You're not in the C-suite. You ARE an employee. The internal parity is what matters. This is about Delta's ability to afford the labor it employs. The rate trigger tied to an outside group or government measurement would be fine but it doesn't motivate Delta. Instead we consistently fail to add value to a contract that is locking in today's rates for years to come. This is like being on the wrong end of a futures trade by choice and consistently accepting that outcome. It's absolutely ridiculous that our contract can be regulated to be outdated and we don't mitigate that risk. If the .gov wanted to set pricing on tickets and keep them low for years without resolution, Delta and the airlines would find a way around it. Surcharges for fuel, or charge separately for each part of the service, or some other mechanism. What they would NOT do is be OK with it and accept it consistently. We are morons when it comes to business contracts.

 

First it was payrate thirst over Endeavor now it's payrate thirst over our FAs. Do pilots not understand the law of large number wrt pay increases by percentage? Lusting over pay increases of workgroups that not only pay significantly less than pilots, but also significantly worse workrules is beneath the Delta pilots. Stop the madness

 

Internal parity with high school grads is not a priority to me, but you do you. I’ve got enough other wishes for negotiations. For fun, though, talk us through how we implement global me-too clauses, and how they rectify the world. I mean, do we just tell the company that’s how it’s gonna be, or do we tell the mediator to tell them we’re going to create a construct that exists nowhere else in Fortune 500 companies, much less our peer group? I admit it - I’m a moron when it comes to negotiations. Mr. Luby probably is too. I mean in all likelihood, we’ve got all the morons on our side and the company has the experts.

Next up, talk us through how we get 5:15 vacation and training, six weeks of vacation, 25% DC, raises that always exceed inflation, pay rates that always match our decades-past high water mark, qol gains that beat every industry…all while we work less.

 

You have been averaging 4-4.5% annual COLA increases your entire career at Delta (not to mention advancement). So have they. The difference is the timeliness and the retro we ignore. Nobody is comparing you to a FA, get over it. They are comparing your labor cost relative to all employees.

 

We are experiencing 40-year high inflation, and we cannot get COLAs; cannot even match the CPI in our future pay increases; and the company gets a 4-year contract from us. This is a yuge risk. I truly do not understand why we agreed in principle to a 4-year contract.

A5S

 

There are a few reasons why I suggest it in the future.

1.) We should be tired of the company giving other employees pay raises from money they say they didn't have for us. They were broke in October. l bet ironically, all of a sudden, they will have tons of cash by May.

2.). Besides the current UAL +5% rates for their Covid agreement, when was the last time United or American negotiated higher wide body pay rates than Delta?

 

United in 2000.They did give credit for that rate to Delta achieving the "Delta Dot" which was what they referred to our new 777 rate when we first got the aircraft. On the chart of industry rates, the dot was an obvious outlier. It set the stage for the United rates and our UAL+ campaign achieved an even higher rate for us.

 

That’s what I remember too. Almost 23 years ago. Even though they have had several opportunities to negotiate higher rates than Delta since then, they didn’t.

I don’t really expect them to do it now. It would be a nice surprise though.


That’s my point.

 

I agree completely. United and American both have a lengthy history of being incapable of setting a new bar for everyone else to leap frog in pattern bargaining. We need national to get the respective neg comms on the same sheet of music a little more.

 

Looks like the American prediction has come true.

Let's see what United does...