Originally Posted by FlyZ

Gents,

It looks like no voting is available for long MLOA pilots. I have done the research, though, and here are some questions I have:

Pay:
- How much of our pay increase came from "converted profit sharing?" The slide says 2%, I believe. It seems we cannot count this in the overall gain if it simply moved from the profit sharing check to the monthly paychecks.
- The roadshow shows how our 14-15% DC contribution makes us more comparable to SWA pay, when you consider a SWA pilot must contribute 7-7.5% of his pay to his DC to reach our compensation level. What about if the SWA pilot elects to contribute up to his matching max, according to APC = 9.3%. This would put his DC plan at 18.6%, 3-4% above ours. So really, you have to compare (DL pay - 3 or 4%) to (SWA pay - 9.3%). I think this would make their pay for Capts still more attractive than ours in 2015. For FO's, it's not even close.

Scope:
- How long is compliance window for block hour ratios? When do they first have to be met, and how often are they re-examined? This seems to be a "devil in the details" area. Our JV ratios with AF/KLM sound great too, until you realize they have years to be in compliance.
- Assuming DL and ALPA cannot reach an agreement on a new JV...Why would we agree that that DL block hours only be 75% of Delta's share of the total revenue? Why not 100? IOW, if our revenue is 50% of the total, it seems to me we should get at least half that flying.
- Why are there carve-outs for AS flying SEA-LAX, SEA-MSP, and SEA-ATL? "Where Delta does not sell local traffic..." Those are our hubs, and we should be gaining back this flying.
- Does a reduction from 50% to 35% on the AS codeshare help us at all? What is the current %age of DL pax being flown on AS flights?
- Furlough protection: how far away are we from the PBS staffing formula now? The same question applies to the staffing formula WRT reserve. ALPA seems to say, "Don't worry. Staffing is based on 60 hours flown per reserve." The staffing FORMULA is based on that number, but what about our current staffing? How much more will reserves fly than they do right now?
- Why the carve-out for Chautauqua and Shuttle America on the holding company restriction? It seems that in every case where the company has broken the intent of a previous agreement, we are allowing them to continue breaking it.

Workrules:
- For deadheads, why do we get preferred seating only if flight is 3:45 block-to-block? It seems it would have been low-cost for the company to give us this for any deadhead.

Overall:
The roadshow seems to be to be a HARD SELL. Every drawback has some footnote or caveat, and most are not mentioned at all. The MEC freely admits that every agreement has its ups and downs...why not mention the downs in the presentation so it seems more balanced?