Originally Posted by FangsF15

Correct, DPMA is entirely outside the company, and is not part of the Contract. I only include it since our LTD plan is at no cost to the pilot, but for a (similar?) overall cost, nearly all DL pilots can secure an additional 365 days of 'full pay' per medical event. If I'm not missing it, UA pilots do not have a comparable benefit currently. Almost zero pilots exhaust DPMA (and if you do, you stop paying DMPA 'dues').

One other thing I didn't mention, because it's not worth a whole lot... DL's Contract '15 added an additional "Enhanced Disability Benefit", which takes some unused sick hours each year and puts them in a 'bank' which pays on top of all else if you go on disability. Depending on how much sick you have used over the years, it could be worth very little, to maybe a month or two's pay. I currently have about 100 hours in mine. It's not a ton of 'extra' cash, but it does help some.

Again, just for apples/apples, those notional figures are for this year. Next year, our pay goes up 7% (thanks UALPA, for the additional 2%. Truly, thank you. Beer's on me) and 401k goes to 17%. By 2027, add about a grand to the post-tax LTD amount, plus another 25 grand in 401k.

One last aside, many pilots will try to have "a big year" (really, 12 consecutive months) once every 3 years as a hedge for a catastrophic event. Since there is no cap on FAE, it is an amazing benefit which make for an stress-free 'insurance policy' Especially since more and more pilots lose their medicals as they approach 65 when earnings are highest. Age 67 could be a major hit on the company's financials.

Again, I have no dog in your fight, just want folks to have accurate information to make an apples/apples comparison. Best of luck.