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.
THIS!
What is interesting, if you look out side the box- we already do something where we have different rules for something similar.
Reserve!!
We have Flexible Days OFF under the Global Reserve Rules, but not for the "other" Reserve Rules.
Could we offer a Delta Type Sick Leave program to everyone but at the same time, transition every new hire into that program? Of course.
But herein lies the old problem- Will the company agree/offer something like that?
(I love that idea of switching programs once you fall down to the limit of the Delta Program)
I have been told that we have pilots who retire with many hours of SL in their bank. That is up to them.. but it is a negotiated benefit and I will NEVER believe that those pilots didn't feel well at some point, and didn't call in sick but flew instead. It's a mindset.
I'm told that the FedEx Pilots are able to sell their SL bank back to the company. Interesting.
Important to keep these discussions going and get the message out to the LEC. Pretty sure they probably know already- but again, how important is it to the group, where does it fall on the list and who is more concerned about it?
Motch