Could it be better for our new hires? Of course, but lets remember a few things. First, with over 15K apps on file in 2008 no one was going to turn down a DAL job over crappy first year pay or having to scout out a crash pad for four weeks of their 30+ year career. No one. It is not the best choice, but not one that would make someone decline a position. Not at CAL not having health insurance and crappy pay for six months and a year respectively. I know that I chose DAL over them, but that was not the only reason. Some would not even apply to them for that item.

First year pay stunk. I made 22K in eight months. I made over double that in three months at my previous job. I knew it was going to be a significant change and I planned accordingly. Being at the house with a new born and in new hire training was stressful, but again, better than paying for a hotel or crash pad. It was a few weeks out of my life. Was it most desired? Nope, but worth the prize which was a job at the premier global airline.

I have more than made up for this pay and lack of hotel in my time here. Most of you would agree.


If we want it fixed, we should make it a priority, but I highly doubt that most will be willing to make it a top priority. If anyone decides not to take a DAL job because of it, they are crazy.

Perhaps I was a little harsh with the Plebe comment, but when I saw several comments calling other guys ladder pullers I just couldn’t contain myself. I’m not in any way condoning treating new hires badly or like Plebes for that matter. They’re not Plebes in any way, shape, or form. All I’m saying is that current new hires have a pretty sweet deal now. To suggest that just because some guys aren’t willing to lower the ladder even further down, doesn’t mean they are pulling the ladder up. No 5 year B scale like we used to have, No SO/FE position for several years at a much lower pay scale on top of the B scale, an immediate position as an FO, some of which have gone right to the 757 or even the ER, a leading furlough protection clause which includes lasting financial penalties for all remaining pilots until every furloughed pilot has returned, some flow down protection, a six month probationary period instead of one year, and a protective scope clause. Many of these gains we have fought long and hard for and traded concessions for in negotiations. So to complain about not being reimbursed for a couple of months of room and board and calling guys ladder pullers seems a bit petty to me. As a side note: I’ve heard that some of the DCI carriers require their new hires to pay for their own training. Even SWA’s requires a 737 Type. Maybe Delta should require new hires to pay for their own training or perhaps an MD-88 or 757 Type. Of course I’m being facetious here. And lastly: You said: “Long gone are the days where pilots would do anything..everything...just to be a Delta pilot. There's plenty of other attractive offers out there.”Really! Where are all those attractive offers? AMR, NO, USAirways, NO, UAL, NO. So you are implying that if you were searching for a pilot position, that the chump change for your two month board would make you apply elsewhere????? I’m not buying that one for a second.
BTW: When we had furloughees, I voted yes every time to pay for their Cobra benefits.

And thanks for steering clear of sarcasm:)

The first sentence in my post wad not helpful. I stand by the rest: the purpose here is to encourage jobs. The outrage of getting your own lodgings for a few weeks, followed by better pay, outweighs the smug satisfaction of having your regional pay for rooms as you wait for the job.

I think using leverage for hotel rooms for newhires is bad for everyone, and better benefits, per diem, and a uniform allowance, are good for everyone.

Waves & Sink, I agree new hires now are treated a lot better than they were back in the day, and that's a good thing. The hotel thing is an oddity but in light of the other benefits I guess it is a minor annoyance.

Regarding who else people would fly for...as I was getting ready to leave the military, the order was FedEx, SWA, then Delta, although now with the AirTran merger SWA doesn't look so appealing due to the long upgrade times.

I think with this new contract and the promise of progression at least through retirements, DAL will return to being a top choice.

Here Here! I would gladly pay my own lodging and incidentals during training just to have an opportunity to work at Delta. Heck I would pay them just to give me an interview and get a foot in the door.:)

Seems like a good way to wrap this up. I would add that we need follow on pieces to C2012 that would make a job at Delta truly rewarding for all pilots, throughout their careers. I would focus relentlessly on all things that cost us money, and make our lives difficult. There are a lot if basic, meat-and-potatoes issues in front of us that still need adressing.

Regards,

Sink r8

I agree 100%. Lots of things that cost money, and some that are require no money, but are just insurance.

Can we still bank? I have never been able to bank before, but now with the increased reserve guarantee I am wondering if I can. How do I do this?

Need to be above 83hrs I believe.

Delta should do what we do here at Pinnacle, offer the hotel but allow the pilot to opt out and save the company half the money, and the pilot gets paid for half his/her living expenses.

Pinnacle has single occupancy hotel paid for by the company on day one of training as well as positive space home on the weekends.