Industry leading hourly pay rates by the amendable date. Rate increases of:
o 8% on date of signing
o 6% on 1/1/16 (14.48% compounded on the amendable date)
o 3% on 1/1/17
o 3% on 1/1/18
• Hourly rates average 3.5% above American and 13.5% above United on 1/1/16 not including profit sharing
• Average $3,500 increase in monthly pay per pilot, $42,000 per year per pilot by 1/1/18
• DC increased from 15 to 16 percent on 1/1/2017
• Per diem increased $0.05 on date of signing, $0.05 on 1/1/2016 and 1/1/2017
• Per diem paid for deviation from deadhead with front or back end deviation
• Vacation pay increased from 3:15 to 3:30 per day (0:15 pay/no credit) on 4/1/16
• CQ training pay increased to 4:00 per day (from 3:45)
• A350 pay rate equal to B-777 rate
• A330-900 pay rate equal to A330-200/300
• A321 pay rate equal to B-737-900ER
• E190 pay rate equal to E195 rate
o Exceeds JetBlue E190 rate by:
 $6.39/hour (3.5%) in 2016
 $17.88/hour (9.8%) in 2018
• Company commits to adding a new small 100-seat narrow-body at Mainline by the second half of 2016
• Section 3 B. 4. “me-too” provision modified to include profit sharing at Delta, American, and United
• Entry-level pilot pay increases to mirror pay rate table increases
• Minimum pay increased to ALV for pilots in training
• Two hours of suit-up pay for pilots (off probation) meeting with Company representatives
Profit Sharing:
• 20% trigger modified from $2.5B to $6.0B for profit sharing distribution for year 2016 and onward (paid on 2/15/2017)
• 5.74% of variable compensation converted to fixed compensation in the form of hourly pay rates, assuming the Company achieves PTIX of $6.0+ billion every year
o This impact is reduced if PTIX is less than $6 billion
• No cap on profit sharing (no change)
• Change in PTIX definition:
o Treat management compensation same as other employees compensation
o Remove stock volatility from profit sharing calculation by removing gains/losses on equity securities
• Changes would not become effective until 2017 profit sharing payout
• Base pay rates increase 17.9% prior to first profit sharing payout under the new profit sharing formula
Scope
• Retains the limit of 76 seats at DCI
• DCI fleet shrinks to 425 from 450
• Total number of RJs is reduced by 5.6 percent, RJ seat count reduced by 2 percent
• With current limits of 223 76-seaters and 102 total 70-seaters, allows 25 additional 70 or 76-seat jets, but tied to deliveries of a 100-seat small narrow-body aircraft(1 70/76-seat RJ for every 2 100-seaters delivered to Delta)
• Enhances mainline to DCI block hour ratio from current 1.35 to 1.81 end-state
• Restrictions in Section 1 D. 4.–1 D. 6. eliminated due to the fact that DCI aircraft are held at a fixed amount of flying
• Trans-Atlantic Joint Venture scope modified to a 50 percent block hour capacity baseline.
o No longer using EASK metric, this includes a carve-out for flights between U.S. and U.K. due to the Virgin Atlantic Joint Venture.
o One-percent buffer, with a one-year measurement period and one year cure period
• Improves fragmentation language and improves control definition
Reroute:
• Pays premium pay if rerouted and not released within 4 hours of originally scheduled block-in (domestic) or 25 hours (international)
• Reroute limited to one calendar day (formerly limited to duty period)
• Removed “mechanical” from circumstances beyond Company control language related to reroute pay
o The only non-premium pay reroute is for WX on pilot’s routing and closure of origin/destination airport
Sick Leave, Disability and Retirement:
• No change to hourly benefit, still max of 270 hours based on longevity
• Voluntary verification and 100-hour verification replaced with a verification threshold trigger of 15 work days missed due to sickness per rolling 365-day period
o Equates to approximately 80 hours for most pilots
o 2/3’s of pilots will never need to verify
• Verified sick leave absence in excess of 20 consecutive calendar days does not count towards verification/medical release thresholds if:
o due to surgery, hospitalization, or fractured bone prohibiting the exercise of your first class medical
o Other serious medical condition at pilots option
• Rolling 365-day verification trigger is reset to zero for pilots who go on disability
• Company to pay for verification only if requested on “good faith basis”
• 50% of unused sick leave credit hours below 80 hours each year will be used to fund a disability account for top off if a pilot goes on disability
• Increase disability benefit:
o Eliminated earned income offset after 36 months
• Increased LTD benefit duration for pilots diagnosed with psychiatric conditions
• Establish FAA leave for a pilot awaiting approval of his FAA medical certificate.
Will not count towards verification trigger
• Provides that a vacation payout at retirement is contributed to DPSP to the maximum extent permissible
Scheduling, Work Rules, and Quality Of Life:
• Section 23 G. 5. (trip drops for OE) modified
o 25% of block time awarded and 75% of projected OE block time held from line award
o Does not affect staffing requirements
• As part of a one-year test basis Letter of Agreement, the Targeted Line Value (TLV) will increase by 1 hour to 75-81
o Rotation Construction Committee rotation improvements tied to TLV as part of the test period
• “Reserves required” formula improved
o Enhances pilot ability to modify schedule
• Improved leveling for involuntary short call assignments
• Night period duty rig increased from 1 for 1.75 to 1 for 1.5
• Seniority List Instructor line guarantee of up to 22 hours including current recovery rules for duty periods removed by Company (except for sickness)
• Modifications for Seniority List Instructors to ensure pay for SLI duty periods missed due to sickness
• Surface deadhead pay doubled
• Provide New York-based pilots with up to 50% travel reimbursement ($50 max) when assigned a rotation from short call
• Includes language providing for consultation with ALPA related to ab initio training
• Increased LCA/AQFO pay to receive 15% override for entire duty period in which they perform any duties, rather than the individual legs
• Provides for a pilot to “Forget CQ Golden Days” in PBS
• Increases ALPA involvement in training-related matters
• Provides for Company option to implement virtual bases (likely) in MCO (run as a test via LOA) with restrictions and ALPA approval
• Option to be unavailable for first two hours of short call for all pilots
• Provided for premium pay on end of month asterisk trips, when the trip is extended:
o Regular pilots – paid single pay and credit for rotation and single pay, no credit for any duty day extension past the original rotation
o Reserve pilots – if flown into regular line by more than 1-day domestic or 3-day international, paid single pay and credit plus single pay, no credit for any duty periods past the threshold above
• Adds reserve short call pay: 1 hour pay and credit towards guarantee for each short call where the pilot was not used
• Utilize “crawler” to determine run-times for distance learning pay
• Vacation improvements (in addition to pay increase per day):
o Improve transparency in vacation move-up process
o Company will post estimated move-up weeks available by 25th of month, two months prior
o Establishes up to four Individual Vacation Days (IVDs) so pilots can get paid time off
 May be used on two separate occasions
 Taken from an existing vacation week selected by pilot
 Same reserve requirements as APD for trip drop under IVD
• Improves crew meal language:
o Block hour trigger reduced to 5 hours (from 5+30)
o Caribbean turns – codifies current practice
o Early morning departure considerations
• FRMS (per Company) to address short call
• FRMS (per Company) to address 10-hour break after cancellation
• New hire training freeze increased to 24 months
o May be awarded an AE/VD after 12 months if initial qualification training required to change bases
o Remaining freeze added to new freeze from AE/VD award
• Training freeze for “short” courses reduced
o 12 month freeze for training courses with fewer than 12 curriculum days
• Furlough protection for all pilots on the seniority list as of date of signing
• Improves hotel language:
o Hotel for recency training in base for pilots living outside 50 miles
o Hotel Committee coordination to adjust pick up times based on time of day and/or day of week
• Establish “warm up” module if break in training is greater than 6 days
• MV/LOE re-check days no longer count as extra curriculum days
• Automates deadhead block times on non-Delta aircraft
• Scheduling to cover trips with report times between 0000-0400 two days prior