Slowplay,

I have an honest question. Why do you insist on being argumentative with the pilot group you ostensibly represent? I did not attack you all I did was state Delta's policy as well as the law. If you read my post all I said is that you don't get FMLA but you get something close (the intent). What did I say that was incorrect? I also said that he would get a LOA.

Next question. Did you happen to look up and reference what you wrote, because it describes exactly what I stated?

Let me save you the leg work:
PWA Section 13.H is titled “Family Leave” it makes reference to HRPM 1028.6 and 1028.7 ,which are Leave of Absence and Return to Work respectively, and does say that you must have 540 hours of pay to be eligible for those sections. Unfortunately section 1028.8 is the one that deals with FMLA, which happens to be the subject that is being discussed. If you are interested in section 1028.8 is says:

Flight Attendant and Pilot Eligibility Criteria
Flight Attendants and Pilots who do not meet the FMLA’s work hour eligibility requirements (1250 hours) may be eligible for Delta-provided family and medical leave (DFML).

There is no contractual right to FMLA, at least in the section you quoted, which is what I said before. I will not get into internal company issues here but let be be perfectly clear that the company knows that do not have to comply with the FMLA act and stated this to me. That said, you can still easily get a leave but as I stated originally. In my case it was not nearly as easy a process as FMLA or as other airline have made it. The one thing that truly mirrors the FMLA act are all the requirements of the employee. The DFML program is a Delta program not subject to the federal rules so it is not all the same.

FWIW DALPA provided zero assistance when I contacted them about this issue other than taking down my question and calling be back 30 days later to see if anyone had gotten be an answer.