ALV Relief
 

As a line pilot I’d like to state that since we have now been called upon to help bail out Delta, we should do so in a calculated and purposeful manner, one not rooted in fear. Hearing our management team sprinkle some optimism into their messages; that when we emerge from this we will be ready to grow and will capitalize on the opportunity of a new landscape, should be the same mindset of our ALPA leadership. The “full pay till the last day” crowd are potentially overlooking an opportunity for us to not only ensure our survival but to greatly improve the PWA.

-I will potentially accept a 3 month line value cut. This would be a substantial monthly cost savings for the company when calculated over 14,500 pilots. However, this LOA must include a return of these lost hours into each pilot’s bank which will be available for withdrawal after an additional 3 month waiting period (6 months from signing). Interest of 5% will also be applied to these hours.

In return we should seek to achieve no or low cost enhancements to our PWA.

-The international market currently doesn't exist. There is no reason Management couldn't make production balance changes to our JV’s. A balance of 70% Delta flying would be more than fair when looking at what each airline brings to these given relationships. As Ed stated during the 40% capacity cut memo, this is unprecedented and worse than 9/11, and that was before the 70% capacity cut. A line value cut and a JV split of 70% should be a package deal. Our line value cut will end but this production balance shall be a permanent LOA.

-DH policy to mandate Comfort+ aisle or window seats. If a pilot is booked in a middle or economy seat the DH should pay 150%.

-Non-Rev travel has been significantly devalued over the years as load factors have increased making travel for families nearly impossible. Although not an issue during these troubling times, I’d propose a NRPS pass for each pilot and their eligible pass riders tied to their number of vacation weeks. A pilot with 4 weeks of vacation would get 4 NRPS round trip passes. These should be bankable and never expire.

-100 hour sick verification should no longer exist. Management has and will always hold the necessary tools to identify and punish sick leave abusers. This policy was never about identifying those few pilots. This was about imposing barriers to drive down total sick leave usage. This is a no cost item, and in fact will reduce costs of pointless physician visits to get a note signed. If Management believes this has been an effective policy in reducing sick leave usage, would they claim this policy prevents individuals from actually getting sick or just discourages sick leave usage when a pilot is sick? Efforts in medicine, health and wellness reduce illness, not corporate policy. This not so subtle psychological push is also the corporate mentality many blame for individuals coming to work while sick, and thus at the very center of this current pandemic.

-23K gives the company an almost unprecedented level of flexibility. The end of the 6 month period should also sunset 23K IROP obligation. Normal coverage sequence will be utilized and the Company must maintain appropriate staffing levels so that pilots are not essentially converted to Reserve because of summer thunderstorms or IT mishaps.

We understand the gravity of this situation and realize our PWA, which was achievable in the near future will now be pushed off indefinitely. Also at the end of 6 months will be an immediate 3% raise. Additional 3% raises will be granted every 6 months until a new PWA is ratified. This will ensure that Management is equally as committed to the bargaining process.

The Delta Pilots stand ready to help Management get through this demand and cash flow crisis. However we will not allow this to be an opportunity for Management to use fear and impose long lasting cuts and erosion of the PWA, akin to what took place after 2001 and the ensuing bankruptcy period. If these are truly desperate times, Management should show no hesitation when accepting our massive cost cutting measure to help save Delta Air Lines.

If they show no willingness to provide these no/low cost items for our line value cut then I strongly urge my ALPA representation to not entertain any PWA relief.

I might agree to a temporary ALV reduction if they sign to agree to our entire section 23 ask when profitability returns.

Can’t say I’m in much of a giving mood after Ed”s memo today.

24 hrs ago this seemed very reasonable. Now, no thank you.

You are probably junior. Sorry. I'm voting against any concessions if given the opportunity including reduced ALV's. I will however vote yes to paying an assessment to cover COBRA for our furlougheees.

And as someone the same seniority at hockey, I’m ok with lower ALV’s to keep more guys in property. That what a union does.

You are absolutely right. EB and et al can go pound sand. They say they took pay cuts? How 'bout this? When they return the money they took as "Stock Award Value", "Option Award Value", bonuses and non-equity incentive comp for every year since RA left, then we'll talk about the pilot group accepting concession of ANY sort. That's almost a billion right there.

We still have the taste of LM, MB and WJ in our mouths. F U EB, no concessions.

Yeah, that’s a no for me. Reap what you sow.

A 55 hour SIL would have done the same thing. Total average could have been in the 65ish min line value range. Coming from 90 hours a month with pickups this would have been some real savings. They balked so now they have to convince 50%+1 that the next deal is acceptable. Good luck. I’m going to take a lot more convincing, a lot more.

AA and UA are going forward with their SILs. They are just seeing how cheap they can get concessions now.

It won't keep more guys on property. We are looking at 5-10 years of being a much smaller company. They are trying to pull one over on us. Cancelling the SILs is telling.