Any "Latest & Greatest" about Delta?
05-21-2012 | 10:39 AM
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05-21-2012 | 10:42 AM
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Dear DPA
My check is in the mail, you already have the card.
05-21-2012 | 10:47 AM
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From: A big one that looks like a little one
Originally Posted by forgot to bid
I'd love to get some numbers, most importantly the full C2K contract and SWA's contract going forward. Or least over the past years to figure out trends. That way you can do a chart that shows what the C2K trend would've been, what the SWA trend is, where we've been and once the TA is announced where we end up.
I read both of your pertinent posts on the subject and safety culture, I just think unless we know the data that the safety folks have at Delta and DCI carriers know, we're attacking without protecting our flanks in such a discussion of safety cultures.
But to your point, do I think safety is degraded by poor pay and work rules. Yes. I think it adds stress and fatigue. Those airlines that have poor pay and work rules are imo are adding to the stress of their workforce. Let's promise to keep Delta from going down that road.
These are their markers of the strength or weakness of a safety culture.
• The organizational attitude for safety
• Attitude of immediate superior
• Workplace safety motivation
• Safety-conscious behaviors
• Morals
• Confidence in knowledge/skills
And from the Colgan NTSB Report
"The POI for Colgan stated that the safety culture at the company was “more reactive than I'd like … not quite as proactive.” The POI indicated that the company needed more middle management-level personnel to advance safety programs and conduct additional monitoring."
And from the Comair NTSB Report
The instructor also stated that Comair's culture encouraged first officers to speak up if a captain has made an error and that this aspect of CRM was reinforced during flight training. The instructor further stated that, when first officers have not spoken up during line checks after a captain has made an error, it was because of a lack of situational awareness rather than a hesitancy to speak up.
So - who's ready to talk about the cost of outsourcing? Because if we allow the outsourcing of more/larger airplanes we'll only be able to look at ourselves in the mirror.
The safety numbers don't mean much either unless you compare airlines with equal or similar cultures. The DCI carriers most likely tout a lower ASAP reporting rate because the pilots don't believe in it because - go back to the top of this post and re-read the 6 tenets of safety culture and repeat until you believe any outsourcing is wrong.
05-21-2012 | 10:50 AM
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From: B737 CA
05-21-2012 | 10:57 AM
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After reading a couple of good responses here to my misunderstanding of scope, I am now very interested in the scope implications of this TA. Although the 4/8.5/3/3 is lower than I expected, the time value of the raises make sense to me. If I get it, we'd be making an extra 4% for the last 5 months of this year and then an additional 8.5% (for a total of about 13%) day one of the new contract. Smaller bird in the hand vs. chasing bigger bird(s) for the next 3 years. I sit reserve and it sounds like at least 2 more hours a month; an additional 3%. I agree that whatever the company is saying about airplane acquisitions should be irrelevant to this TA. I've thought about and appreciate the perspective here and intend to use this forum to help make a more informed choice.
05-21-2012 | 11:06 AM
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From: ????????????????
Am i right to understand that the DC controbution is going up to 15%?
05-21-2012 | 11:10 AM
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From: ????????????????
contribution
05-21-2012 | 11:10 AM
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From: 765-A
Chairman's letter is out. Of course he mentions the 4/8.5/3/3 and time value of money. What about the time value of the past ten years? What about the time value of a seem less merger? What about the time value of expedited negotiations for DAL not just us the pilots? I'm sick and tired of this ploy!!
As for other high points blended 88/90 rates, or more accurately 88 up to 90 rates, block hour ratio with DCI with a cap on 50-70 seat planes available, allowing for "accelerated access" to 76 seat jets but only after DAL acquires small narrow body jets to be flown by mainline, access to these 76 seat jets to be capped at 32 Less than current cap, reserve guarantee will be 2hrs below ALV min 72hr max 80hr, elimination of sick monitoring, early retirement incentives similar to previously announced for all other employees.
Throughout the whole letter TO "sales" the TA and doesn't once mention anything we had to give up to get it.
Check you in boxes...
For now
FUPM!
As for other high points blended 88/90 rates, or more accurately 88 up to 90 rates, block hour ratio with DCI with a cap on 50-70 seat planes available, allowing for "accelerated access" to 76 seat jets but only after DAL acquires small narrow body jets to be flown by mainline, access to these 76 seat jets to be capped at 32 Less than current cap, reserve guarantee will be 2hrs below ALV min 72hr max 80hr, elimination of sick monitoring, early retirement incentives similar to previously announced for all other employees.
Throughout the whole letter TO "sales" the TA and doesn't once mention anything we had to give up to get it.
Check you in boxes...
For now
FUPM!
Seriously, did the company offer less than that? Makes you feel kind of sad that we would get offered less than "almost" (he used that word, too) 20% over three years and even worse that "we" would accept it.
He acted like the company was doing us a favor by negotiating with us early with his time value of money assessment. Maybe so, but we've been told all this time that the company wants to hurry and get a deal done. I guess they hope we forgot that.
This is kind of unbelievable.
05-21-2012 | 11:13 AM
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After reading a couple of good responses here to my misunderstanding of scope, I am now very interested in the scope implications of this TA. Although the 4/8.5/3/3 is lower than I expected, the time value of the raises make sense to me. If I get it, we'd be making an extra 4% for the last 5 months of this year and then an additional 8.5% (for a total of about 13%) day one of the new contract. Smaller bird in the hand vs. chasing bigger bird(s) for the next 3 years. I sit reserve and it sounds like at least 2 more hours a month; an additional 3%. I agree that whatever the company is saying about airplane acquisitions should be irrelevant to this TA. I've thought about and appreciate the perspective here and intend to use this forum to help make a more informed choice.
05-21-2012 | 11:13 AM
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From: A big one that looks like a little one
Should we start from the top or the bottom of the seniority list to demonstrate how demographically the company has ensured this will pass.
Top 10% - More retirement and 12.5% "now".
Bottom 20% - You "may" not be on reserve anymore but if you are here's 15% for your troubles.
Stagnated FOs - "I want to feel that left seat back sweat against my skin. Plus that yummy left seat pay.
That's only 40ish percent though.
Top 10% - More retirement and 12.5% "now".
Bottom 20% - You "may" not be on reserve anymore but if you are here's 15% for your troubles.
Stagnated FOs - "I want to feel that left seat back sweat against my skin. Plus that yummy left seat pay.
That's only 40ish percent though.
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