DALPA C19 Survey
09-01-2018 | 04:57 PM
#91
Gets Weekends Off
Joined: Sep 2008
Posts: 6,971
Likes: 0
From: Kickin’ Back
We may argue amongst ourselves but I firmly believe we will unite when management tries to **** us........and we know they will try.
Denny
09-01-2018 | 05:51 PM
#92
Gets Weekends Off
Joined: Nov 2013
Posts: 2,604
Likes: 12
From: A320 Left seat
09-01-2018 | 08:03 PM
#94
Gets Weekends Off
Joined: Jan 2006
Posts: 762
Likes: 0
1hr of pay for SC assignment. Example. If you get 77 hrs of pay for reserve and CS gives you 3 SC assignment. You get 80 hrs of pay. You still get paid if CS gives you a trip while on SC. SC assignment gives you 1 hr of pay over the reserve guarantee.
We get 3 company paid hotels for SC or line holders a month. If you need a airport hotel 3 times a month, you are on the company dime.
Vacation: keep what we got, we get trip touching. If not, we get a extra week.
We get 3 company paid hotels for SC or line holders a month. If you need a airport hotel 3 times a month, you are on the company dime.
Vacation: keep what we got, we get trip touching. If not, we get a extra week.
09-02-2018 | 05:10 AM
#97
Gets Weekends Off
Joined: Apr 2008
Posts: 2,206
Likes: 0
From: DAL FO
Small items like this could be tax free items. Add them all up and it makes a difference. To get an extra $300/mo after tax you need something like $3.50-4.00/hr increase.
I wouldn’t make this a high priority item but these smaller items could have an impact if we get creative. Allow guys to bank unused hotel rooms (figure a standard rate for credit) and non-commuters could accumulate something for vacation.
In short, it could/should be both a pay raise and attacking some more creative ways to pocket pwa value.
As others have noted these types of compensation are also less visible to outsiders which might help decouple us from negotiating for all employee groups as well.
To caveat all of the above, I lean more towards picking our few high priority items to address with fervor rather than opening with 300+ items (and the associated longer negotiating cycle).
This is a place where I’d like to see improvement from our MEC. This “hardass” approach that we’ve taken has, for better or worse, resulted in fewer improvements outside of section 6. No LOAs of substance have been signed, allowing us to clear the chaff prior to openers. It remains to be seen if this will yield results, but so far they haven’t produced much of anything with their strategy.
Remember this as you vote in the LEC elections. I favor business minded leaders over emotional blowhards that have committed to NO already (looking specifically at Jimmy Johnson, and by extension his entire “ticket”).
I wouldn’t make this a high priority item but these smaller items could have an impact if we get creative. Allow guys to bank unused hotel rooms (figure a standard rate for credit) and non-commuters could accumulate something for vacation.
In short, it could/should be both a pay raise and attacking some more creative ways to pocket pwa value.
As others have noted these types of compensation are also less visible to outsiders which might help decouple us from negotiating for all employee groups as well.
To caveat all of the above, I lean more towards picking our few high priority items to address with fervor rather than opening with 300+ items (and the associated longer negotiating cycle).
This is a place where I’d like to see improvement from our MEC. This “hardass” approach that we’ve taken has, for better or worse, resulted in fewer improvements outside of section 6. No LOAs of substance have been signed, allowing us to clear the chaff prior to openers. It remains to be seen if this will yield results, but so far they haven’t produced much of anything with their strategy.
Remember this as you vote in the LEC elections. I favor business minded leaders over emotional blowhards that have committed to NO already (looking specifically at Jimmy Johnson, and by extension his entire “ticket”).
Last edited by LeineLodge; 09-02-2018 at 05:23 AM.
09-02-2018 | 05:29 AM
#98
Gets Weekends Off
Joined: Nov 2011
Posts: 4,556
Likes: 11
Small items like this could be tax free items. Add them all up and it makes a difference. To get an extra $300/mo after tax you need something like $3.50-4.00/hr increase.
I wouldn’t make this a high priority item but these smaller items could have an impact if we get creative. Allow guys to bank unused hotel rooms (figure a standard rate for credit) and non-commuters could accumulate something for vacation.
In short, it could/should be both a pay raise and attacking some more creative ways to pocket pwa value.
As others have noted these types of compensation are also less visible to outsiders which might help decouple us from negotiating for all employee groups as well.
To caveat all of the above, I lean more towards picking our few high priority items to address with fervor rather than opening with 300+ items (and the associated longer negotiating cycle).
This is a place where I’d like to see improvement from our MEC. This “hardass” approach that we’ve taken has, for better or worse, resulted in fewer improvements outside of section 6. No LOAs of substance have been signed, allowing us to clear the chaff prior to openers. It remains to be seen if this will yield results, but so far they haven’t produced much of anything with their strategy.
Remember this as you vote in the LEC elections. I favor business minded leaders over emotional blowhards that have committed to NO already (looking specifically at Jimmy Johnson, and by extension his entire “ticket”).
I wouldn’t make this a high priority item but these smaller items could have an impact if we get creative. Allow guys to bank unused hotel rooms (figure a standard rate for credit) and non-commuters could accumulate something for vacation.
In short, it could/should be both a pay raise and attacking some more creative ways to pocket pwa value.
As others have noted these types of compensation are also less visible to outsiders which might help decouple us from negotiating for all employee groups as well.
To caveat all of the above, I lean more towards picking our few high priority items to address with fervor rather than opening with 300+ items (and the associated longer negotiating cycle).
This is a place where I’d like to see improvement from our MEC. This “hardass” approach that we’ve taken has, for better or worse, resulted in fewer improvements outside of section 6. No LOAs of substance have been signed, allowing us to clear the chaff prior to openers. It remains to be seen if this will yield results, but so far they haven’t produced much of anything with their strategy.
Remember this as you vote in the LEC elections. I favor business minded leaders over emotional blowhards that have committed to NO already (looking specifically at Jimmy Johnson, and by extension his entire “ticket”).
09-02-2018 | 05:57 AM
#99
Gets Weekends Off
Joined: Sep 2014
Posts: 5,130
Likes: 92
1hr of pay for SC assignment. Example. If you get 77 hrs of pay for reserve and CS gives you 3 SC assignment. You get 80 hrs of pay. You still get paid if CS gives you a trip while on SC. SC assignment gives you 1 hr of pay over the reserve guarantee.
We get 3 company paid hotels for SC or line holders a month. If you need a airport hotel 3 times a month, you are on the company dime.
Vacation: keep what we got, we get trip touching. If not, we get a extra week.
We get 3 company paid hotels for SC or line holders a month. If you need a airport hotel 3 times a month, you are on the company dime.
Vacation: keep what we got, we get trip touching. If not, we get a extra week.
09-02-2018 | 05:59 AM
#100
Gets Weekends Off
Joined: Apr 2008
Posts: 2,206
Likes: 0
From: DAL FO
I’ve stated multiple times that I’m happy to be proven wrong (as I was with TA1->TA2). So far I’m still waiting to see the post Malone MEC perform.
Johnson was against TA2, after accidentally voting for it...he’s not going to move the rock up the hill.
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