I never made the case that operational improvements merited any "NREV super seniority", so I'm not sure where you're getting that from.
It costs Delta more money when a working regional pilot and his family can't get somewhere versus any retiree. One of the many consequences of selling scope. Those 30+ year retirees will have to live with their choices.

Wholly-owned employees getting to work is important, I'm sure everyone can agree. I would toss in for discussion the fact that a working crew member has a much more limited schedule to use those benefits with family. Also, flight benefits aren't always used for vacations. For example, 9E pilot may have to send the kids to Grandma's while he's gone flying Delta passengers around for 5 days and the wife is on a business trip. My assumption is that retirees don't have those kinds of constraints. What does it cost Delta when those kids get bumped and the 9E pilot has to stay home?

I'm not saying that current and retired Delta employees should care about the plights of current WO crews and their families... Just listing some reasons why it might make business sense to allow working WO crews to share their priority with their kids/spouse.

Wrong, how does DL lose money if a 9E employees family can’t get somewhere vs a retiree? No cost to Delta at all! I’d argue again that pilots choose to commute, they shouldn’t be rewarded with higher priority because of personal choices they make.

In the same post you quoted, I had already provided an example. Why you chose to ignore it is obvious.

So, if at Delta, we miss our first flight, the company shouldn't buy me a seat on the second seat?

Anything you make in life, you need to plan accordingly. And not every Delta retiree is a pilot, there’s also FAs, Agents, Mechanics, Rampers, etc etc that had nothing to say when scope is relaxed. They can’t be penalized and have to “live by your choice”, when they didn’t have a vote in scope.

Your argument doesn’t make sense. If kids needs to be somewhere, because the crew needs to go to work, is not Deltas problem is that crew problem. He/she can buy tickets to get his grandparents or send the kids. You know, you gotta live by your choices.

Not sure you want to go there. By your logic, the blame is on the Delta pilot group for making this situation possible and hurting all other DL retirees. Surely you can't blame 9E pilots for your scope issues.
That's just it, it IS Delta's problem when 9E costs and staffing are affected, whether you think it should be or not. We can go back and forth on merits and what planning people ought to do (especially retirees that are free to plan and travel 24/7.....). The simple fact is a WO employee is making Delta money now, while a retiree is not.

I can play your game of “absurd reasons the family of a contractor’s employee is the responsibility of Delta” but I’ll one up you. A Delta employee’s parents are now at a nonrev disadvantage while traveling to a Delta employee’s house to watch the kids while Delta’s employee flies a trip. Huh, maybe employee’s parents should get S3A-0.5...

Scope is protected by the pilot contract. Nobody else has a union except pilots and dispatchers. I haven’t voted in any DAL contract, since I got hired after the last one was voted.

Again, is not Delta problem your family issues. You got hired with certain benefits and responsibilities, they changed it, I’m ok with it. What I’m not ok with, is that every 9E family member goes above Delta retirees and parents.

Which a GS pay for that missing crew is equal or more than a full month pay of a 9E crew.

Actually, in 2017 Delta was the most bumped airline in the industry. https://www.chicagotribune.com/busin...330-story.html
After the Dr. Dao incident at United Express, Delta took a zero bump policy stance, and offers up to $9950 in buyout compensation. The highest on record so far is $8000. Delta has not bumped a single passenger since that policy change.