Imo C2K was signed by Mullins knowing it would bring BK. The quickest way to get our costs in line was to get to BK. So he signed C2K knowing it was unsustainable. 911 just accelerated the time line. We were in a recession and over staffed when C2K TA was reached and stopped hiring the day it was approved.

 

I will say I don't think thousands of pilots left on the list over 60 years hold passed up 58 hours a month to do nothing to make 58 hours per month actually working. I think the backlash will be a lot worse here than at United.

 

Here are a few tidbits.

There was no min day. We had a VM (variable min) that was from 4-6 hours (Had to average 5) as I recall. It did NOT apply to non fly days like a 30 hour layover and all nighters. You could do 3 day trips for for around 12-13 hours. A regular 3 day would have to average 5 or 15 total. It also did no apply to DH only days nor did it apply at all to reserves. A one leg trip to SAV with a 10 hour layover and back to ATL might only be worth trip rig to a reserve. (5 or 6 hours). A lot of the green slips we love now, weren’t a good deal back then because of the way the VM paid. (Or didn’t pay on those types of days)

Reserve after C2k was similar to what we have now. It was prior to 117 though. You could be assigned a 3am SC coming off you last X day and typically you were. It was also impossible to get all weekends off on the bid. We were LOT bidding back then and the lines would typically touch 3 weekends for the best line, but would never touch all 4 weekends. There was also no system whatsoever for SC. You could be the most senior and 70th on the list and you may be the one to get a SC.

C2K was a great contract and much better than 96. But there are a lot of QOL items (including pay type rules) that are superior now. It is common battle cry “you never get work rules back” but I don’t know anyone that would go back to 2012 (we must have got some of them back) and it might even be better than C2K considering we have PBS to deal with. (And I doubt a majority would want to get rid of it either)

 

Could a second round of VEOP occur? If it manages to get a few more takers, it lessens the payroll burden and helps the staffing. I consider it unlikely, but if we get to March, June, take your pick and we need to find a way to adjust the list, it isn’t the most far fetched idea.

 

How do you explain the company waiting far longer than most felt it should prior to filing bankruptcy? In fact they waited so long Delta was dangerously short of cash. It is also hard to explain Mullins taking the bulk of his compensation in stock options that would become worthless in any bankruptcy filing. Not to mention taking a company into chapter 11 is rarely a good thing on a resume. Mullins has never held any job of consequence since. If it was all a plan you would also think the company would not have fired him and instead let him lead the company through the process.

 

Its a good idea and probably should be offered. The catch is it would have to be carefully costed out. Any pilot who leaves early and subsequently would be needed prior to his scheduled retirement is very costly. You might need to attach a age limit like 62. I understand the company was not thrilled with the demographics of who took the first program. It was however very nice from a pilot standpoint.

 

there are only about 2000 retirements between now and the end of 2024. The average age of all DL pilots is 49.8 years old. While I completely agree that they probably won’t like that, the VEOP shifted demographics significantly. That group may not have the votes if the deal is good for those with 10+ years left. That is probably why the company delayed furloughs as well. The demographics of that group could help sway a vote in their favor.

 

Was still better than the “New US Airways”

 

the sad part was these were their rates from their 2 Bankruptcies in 02 and 04 all the way until their JCBA with AA in 2013 or 2014.

 

Yep, talk about a “lost decade.”