Originally Posted by
NuGuy
Extensions at DAL have always been optional per the FARs, but it's been considerably streamlined since 2020. Don't extend or fatigue out for operational reasons and pay is 100%, and they can only connect DH back to your trip or release you. Except for the fringe 9:00 hour FAR duty limits, you'll be making 1:1 additional pay for duty time before you get close to an FAR extension in most cases, so the pay to extend thing is moot, and that duty time pay is calculated report to release, unlike the FARs.
I was told that the culture at Delta is to accept an extension as a norm. I would say the opposite is true at United especially on domestic flights as it is almost always at the end of a fatiguing situation. If this is not the case, my apologies.
Originally Posted by
NuGuy
LTD is not capped, and pays the DC contribution portion at x2 (currently 32%)
From our contract comparison ALPA page
As you can see from the examples, the tax-free benefit payments are significant for a UAL pilot who becomes disabled. If the pilot is a FO crediting less than 85.5 hours then the UAL Plan provides an enhancement, as the benefit is calculated as if the pilot flies 85.5 hours. The reverse is also true, in that pilots that credit more than 85.5 hours do not get as much gross benefit compared to the DAL plan.
It is important to note that UAL pilots do collectively pay 35% of the actual cost of the plan and the DAL pilots have premium free coverage. However, UAL pilots do have two seats at the LTD Administrative Committee to assist pilots in assuring their benefits are paid correctly and timely. DAL pilots do not have a seat at the table when it comes to directly administering their LTD plan.
It is also apparent that the DAL pilots have increased retirement contributions compared to the UAL plan. The UAL plan does provide retirement contributions as a tax-free benefit, which is better than tax-deferred, and is not subject to the restrictions on withdrawal that apply to 401(k) plans.
It is also important that in years when the company hits the profit share triggers in the contract, DAL pilots will have their profit-sharing counts towards their earnings so that their LTD payments will be higher than just using their credit hours, the UAL Plan does not use profit sharing payments in the calculation of UAL pilots’ LTD benefits.
Pilots that get disabled shortly after upgrading could be better off in the UAL Plan as UAL uses the higher of a pilot’s hourly rate on January 1 of the year disabled or the pilot’s current hourly rate while DAL uses a 12-month earnings look back.
Pilots living in a state with state disability benefits and pilots with psychological disabilities that last longer than 30 months may also be better off under the UAL Plan. Conversely, pilots with disabilities relating to substance abuse that last longer than 18 months may be better off under the DAL Plan. Which LTD plan is better for you depends on your situation but in the TA, UAL pilots have made significant progress on improving LTD and protecting you and your family in case you become disabled.
Pilots of all ages go on LTD, and they can be junior or senior. As an example, in 2021, the average age of pilots applying for LTD was 51 years old.
Originally Posted by
NuGuy
The day off thing. Dunno, looking at the bottom of a couple of category lists, even the most junior NB line holders are getting 16, 17, 18 days off, and even the very high value lines are getting 14. I didn't see any line holders with 12 or 13 days off. Bottom line holder on the 737 FO in ATL got 16 days off. The pilot two senior to him got 18. Now if your minimum number of days off is 12, and a lot of people are at the minimum, then, yea, I could see why that would be a big deal.
If a reserve is flown into his day off, they get the day off back, plus 9 hours. If they voluntarily fly premium (green slip) on a day off, they still get the day off back, plus 9 hours and their pay on their days off is on top of the reserve guarantee.
I should rewrite that line to say "line holders" do not get a lost day off restored at Delta, but United does. I am quoting the ALPA contract comparison guide there so if it is incorrect my apologies.
Originally Posted by
NuGuy
Reroutes into days off is fairly rare. If it happens, you get double pay for the scheduled last day (including any credit that is due), plus double pay for what you flew on the day rolled into. Come August, you will also get the leg reroute on top of that, so most times reroutes into another day will pay 300% for the day infringed, plus 250-300% for the last scheduled day.
I took this from a discussion on the ualpilotsforum.info
General observations on how different our contracts are WRT reserve. UA does not like paying premium; Delta likes to keep minimum staffing and uses premium essentially as a replacement to our FSB along with rerouting LHs. Their RSVs can pick up on days off to include premium pay trips. If we have reserves available for a trip in open time then there is technically coverage and no premium would be offered. Once their reserves pick up on the days off they get those days back. Their RSV guarantee can change month to month and is based on ALV-2 (avg. line value). This keeps the company in check; higher line values mean RSV guarantee is higher. In addition to pick up on days off means much more schedule manipulation and add the ability to pick up premium and then get days off recovered equals Reserve being quite desirable at DL. It’s just a completely different mindset with the company staffing numbers and willingness to pay premium. DL RSVs can make much more than ours and manipulate their schedule as the month goes, which is the biggest benefit to me.
This has significant impacts to LH scheduling as well and is why you can’t just take what you like from one system and swap it out. I’m not advocating one way or the other, but it would take a complete shift on pilots habits as well as the company; limiting 2 PP trips until everyone has a shot and allowing reserves to pick up on days off and get PP as well, which is what they have. I have heard in the past that our union was against reserves picking up on days off as it was seen as manpower negative.
I have a good buddy over there in his 8th year and we talk about this stuff regularly and this is what I’ve put together over the years. I’m not saying it can’t be done but it sounds like it would take a complete rewrite of things and a mentality shift on both sides. Our two systems are just so different from one another.
Edit to add:
Yes to the sick leave thought; DL pilots call in sick after the reserve callout window to ensure it goes to green slip. They don’t have the short notice sick leave comment like we do after 10 AM.
Originally Posted by
NuGuy
SC is "you get there when you get there". Don't need people trying to kill themselves to make an artificial deadline. Besides, the traffic in NYC going to one of 3 airports can be vastly different than MSP.
Our language specifically says there will be allowance given for traffic. I once arrived late to a FSB after a 3 hour commute that normally takes 1.5 hours and nothing was ever said to me. My point is that the Delta wording is like the seat belt law. 99% of the time cops won't bother if they see you without a seatbelt, but IF a cop has a proverbial "buur up his/her/its butt" then the words "promptly" allow for open interpretation. Not that I think it would ever be used just there it is. I also think the company has already agreed to making this longer in the new contract. Pre-merger it was 4 hours at legacy UAL if I remember correctly.