I'm an old guy and fly with old guys. I think you'd have a good number of early out takers. The only sticking point, Ed's not trustworthy, my opinion. Bait and switch. Can't trust these guys to keep their word. And you know they're already figuring out how to weasel out of anything they offer. It's what they do.

 

The biggest fear of taking an early retirement offer is the chance it goes away in a bankruptcy.... If that problem could be solved, there would be many, many takers IMO.

Denny

 

I've listed numerous things as have others. For example:

Honor 2 months of 55 hour SILs. They can offer as many as they want.

Offer an early out in coordination with DALPA to at least phase 1 of AA's levels.

Only then shall we consider ALV/GAR reductions.

All the positives already TA's up until this point effective either immediately or as soon as "IT" can handle it (funny how that only works for improvements and never for negatives but I digress).

Maintain 5:15 ADG for the LCW and any corresponding reduction in RES GAR shall include corresponding additional days off with no obligation. Work less, not for less.

Longer long call.

United plus DH language.

Vacation and training day increases (pay and credit for LCW).

Bye bye 7th short call.

More authority for RCC in pairing construction.

All furloughed pilots can get medical at active rates.

For every month a pilot is involuntarily furloughed, the number of large RJ's allowed to be outsourced is reduced by one. This is in addition to the already reduced by 35 number already stated.

Company coordinates unemployment claims at all levels for any furloughed pilot. One call, that's all.

Every non union large RJ contract/lease up for renewal shall go to an ALPA carrier.

Any future stock buybacks shall generate a percentage bonus paid directly to pilots. I think 10% is a fair starting point. In exchange for saving the company (and the stockholders) any cost is therefore put off well into the future as a small percentage of future profits. Easy peasy.

All DL executives shall have their full base pay reinstated immediately, with back pay to March 2020. Compensation shall then be frozen at that level, plus a 2% COLA per year, or the CPI, whichever is lower.

All DL executives shall be removed from any stock related compensation or bonuses/MIP of any kind until we return to prior levels of revenue and profitability. This isn't even a concession because they are the most talented executives in the industry by a mile, therefore we will return to those prior levels way sooner than any other airline and then they can return to their private island levels of generational compensation so it won't cost them anything. Right?

All jetbridge and ACARS IA's shall pay quadruple pay as long as any pilot is on voluntary furlough. All pay over double pay shall be donated to the furlough pilot emergency relief fund. Robocall IA's shall be the same, except all calls go out in seniority order.

For every dollar in profits when this is over, a dollar goes into fully funding the max HSA amounts per pilot. This will be a very, very small cost item once we return to profitablity, which will be soon, because of aforementioned executive talent. Right?

Feel free to pile on. If this is really needed to "save the company" (and it very well may be) then fine. But we need to get something significant out of it. Most things will be effectively zero to very low cost until we return to profitability and this crisis has passed. If they say no, then full ALV til the last day.

 

“Us”???

When did you become a Delta Pilot?

 

I’m smack dab in the “will be furloughed” zone if it comes to that....No ALV reductions.

History repeats itself if we let it.

 

It wouldn’t help you anyways, which is probably why you are ok with it. I’m probably just barely in the “will survive” zone. ALV reduction would definitely give me cushion. That said, I’m 100% against it.

 

This is just hypothetical but if we had contractual language that said reduced ALV in exchange for no furloughs, what say you? Just asking...honest question. I get the impression if that was offered pilots dont trust managment to not weasel out of said agreement.

 

Nothing is guaranteed in this world other than death and taxes. So I would say no still.

 

‘If it was all contractual, it would be very difficult for the company to weasel out of it. That being said, it has to pass the “but for” test. It would be be a good deal “but for” bankruptcy. Then it would be an INCREDIBLY bad deal.

Denny

 

If this were a garden variety bad recession then you'd be 100% correct on this. Its not, but I still think you are partially correct on this. We are in a likely zone of realistic possibilities whereby we desperatly need time (liquidity) to make it past the Ch7 window and well into or even past the Ch11 window as well. Whoever lasts longest wins (twss?) and whoever doesn't could easily be the first to liquidate.

20-30 hours a month of ALV reductions for several months (along with commensurate additional days off with no obligation...work less not for less) could easily make the difference WRT solvency to the other side of this crisis. It is real money for us, and putting that on the table is not a trivial matter. However the other side of that gamble if we lose is the total elimination of our seniority list as we scatter to the winds and stand in line at job fares begging for bottom of the list posiitons at our competitors (incuding pump and dump start ups that don't even exist yet) at year one pay, longevity, vacation, sick, etc. even assuming we get one of those positions, as the lines will be out the door and around the block, even if the 6 foot separation rule is lifted.