Any "Latest & Greatest" about Delta?
01-28-2015, 04:17 AM
Gets Weekends Off
Joined APC: Feb 2009
Position: right for a long, long time
Posts: 2,642
Originally Posted by scambo1
I hope Leo stayed in his house in Nantucket this week.
01-28-2015, 04:19 AM
The Brown Dot +1
Joined APC: Jun 2009
Position: 777B
Posts: 7,775
Originally Posted by shiznit
I'd rather take my money now, I don't want to wait a year for it to get to me, that's lost income. To each his own if it ever were to be an option. I respect that and would be good with whatever the group wanted, it's about US, not about ME.
Timbo, scambo... Po-tay-to, po-tah-to!
Timbo, scambo... Po-tay-to, po-tah-to!
01-28-2015, 04:49 AM
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Joined APC: May 2012
Posts: 359
Originally Posted by sailingfun
Other then the forum here or DPA where exactly are you seeing these trial balloons?
I told him I do not want PS touched in section 6, if and its a big IF, they want to discuss reductions we do it after section 6 is completed and passed by the line pilots. Then and only then would I be willing to discuss it. I say this because it's the only way we can get the real numbers on what we trade PS for. I like PS the way it is and do not want to touch it but like everything in life there is a price I would trade some or all PS for.
01-28-2015, 04:56 AM
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Originally Posted by Dorfman
I told him I do not want PS touched in section 6, if and its a big IF, they want to discuss reductions we do it after section 6 is completed and passed by the line pilots. Then and only then would I be willing to discuss it. I say this because it's the only way we can get the real numbers on what we trade PS for. I like PS the way it is and do not want to touch it but like everything in life there is a price I would trade some or all PS for.
01-28-2015, 05:03 AM
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Joined APC: May 2012
Posts: 359
Originally Posted by Herkflyr
If we leave PS untouched and ultimately get a Section 6 contract agreed to and ratified, why would the members even think about discussing PS after the process? Unless I am missing something I don't get it. What's the point of negotiating a contract at all if you then say "okay, now let's really start talking about PS, or whatever"?
My point about leaving it until after section 6 if we talked about it at all was to separate it from rates we negotiate. That and a single item up and down vote from line pilots regarding PS. Once again unless it's a big number I am a NO.
01-28-2015, 05:05 AM
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Joined APC: Feb 2009
Position: right for a long, long time
Posts: 2,642
Originally Posted by scambo1
If it's not about you, why are you offering your opinion?
It is my opinion that it is an idea that could possibly be of benefit to all of us, if structured correctly, so why not talk about it?
This is a place for all of us (except Lumberg, Jesse, and INAV8R?) to exchange ideas, to make suggestions and give opinions on how to improve our PWA, use scheduling techniques, movies to see, underboob to view, etc.
You have offered opinions plenty of times, and I enjoy reading them, and while we might not agree on things all the time, I appreciate them and don't accuse you of "pushing" or "forcing" them on anyone who reads the forum. I'd appreciate the same courtesy.
01-28-2015, 05:08 AM
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Posts: 5,113
The only reason (to have the PS negotiated separately) that I can think of would be the timing. If the company wanted a contract promptly, and another group was voting on a union, I would think any mention of PS modifications might spook said group into voting it in.
I imagine the IAM/FA vote will be settle well before we get a new contract, however.
I imagine the IAM/FA vote will be settle well before we get a new contract, however.
01-28-2015, 05:14 AM
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Joined APC: Feb 2008
Posts: 19,273
Originally Posted by forgot to bid
Atlanta crewroom last week with some sort of DALPA meet and greet. Already posted it.
What I want to know is whether transferring from variable to less variable, will the end result be a W2 increase or would a higher pay rate be considered such a win that a W2 decrease is found acceptable?
What I want to know is whether transferring from variable to less variable, will the end result be a W2 increase or would a higher pay rate be considered such a win that a W2 decrease is found acceptable?
01-28-2015, 05:15 AM
Straight QOL, homie
Joined APC: Feb 2012
Position: Record-Shattering Profit Facilitator
Posts: 4,202
Originally Posted by shiznit
FYP
It is my opinion that it is an idea that could possibly be of benefit to all of us, if structured correctly, so why not talk about it?
It is my opinion that it is an idea that could possibly be of benefit to all of us, if structured correctly, so why not talk about it?
As Carl and others have stated, it's absolutely unacceptable to roll the PS giveaway into C15. Negotiate the contract first, vote on it, and after that, if the company wants to talk, well, ok. Given DALPA's history of solving the company's problems at the line pilots' expense, rolling PS into C15 will result in a fire sale for pennies on the dollar.
In fact, I don't see any reason whatever to even discuss PS concessions with the company until Feb 14, 2016.
Same for the AF/KLM impending violation. Don't wrap it up in C15 and call it a "win." It's a separate issue with a separate resolution.
01-28-2015, 05:15 AM
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Posts: 2,642
Originally Posted by Dorfman
My point is leave PS alone. The talk is all about trading it for pay rates which I am opposed to unless the number is very big, north of 20% just for PS that doent include the raise I expect from the section 6 rates.
My point about leaving it until after section 6 if we talked about it at all was to separate it from rates we negotiate. That and a single item up and down vote from line pilots regarding PS. Once again unless it's a big number I am a NO.
My point about leaving it until after section 6 if we talked about it at all was to separate it from rates we negotiate. That and a single item up and down vote from line pilots regarding PS. Once again unless it's a big number I am a NO.
If you make 120k and the company pays 120k in PS to 10 employees, that's $12k per employee, or 10%.
If you make 240k and the company pays 120k in PS to 10 employees, that's still $12k per employee but it's only 5% now.
Either way you get $12k!
Say you're confident the company will keep paying out the 100k, would you rather have:
A) $12k next Feb.
B) $6k in Oct. and $6k next Feb.
C) $3k in Apr, Oct, Dec. and next Feb.
D) $1000 every month all year long?
Same money, we're just talking different distribution methods.
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