EWR73FO

Relax. I'm not bashin' DAL for the new scope you have. If it works for you, so be it. It was voted in and now you have to deal with it. Your scope as it stands now WILL NOT WORK FOR US but will work for mgmt. The LUAL guys have been shat upon for a decade and the LCAL guys since 2004. Enough is enough. Sorry, we don't wish to take and more shatting upon and look for a different way to deal with our scope.

Justdoinmyjob

Actually, you're wrong. Because of the block hour ratio, if the 88s, or any fleet, is parked which leads to a decrease in the mainline NB domestic block hours, then the DCI has to decrease their block hours to stay in compliance. They don't have to get rid of them, the 76 seaters, they just can't fly them as much. That drives the utilization down and the economics of the airframe up, making them more expensive to fly. It's what is happening now with the 50 seaters.

Since all management cares about is the bottom line, the more expensive we can make outsourcing for them, the more there is incentive to bring it back in house.

uaav8r

I stated that when Delta parks MD80's the 325 jumbo RJ's don't get parked. That is not an incorrect statement. I fully understand the concept of the BH ratio. You didn't invent it. Yes, total RJ block hours must shrink as well when DAL shrinks. Got it. Thing is..."Delta Connection Airlines" will then have a fleet of aircraft the size of pre-merged NWA that are close in size to a DC9-10.

Carl Spackler

Actually, that's not what our new contract says. The actual language is that block hour ratios must be measured (for the very first time) in July of 2014. Then if the ratios between mainline and regionals are not correct, DAL has until January of 2015 to "implement its plan" to bring the block hour ratios into compliance.

It may sound like a small point, but there's nothing that says RJ block hours MUST shrink. The language only states that management must "implement its plan". What you've stated is from our union's negotiating committee sales pitch. It is NOT what the contract states.

Carl

tsquare

It is a small meaningless point... yet you keep bringing it up like you found some little golden nugget in the contract that nobody thought of. No Carl, all anyone has to do is look at the delivery schedule to see that the full implementation will not occur until around that time if even then. This is more drivel that you are trying to plant in guys' heads to further your agenda.

This... means... nothing.

tsquare

I have no idea what you were saying, but I assume it was meant as an insult. I really don't care.

Carl Spackler

You guys will likely get a lot of this kind of stuff from the "union" types as well. They'll be urging you to read their road show slides...and not the actual language of your TA. I hope you guys do a better job than we did.

Best of luck to you.

Carl

tsquare

That's fine. Like I said to SoCal.. do the math. Think it thru, and you will be better off trying to do as we did.. to get control of them rather than fighting for a new hire captain jet.

Do those things suck not being at mainline? Absolutely! But ask yourself if fighting with your pay, retirement and working conditions is worth it for a $50/hour new hire left seat? I cannot rationalize that in any form no matter how it's sliced.

You can continue to feel "shat upon" and be all angry and get back at the man.. but ultimately it is wasted energy that is pointless anyway. Get control of the number (like we did) and make them pay relate to mainiline flying (like we did)

....or keep doing sames the same old way and keep getting the same old results. Management will always have the upper hand, and it is foolish to think otherwise.

pipe

Pay rate, pay rate, pay rate. Every airline is full of people who don't get this crap!!!!

If you lose ASMs to "regional" carriers you downgrade in equipment, downgrade to FO, lose your job, or stagnate for another decade -- pay rate doesn't fix that.

If your work rules are weak -- you don't get as much of that pay rate.

If you have to shoulder more of your retirement savings - comes out of your pay rate.

If you pay more for health care -- there goes the pay rate.

If you take everything as pay, the company can adjust guarantees down, max reserve flying, and.....final bonus....everything you get as pay gets taxed more.

I'll take company paid health care, big retirement contributions, good duty and trip rigs and hardcore scope over pay rates any day. It's friggin' math people!!!!

PIPE

RonRicco

Carl fwiw, the "plan" only relates to making sure if they were out of compliance at the end of a monitoring period, that their future plan shows they will be in compliance going forward. They can never start off planned to exceed the block hour limit. If for whatever reason they exceed the limits spelled out in the pwa, an expedited grievance process will be followed just like it would be for any other violation assuming the two parties can not come to a satisfactory resolution.

You make it sound like they can be out of compliance without any repercussions except for a "plan" and that is 100 percent false.