Originally Posted by padre2992

Forgot to Bid,

I broke the DC out the way I did to equalize the pay. If you subtract more pay to add to DC it isn't apples to apples. The SWA guys would have their current pay reduced more, creating less differential. I can do it any way you want though. If you want to max out both DCs for Delta and SWA, you are back to the Roger explanation that arrived at 11%.

I didn't use the current hourly pay on APC because some are saying that isn't accurate. If you want to use current pay, the DALPA forum had an explanation of that, and it again came back to the Roger 11%.

There should be a recognition that our hourly pay is about 11% behind them, but like 88 says, our W2s more significantly behind them. That's because we may not be as efficient as they are, and we might not want to be. It could cause furloughs.

The comments about 3 man crews v 2 man crews, etc. are all valid, but we aren't going to be changing that sort of stuff to be more efficient. Our system is inherently less efficient. My input on the survey, and to my reps, was to equalize or better the hourly pay of our SWA counterparts. Being junior, I'm not interested in the system being more efficient.

We might have leverage in the short term because the company wants something. If so, it means we get our deal sooner v. 2015 or 2016. That's money sooner and means we enter Section 6 again, almost before the 2015/2016 deal could be consummated.