This^^^^^^^^^^^^^^

And better coverage

 

Are these "low hanging fruit" items?

Huh? Have you commented on the "SIL" thread about this? If not, could you describe how you reached the conclusion we "all" are getting burned out?

Please provide your proof that our health coverage is revenue for Delta. Numbers and amounts would be nice.

I think all of your items are worthy. I think none of your assumptions are.

 

James Bond. I truly realize this is not a no cost item to Delta, but I would think that for a few dollars more per night we could accrue points. So I would put it in the category 'low cost'. The question is, "is it worth the negotiating capital ?"

Many of the other 'suggestions' are not no cost, low cost, or moderate cost but rather fall in the category of huge cost. I'm all for the vacation , health care etc. etc but those are HUUUGE costs

 

Honestly I don't think this is a Delta thing. I think it is a hotel thing. I'm just spitballing, but maybe if ALPA only approved hotels that gave us some sort of reward. The hotel committee does have some power I think. I'm with you though. It would definitely be a nice perk that every other business traveler gets.

 

I agree wholeheartedly

 

I see your logic, but I think the initial assumption has a flaw.

We are all treated equally WRT free parking. Then...some of us choose to live away from that free parking.

If you believe commuters should be given special treatment, as they are WRT Jumpseat booking, then maybe we can offer a package that follows your logic precisely:

1. All pilots get exactly the same airport parking value.
2. All pilots get exactly the same jumpseating booking window (ie: no more "to work" or "from work" early opportunity)

That eliminates your #3 item.

 

If all of a sudden every pilot / FA based in ATL stopped commuting and used their parking benefit, would there be room in the lot?

 

If every pilot and FA based in ATL suddenly started taking Uber/Lyft to work, or used MARTA or the bus, the parking lot would be empty.

Hypotheticals are a two-edged sword.

 

Imagine standing in line while every crew member, FAs included, gets their rewards number associated with the room for the hotel points. It would take far too long. For most travelling professionals, the reservations are made in advance under the individual's name, with the rewards number already populated, billed to their credit card, then reimbursed when they fill out a monthly expense report. In our case, Delta has a block of rooms under the company name, we just add our name upon arrival for accountability.

I like the concept of getting hotel points and stay credits, but it is a PITA. Just bump my per diem.

 

The most intriguing suggestion I have heard so far is to negotiate only for a BIG pay raise. Then each of us could use that money toward what we individually find important....

Retirement: You’d have more to save/invest however you choose. Stocks? Rental properties? Bury it in the back yard? Your choice!
Travel Benefits: Buy a positive space ticket, accumulate SkyMiles.
Health Care: You’d have more cash to offset your deductible or pay for prescriptions.
Airport Parking: Park wherever you want... valet if you’d like.
Spend it Frivolously: sex, drugs, rock & roll.

The point is this: everyone’s needs (and wants) are different and are ever changing which is ultimately what this thread is about. Cash allows each of us to choose how we’d like to improve our own circumstances, and it gives us the reasource to do something about it.

This is clearly an oversimplification to a complex issue, and suggested only as a point of discussion, but ultimately, everyone loves a BIG PAY RAISE!