if that 18% is retroactive to the amendable, I'll listen. I haven't done the math yet however.

 

three years of 18% is never going to happen.

 

After thinking about it, this wasn’t completely a trial balloon. If this was the company’s proposal, it was crafted to show the mediator that we aren’t at an impasse when in reality we still are. It’s below the minimum offer that would get approved, but shows enough movement in the right direction.

 

Absolutely no concessions. Reserve GS is a massive concession.

 

I don’t know why I even engage with you, but alas I seem not to be able to help myself. Is there a way to word search your posts and count what percentage of them include “our opener”? You truly need to move on, man! You’re going to be talking about that thing long into your Bingo days. I challenge you to go a week without talking about the opener that no one but yourself has costed - seriously - it’s a challenge. I might even send you a six pack every week you go without regrassing back to the S A M E T A L K I N G P O I N T in post after post. Make it a 12-pack if you don’t mention how we’re the least productive pilots on the planet??

An Opener is not a proposed contract that we expect management to sign - you get that, right? Had management made a proposal (they didn’t), you know that that also wasn’t what they or we would ultimately sign, right? It’s a framework. A summary of the totality of what pilots had highlighted as desired changes to the PWA. You also know that there have been some notable shifts in the landscape since the 2018 polling that fed a 2019 opener, which itself preceded the pandemic by almost a year?

The negotiating committee proposed the following changes. Proposed. I’m guessing not everyone reading was here to receive update 19-3 that included this description from our negotiators. Sailing…which of these do you think your coworkers didn’t deserve at the time this was published?The Delta pilots propose the following improvements to PWA, but reserve the right to propose additional amendments to all sections during the course of negotiations.

Section 1 – SCOPE

• Improve default protections related to permitted arrangements with foreign air carriers to ensure equitable growth and address ownership stakes
• Update control language provisions
• Extend Section 1 furlough protections to include all pilots on the seniority list
• Require notice and ALPA concurrence should the company engage in non-traditional career pathways for new hire pilots
• Return large RJ flying to mainline
• Strengthen provisions for furloughed Delta pilots to flowback to DCI carriers
• Improve Mainline-to-RJ block hour ratio

Section 2 – DEFINITIONS

Additional definitions will be developed and incorporated as necessary. Outdated references will be updated or deleted.

Section 3 – COMPENSATION

• Industry-leading hourly rates of pay for each type of aircraft effective no later than January 1, 2020
• Establish door pay
• Establish premium pay for all flying performed beyond a monthly threshold
• Increase international pay override
• Establish additional pay for work performed over a holiday
• Establish other pay overrides
• Eliminate entry-level pay for new hire pilots
• Provide pay increases beyond the amendable date of Contract 2019
• Improve provisions ensuring Delta pilot pay rates remain competitive with peer airlines

Section 4 – MINIMUM PAY AND CREDIT GUARANTEES

• Provide Average Daily Guarantee (ADG) pay for any duty, including required meetings with the Company

Section 5 – LODGING AND EXPENSES

• Increase domestic and international per diem to the government rates
• Establish industry-leading crew meal provisions
• Provide hotels for new hires
• Establish a uniform allowance for all pilots
• Establish hotel stay points and credits for pilots

Section 6 – RELOCATION BENEFITS

• Provide industry-leading relocation benefits

Section 7 – VACATION

• Provide ADG pay for each vacation day
• Restore vacation week accrual to pre-bankruptcy level
• Increase flexibility, number and value of IVDs
• Require that vacation weeks are evenly distributed throughout the vacation year
• Expand vacation slide usage
• Improve a pilot's ability to travel during their vacation
• Establish other improvements to vacation

Section 8 – DEADHEAD

• Establish industry-leading deadhead provisions

SECTION 9 – MISCELLANEOUS FLYING

The Delta pilots propose no changes to this section, but reserve the right to propose amendments during the course of negotiations.

SECTION 10 – ADMINISTRATIVE PILOTS

The Delta pilots propose no changes to this section, but reserve the right to propose amendments during the course of negotiations.

Section 11 – TRAINING

• Pay ADG for all non-distributed training
• Increase distributed training pay to 1:1
• Reestablish voluntary training withdrawal
• Establish a formal pathway to disability/retirement for cognitive issues
• Provide greater schedule control and bidding transparency for pilots undergoing any training
• Establish limitations on the total amount of training for which a pilot may be scheduled in each bid period
• Increased access to extra training days

ADD New PWA Section – Seniority List Instructors (SLI) & Line Check Pilots (LCP)

• Codify current SLI/LCP FOPP practices within the PWA
• Eliminate out of seniority opportunities for SLI/LCP
• Increase SLI pay to ADG per event
• Extend "premium" simulator/FTD event pay to SLIs
• Establish captain pay for FO-SLIs while performing captain duties in an aircraft
• Provide positive space travel for SLIs traveling to/from training events
• Increase SLI guaranteed days off
• Establish ratio for seniority list vs non-seniority list instructor events
• Improve ratio of Captain to FO instructors
• All 300/400 series events performed by SLIs
• SLIs perform and seat-fill all graded events

Section 12 – HOURS OF SERVICE

• Improve the Average Daily Guarantee (ADG)
• Establish a hard Minimum Day Guarantee
• Establish "sit rig" language to disincentivize unproductive breaks between flight segments within a duty period
• Improve duty rigs
• Codify the intent of FAR 117 in the PWA providing a pilot sole discretion to accept or deny an FDP extension outside the FRB process
• Improve minimum break-in-duty provisions

Section 13 – LEAVES OF ABSENCE

• Establish paid Family Leave for all pilots
• Improve paid maternity leave benefits
• Eliminate the prohibition of concurrent military duty
• Eliminate mandatory removal from seniority list after 10 years of medical leave

Section 14 – SICK LEAVE

• Eliminate sick leave verification
• Require mutual agreement on the application of any "state sick" or "kin care" laws
• Establish a pilot's ability to retain the value of their unused sick leave

Section 15 – PHYSICAL EXAMINATIONS

The Delta pilots propose no changes to this section, but reserve the right to propose amendments during the course of negotiations.

Section 16 – CREW AUGMENTATION AND INTERNATIONAL

• Require Class 1 rest facilities for all augmented widebody operations

Section 17 – WITNESSES AND REPRESENTATIVES

The Delta pilots propose no changes to this section, but reserve the right to propose amendments during the course of negotiations.

Section 18 – GRIEVANCES

• Provide ALPA with discovery rights during the investigation and grievance process

Section 19 – SYSTEM BOARD OF ADJUSTMENT

The Delta pilots propose no changes to this section, but reserve the right to propose amendments during the course of negotiations.

Section 20 – SENIORITY

The Delta pilots propose no changes to this section, but reserve the right to propose amendments during the course of negotiations.

Section 21 – FURLOUGH AND RECALL

• Establish additional limitations on overtime and premium flying until all furloughed pilots have been offered recall

Section 22 – FILLING OF VACANCIES

• Increase frequency and consistency of the Advanced Entitlement process
• Limit the maximum conversion window
• Modify the staffing formula to account for flying performed in each base

Section 23 – SCHEDULING

• Restrict the ability to reroute a pilot
• Improve pay for a pilot who has been rerouted
• Improve pilot-to-pilot swap board to allow for jetway trades and vacation swaps
• Establish ALPA control over the quality of rotation construction
• Improve Authorized Personal Drop provisions
• Eliminate loophole allowing reserve assignments to carry over into a regular bid period
• Improve reserve rules, availability requirements, and transparency
• Provide pay above the reserve guarantee for short call assignments
• Re-order trip coverage process to ensure a pilot's seniority is honored

Section 24 – GENERAL

Additional provisions will be developed and incorporated as appropriate.

Section 25 – MEDICAL, DENTAL, LIFE INSURANCE AND OTHER BENEFITS

• Substantially reduce active and retiree pilot medical expenses
• Improve the DPMP
• Incorporate an industry-leading high deductible health plan into the PWA
• Increase Company contributions to the HSA
• Improve the permanent life insurance benefit
• Establish a long-term care benefit
• Increase FAA Medical reimbursement amounts

Section 26 – RETIREMENT AND DISABILITY BENEFITS

• Restore the pre-bankruptcy value of the Delta pilots' retirement benefit with the following:
  • Increase the total Company retirement contribution to 25%
  • Establish a Market Based Cash Balance Plan (MBCBP) to supplement the DPSP for saving increased Company contributions at pilot option
  • Guarantee a minimum value in the MBCBP at the pilot's retirement

• Improve disability benefit
  • Eliminate any cap on benefits for mental health or substance abuse or cognitive impairment
  • Establish a minimum benefit for pilots

Section 27 – UNION SECURITY AND CHECK-OFF

The Delta pilots propose no changes to this section, but reserve the right to propose amendments during the course of negotiations.

Section 28 – DURATION

• Update language as required

LOAs and MOUs

• Improve the Fitness Review Board (FRB) and seek corporate safety oversight
• The Delta pilots intend to incorporate or delete language contained in current LOAs and MOUs, as applicable.

 

Sounds like Management came to the table with a pay proposal including full retro that sets the framework to adjust other things:

DH: Change to United language
WS above trigger 150%: eliminate this. The Company is trying to get money back from the permanent reduction of the GS trigger
Holiday Pay: Adjust to 200% like AA. This past Thanksgiving you had to be SENIOR to work a trip over Thanksgiving at AA
Reroute: 200% for any reroute

 

If GSs for reserves are paid 2x like for lineholders, they will 100% pickup GSs…..just like our lineholders do.

I can live without payback days as a reserve pilot, but there needs to be some additional form of flexibility for dropping reserve days when the months staffing isn’t great. To me that’s where the payback days really are beneficial.

 

Far more interested to know who's doing the leaking.

Seems to massively undercut our negotiation team.

Doubt the mediator cares for it, either.

 

I disagree with you. Here's the issue...if PB days go away reserves will be flying their butts off on reserve days. Nobody is going to want to pick up a trip for double pay in addition to flying a full reserve schedule of the crap trips people have dropped (speaking from a NB pilot point of view). Why side with the company on this? It's a massive concession.

 

The raise brings our CRJ rates up to theirs, the whole deal sounds like Endeavor + 1% + Endeavor