Originally Posted by
Sunvox
1) At a minimum but acceptable to me: No changes in Scope
2) Improvements in reserve
3) Significant pay raise
4) Some other improvements particularly non-taxable ones.
Sunvox,
I agree with your list above except there is no mention of a vastly improved LTD to at least match DAL’s. 8K to 11K (in the Covid LOA) was a step in the right direction but still woefully inadequate.
DAL has no CAP, we cap at 11K. DAL gets a 32% B fund contribution on LTD (so they get a normal 16% B) we get 0 percent. They don’t use 1026 hours times pay rate (or blended rate as appropriate) to calculate pay total for the 50% (before cap). They use an actual average of pay hours the previous several years (don’t remember the time frame).
The only part of our LTD that is better is ours is tax free and DAL’s is taxable. This is be because DAL is paying 100% of the premiums (pilots pay 0). We pay a small portion of the premium (company pays the rest) with after tax dollars so our LTD benefit is tax free. If we’re smart we will still pay a small portion for LTD premium for the tax free benefit. DAL’s LTD tax free would truly be industry leading!
DAL type LTD is a hard line for me. No reason you should take a massive pay cut (and no retirement) if you go on LTD.