Originally Posted by
Shadre Reevis
I never made the case that operational improvements merited any "NREV super seniority", so I'm not sure where you're getting that from.
It costs Delta more money when a working regional pilot and his family can't get somewhere versus any retiree. One of the many consequences of selling scope. Those 30+ year retirees will have to live with their choices.
Wholly-owned employees getting to work is important, I'm sure everyone can agree. I would toss in for discussion the fact that a working crew member has a much more limited schedule to use those benefits with family. Also, flight benefits aren't always used for vacations. For example, 9E pilot may have to send the kids to Grandma's while he's gone flying Delta passengers around for 5 days and the wife is on a business trip. My assumption is that retirees don't have those kinds of constraints. What does it cost Delta when those kids get bumped and the 9E pilot has to stay home?
I'm not saying that current and retired Delta employees should care about the plights of current WO crews and their families... Just listing some reasons why it might make business sense to allow working WO crews to share their priority with their kids/spouse.
Anything you make in life, you need to plan accordingly. And not every Delta retiree is a pilot, there’s also FAs, Agents, Mechanics, Rampers, etc etc that had nothing to say when scope is relaxed. They can’t be penalized and have to “live by your choice”, when they didn’t have a vote in scope.
Your argument doesn’t make sense. If kids needs to be somewhere, because the crew needs to go to work, is not Deltas problem is that crew problem. He/she can buy tickets to get his grandparents or send the kids. You know, you gotta live by your choices.