Originally Posted by
UALFlyer
As for the sick leave, transitioning to a DL style could be relatively easy. It all depends on how the contract is written. One could transition the majority of the group to the DL style and should or when the guys with more than 250 hours (or whatever the number is at DL) go below that number they go from the old method to the new one. I also think the company should do some type of buy out on sick leave when a guy / gal retires. I've heard of folks "planning" sick leave usage through to retirement to finish with or about zero.
Also realize that you keep saying "what are we going to give up to get this or that". My answer is DALs new AIP is worth some X billion over the life of the contract, so it would appear that nothing was given up over there and we should expect the same here.
Just an opinion. YMMV.
There are positives and negatives of the Delta style system. It’s a positive in a sense that you can burn more time each year and have it restored annually. It can be a negative during an extended leave. Having just enough to get you to LTD is a great narrative until you actually find yourself on LTD. Having sufficient time in your sick bank to burn 80 hours per month for 6+ months while you recover from an illness or injury is better than LTD since while out on LTD you are on reduced income, not accruing more sick leave or vacation, no B-fund contributions, income is through an insurance policy rather than pay and not eligible for profit sharing, and paying out of pocket for your portion of your insurance. I wouldn’t want to be without LTD if something happened, but maintaining just enough bank to get you to LTD isn’t a great plan either. I’d rather keep what we have, but accrue sick time faster.