. How many other industries tell their employees that vacation days are worth less than work days? It’s ridiculous. I get paid less when I go to training then when I fly the line? If I go to training and my partner is a reserve doing a seat fill in, they are making 5 hours a day and I am only making 3.25??? and it’s MY training event??? ****??? This needs to be #1 on the list.

1. 20% raise on DOS, then 5% each year

2. FSB gone and all reserve days off are HDOs (including global)

3. Min 5 hours a day for everything (trips, vacation, reserve, training)

4. Max scheduled reserve 15 days a month at 75 hour guarantee

5. Me too clause where our rates must be at least 5% higher than whatever is negotiated by AA and DAL during the life of the contract.

If they want things like reserve early pickups on day 1, make it optional with add pay. If they want reserves to go down to 12 days off, make the extra 3 days optional with a higher guarantee. The company can include all the things they want, just make it OPTIONAL WITH ADD PAY. People will jump on it if and when it works for them.

But the #1 thing we need to focus on imo, is RESERVE COVERAGE. It affects everyone, both line holders and reserves. The company cannot continue to have the ability to change coverage numbers to whatever they want, whenever they want. If we want to improve our QOL, it has to start there.

DashTrash

I agree with almost everything that you said. I would add that the min day should go up (Delta’s is 5:15/day average). Our five hours has been stagnant since the JCBA at least. Reserves shouldn’t have a blanket guarantee. That guarantee should be divided into credit per day, and a reserve pilot should accrue that credit per day or a trip whichever is greater.

As for the before 10:00 thing…. If the Company wants it so bad, then pony up!!! Give the reserve pilot a choice. Either take the add pay, or if you commute, then you get POS and a hotel.

Mudge

Since they like to play Johnny f*ck around and delay new contracts by years. There needs to be a penalty for being late on contracts. We lose every single time. I'm not against making it flexible enough for the company to make money during highs and lows, but the games must end repeatedly dragging new contracts out. The Munoz mentality of positive labor relations has greater affects on both labor peosuctivity and customer satisfaction than this horse manure.

nfo99

+1
Perfect

Mudge

Sick leave accrual is substandard too. Add that to the list.

DashTrash

So here’s an interesting tidbit from the past when DeltaS had their TA in 2015 that failed.

DELTA TA – The DAL MEC accepted a tentative agreement (TA) by a senatorial vote of 11-8. The TA is now out for DAL membership ratification. Voting ends and the results will be disclosed on July 10.



After weighing the pros and cons of the TA, it is difficult to say if it actually moves the bar any higher. Instead, a compelling argument can be made that the bar will be lowered because the TA is rife with concessions in quality of life (QOL), healthcare, and possibly even job security. It might be a reasonable agreement if just the profit sharing formula was traded for higher hourly rates, but it is self-evident that far more than that was sold.



During this time of unprecedented airline profitability, it is puzzling why the DAL MEC opened early to only settle for a cost-neutral contract at best. There are valid arguments about the time value of money. However, these can be countered with equally valid arguments on the value of job security and QOL. The UAL MEC aims to get a briefing from the DAL Negotiating Committee if the TA passes membership ratification.

This is what our MEC Vice-Chairman said, when he was the Council 34 Vice-Chairman.