Certainly makes me question the other examples they give with sections I have less knowledge and experience with. The ALV+15 concession may be overlooked by a number of DAL pilots but it is a HUGE concession for all of us hidden as a reserve efficiency increase.

 

Geez Bill, we get it: the sky is falling. We have no leverage and should be grateful for whatever they choose to give us.

Not all of us feel that way.

How many of our peers have made record profits recently? How many of them are poised to make even larger profits going forward? How much should we be compensated for giving away our last piece of leverage (large RJ scope, since as you so frequently point out our the political environment has neutered our union with respect to job actions)? 4/8.5/3/3 and the opportunity to work more? I disagree.

 

Quote:
Originally Posted by bigbusdriver
No we didn't. We froze the value of whatever we had earned.
If you had not yet accrued 50% FAE you got targeted money to bring you up to an equivalent level. If you had already met or exceeded that level, you didn't need targeted money.

A 1983 hire should have been at 56% FAE at the time of the freeze.


Sorry to resurrect a day-old post, but this is pure BS, Carl. If you had 25 years in at the time of the freeze your earned benefit was 25/25 of 60% FAE. That cannot be and was not reduced. The DC targeting was designed to target a 50% FAE benefit for those targeted. If you really believe what you posted you need to do some research. It's easy to check your earned/ frozen benefit on Deltanet.

 

What I do think is that the company has a crystal clear vision of the staffing situation ahead and would love to work reserves to the bone any chance they get. Under the current model a pilot has THE CHOICE to fly extra for more money when that flying is available just like a line holder. What I see coming down the line is an airline that needs to hire and will not have to because of this change. I already did my time in regional reserve hell so I see what the possibilities are. We're getting ready to sign off on just such a system.

 

Can all you guys that are reserve tell me how many times you've broken guarantee in the last 12 months? Systemwide the average is less than 5%, and most of those were created through yellowslip situations according to the data we were provided.

The ALV system was designed for the Delta network of 2004/5. That network had about a 14-15% swing in flying from peak summer to trough winter flying. The new Delta network has a 22% swing from peak summer to winter trough. That left us very short of reserves in the summer and very fat on reserves in the winter. Our productivity is down from 66% in 2006 to 59% now primarily due to changes in the network and how our workrules interact with that network. SWA's productivity is at 72% by comparison.

I may be mistaken but it appears you're looking at ALV + 15 in a vacuum. It works in conjunction with a whole bunch of other things.

1. TLV got raised by one hour to 75-80 hours system wide. That means reserve guarantee should pay 75+30 on average (ALV-2). Anytime you go above ALV-2 you're costing the company additional money beyond guarantee. They'd rather split the trip or do something with someone that has guarantee to burn.

2. All known absences are now figured into each individual reserve guarantee. That reduces the amount of guarantee you have left when you're on reserve (2nd example you quoted).

3. The staffing formula requires additional staffing when reserves average over 60 hours. An extra body for a year costs way more than a greenslip.

4. Reserves have 6 extra X days off per year, reducing their availability.

There's some more, but I think I've made the point. ALV+15 will be used the most in short staffed categories with long trips. An example would be reserves that used to not be available for a 12 day NRT because they'd flown a turnaround at the beginning of the month.

 

Hmmm, I'm guessing reading comprehension is not your strong suit. Where did I mention I wanted a home run?
Bump in pay, correct a "bump" is at it is after inflation and our PS cuts.
Better work rules, not if you consider having to work more better.
Tighter scope, not if you consider RAISING the "hardcap" of large RJ's better.
A ratio of DCI to mainline that DOESN'T include widebodies.

Every major gain in this TA is subsidized by cuts in other sections.

 

So why wasn't ALV+15 just applied to short staffed categories with long trips? I've capped out at ALV twice in the last year. How do you go above ALV now without a yellow slip? They can't force me to.

 

Extremely clairvoyant of you. Let's build a TA on what reserves are doing TODAY, not 5 years from now. When we start retiring a pilot a day plus, do you really think reserves won't be flying to ALV + 15???

 

Some guys took trips that they shouldn't have been proffered. They got assignment pay

 

It doesn't pass the sniff test. Sorry. Too many things that can go wrong and too complicated which ALWAYS plays into the companies hands. Besides, the company has a penchant for letting ratios get out of whack to their advantage with little or no penalty to them. Bottom line, and its already been said, this reduces pilot head count by 300 or more. Its a boon for the company and a bust for the pilots. Just say NO.

Asking guys how many times they have broken guarantee currently when delta has cut capacity umpteen times is not illustrative of what will happen in the future and you know it. You are misleading again councilor. Please stop.

Helping fill the companies reserve productivity want list is not part of a restorative contract. Many guys want the ability to bid reserve and fly less in the winter. Its an option. Options are good things for pilots. Let's not give more options away please.