Thread: Any "Latest & Greatest" about Delta?
View Single Post
Old 02-13-2013 | 04:35 AM
  #122629  
forgot to bid's Avatar
forgot to bid
veut gagner à la loterie
 
Joined: Apr 2008
Posts: 23,286
Likes: 0
From: Light Chop
Default
Originally Posted by Flamer
It was intentionally misleading. It used small nuggets of data broken out in individual sections to portray the TA favorably to other contracts. To say our vacation, for example, is even in the same ball park as SWA or FDX is just not true. Then, the overall wrap up for compensation was absent as well. I'll repost the AirTran welcome packet link. Every SWA pilot here has stated that this is truth data. So if you are so proud of the transparent presentation of the data in the 2012 contract comparison, why is there such a disparity? Try not to take this personally, I just wish people didn't have to do their own research because our union was providing FULL truth data. Scambo makes 30% less flying the 777 than his peer SWA buddy. That is a fact. It would be nice if ALPA would at least acknowledge that. They lose credibility, at least with me, when they don't. I am not as upset about making less than I am about being told that I actually am.

http://library.constantcontact.com/d...me-Booklet.pdf
This?

Compensation
  • Industry leading B737 Pay Rates. SWA Captains average over $230,000 and First Officers average over $140,000.
  • Approximately the last five years, SWA pilots averaged 105
  • “Trips For Pay” (TFP) per month, or about 1260 TFP per year.
  • Approximately the last five years, SWA pilots averaged just over 18 days off per month.
  • Per Diem rates are among the highest in the industry: $2.15 per hour away from base.
  • SWAPA considers our Duty and Trip Rigs to be the strongest in the industry, as they protect pilot productivity and efficiency.
  • Minimum Daily guarantee is 6.5 TFP; Ex., a 3-day trip pays a minimum of 19.5 TFP.
  • Duty hour rig is .74 TFP per hour, minimum.
  • Reserve guarantee is 90 TFP per month; but actual months pay average around 105 TFP.
  • Reserves are allowed to pick-up extra flying.
  • Holidays pay 150 percent.
  • Open Time trips pay up to 150 percent.
  • Junior “forced” assignment pays 200 percent
Retirement
  • Every SWA employee shares in the success of SWA through the ProfitSharing program. The five-year average has been approximately 8 percent of annual earnings.
  • 401(k) Matching dollar-for-dollar up to 9.3 percent of annual salary.
  • 95 percent of your 401(k) can be invested outside of standard mutual funds as directed by the pilot via a PCRA option.
  • LUV Employee Stock Purchase Program, 10 percent discount.
Codeshare Protection
  • Very strong scope language, including no domestic codeshare and no RJ codeshare as well as veto power for far international codeshare. Limited near-international codeshare. Max of 4 percent of total SWA ASMs.
  • Any changes to scope and codeshare language are voted on by the membership.
Benefits
  • Health care is funded by SWA through self-insurance.
  • Premium rates are lower than many, if not most in the industry; a fraction of the cost of many plans.
  • Plans offered include PPO, EPO, LTD, Pilot Mutual Aid, Loss of License.
  • The cost for a family of four in the PPO plan is $197.96 per month. and EPO pan is $222.96 per month. Both amounts are maximum premiums for both of these premiere plans and include dental, vision and prescriptions.
  • The “Regular” plan costs zero for entire family.
  • Loss of license insurance available for all pilots.
  • Maximums of: $11,500 per month for Captains, $7,500 per month for First Officers; until retirement age.
  • Accidental death and dismemberment and longterm disability and term life insurance available.
Monthly Bidding
  • Over 80 percent of trips are 3-days.
  • Majority of lines have at least 17 days off.
  • Reserve lines have 15/16 days off per month.
  • No ready reserve or airport standby.
  • Flexible training schedules with ability to bid for max pay or quality of life.
  • Duty day averages less than 9 hours.
  • Hotels picked by committee of pilots and flight attendants
  • (not brokers). This ensures desirable locations and amenities.
  • Additionally SWA food and beverage discounts have
  • been described as the envy of the entire industry.
  • “No question/No Chief Pilot call” fatigue policy. Pulled from trip with pay.
  • Commuter policy requires only one available flight, even when commuting on other airlines.
  • Sick bank accrual is 10 percent of trips flown per month; 1600 TFP max bank.
  • Pilot-to-Pilot trip trade and giveaway.
  • Pilot-to-Company trip trade.
  • Vacation trade and buy back.
  • Employee Pass Bureau for complete offline vacation planning and discounts.