Originally Posted by Galley Slave

Section 3 Compensation
Establish industry leading Hourly Rates of Pay (3.C. (p. 28))
- Currently Delta has the industry’s highest pay rates. A raise to meet or beat Delta would only amount to a 5% pay raise. Would this suffice to be “industry leading”? Would we meet this day one of the contract, or would it be “leading” at the end of the 6 yr contract that the union is negotiating? What happens when Delta passes a new contract and suddenly our “industry leading” pay rates are no longer “leading”?

Section 28 Retirement
- WTF knows what kind of breakfast the union is negotiating with the company? Most likely cold pancakes.

Section 5 Traveling Expenses
- Simplify non-contract hotel expense reimbursement procedure (5.A.7. (p.65))
How about cleaning up the entire steaming turd that is our expense report system. Tighten up language on receipts. Add an appeals process before allowing payroll deductions for “unauthorized” expenses.

Section 8 Deadheading
Improve deviation options when authorized class of service is not available on the scheduled flight (8.C.3.a.vi. (p. 123))
- How about demanding that a seat be booked on an airline that actually has a seat available in the class of service stated by the contract. Why should I have to deviate off of SWA on a 5+ hr flt just to get the class of service I’m entitled to?

Section 25 Scheduling
- No mention of real time trip trading? Probably the number one requested change to scheduling by the pilot group.

Just to list a few. Do you really know what your NC is negotiating? Do you trust them to get an industry leading contract? Their openers are vague by choice. Don’t list specifics and your pilots won’t be disappointed when we don’t obtain them. History has proven that we always walk away from the table way short of our goals. This time will be no different I fear.