The MOU was before "things changed." The APA's stance is that the company needs to cough up more dough since the MOU was negotiated with some...let's just say...not-so-accurate information. Whether or not the APA is successful in negotiating that is a different matter. We'll know soon enough...28 days now.

 

I hope so, there is no reason we shouldn't be the highest paid pilots in this hemisphere and have work rules to go with them.

 

I would agree. I'd rather keep the current pay agreement in place and improve the way we do scheduling, reserves, etc. But even still, if you think about it, the APA pay proposal actually benefits the company, of all things. You'd think we could negotiate that getting paid less than DAL for another 3-4 years means they need to improve our work rules in exchange.

 

I've emailed the NAC about this issue a few weeks back - and of course no response


1. If we get pay parity now (2015), what happens if UAL and DAL get a new contract after the 2015 pay parity, do we get an additional pay parity?

2. Is the 2016 pay parity rates already locked in (the ones in the MOU summary), or would a 2015 Delta pay increase bump the rates up?

3. Why no pay parity for group I pay? 16.29% increase isn't enough

 

From what I could tell, the proposal to the company does not include parity review. That would be something we'd have to ask for after 2018 (the last year this current proposal addresses). All the current proposal states is current DAL pay rates now, with 3% increases for the next three years. As I said before, that benefits the company because DAL will most certainly get some kind of a pay raise with their new contract, and it could be substantial.

As for the 2016 pay parity, all I've seen is a fixed percentage, which is supposed to be "parity", but even at those rates it doesn't quite match DAL's rates, especially for Group I aircraft. The current MOU also doesn't do anything to adjust first year pay, which we could conceivably be the ONLY major airline in 2019 that pays $40 per hour, which is below even Allegiant and other minor players.

But I believe the actual MOU states that the 2016 pay raise will be based on comparative contractual rates and ASM weighting...so whatever percentage that would produce would be our actual realized pay raise. I think the 16+% was a guestimate.

 

1. Depends on what they negotiate to get early (2015) parity. Probably would be the only parity review, but it would come down to what is negotiated in the future, so no firm answer can be given now.

2. The rates are not locked in, which is why the MOU calls them estimates. They are based on the actual rates in effect at DL and UA as of 1/1/2016 on A320/B737 aircraft.

3. All groups will get the same percentage pay raise in the current parity plan, so Group I gets the same percentage as II, III, and IV. The percentage will be decided by comparing weighted averages of DL/UA A320/B737 rates, then applied to each group at AA. I believe this had one additional clause that the raise would not bring any group above the rate in effect at UA/DL for that aircraft.

 

That's great and all but group I never had parity in the first place. It's sad.

 

Maybe they meant "parity-ish" for Group I?

 

If 30% less counts as close enough