At the bottom of the screen click the Save button. It's labled "PF12" I think.

Thanks. Those are nice financial calculators.

Good post. The regional guys will never forget the lessons learned.

yep. 4/8/3/3.

and let's not forget to factor in the loss of a piece of the profit sharing pie.

I believe its white slips, swap w/ pot, yellow slips in order, seniority.

Curious Ques.
 

I am not a finance guy by any means, after all I went to state college and we know that is like going to high school twice!! But looking back at our relatively short history since BK, (not a TA debate at all) DAL pilots had a leg up on other legacies as far as pay and we did see progressive gains even before we signed the last TA. My question is, (when looking at current financials and assuming some static market conditions and economic principles) how will the financials look at AA and UAL when those new pilot costs kick in over the next few years? End term contracts do have some significant raises for those pilots, some as high as 40%. Given the fact that 2012 year end had us all very similar in terms of over all profit, the fact that UAL and AA have some pretty big making up to do compared to DAL (because of post BK and current TA pay raises) would it would be safe to say UAL and AA will be squeezed much harder than DAL as far as pilot costs?.......

Just askin!

Quit teasing everyone 80!!! Please share the source I would love to book a Jump Seat while commuting! Or am I not reading the required memos?

Fiig

I've not modelled it, but US Air (ie America West) always outperformed my expectations. When excavating through their financials, the real reason they did well was their well below labor costs. I believe with the merger, they will lose their America West style labor model. It should help Delta in comparison, just the same way that AirTran / ValuJet being absorbed by higher cost Southwest helps level the playing field.

Also, in comparison, we have a better network. We should be able to continue a revenue premium and hopefully add to it.

For the first time in a long time it appears management is far enough out in front of our immediate problems to focus on longer term strategy.

Scoop,

Yours is a solid idea. But, you have to look at history. Have we enforced scope, or traded it?

Trading one pilot's job to benefit other pilots is an ugly business for a union to be in, so it is not something done in the light of day. But, when I have brought forward multiple violations of our scope the ONLY actionable response I've EVER received is, "what kind of bargaining leverage does that give us?"

Now when faced with a Constitutional issue on scope (who bargains with Delta management) the Delta MEC prefers to redefine the terms to avoid a conflict over what is "Delta flying."

IMHO, we Delta pilots have great jobs. In large part we are happy with our Company and to some extent by extension, our representation. We are peace loving pacifists and we are represented as such. Until the politics change to the extent that the majority of pilots are willing to recall those who don't desire a fight ... we are wasting our time even thinking about putting non compliance penalties in the contract. (IMHO, our Reps might be right, if they fought and lost they might be unpopular and popularity is the basis for election ... that's just reality)

While few politicians would say they desire non compliance, almost all are willing to trade in it.

I have suggested a requirement that the Company be forced to staff for our share of flying, regardless of whether we do it. If that model is accepted, it would give us the benefit of scope compliance without as great a potential for extended non compliance and the trading that typically resolves the so called problem of noncompliance.

P.S. I still wonder if Contract 2000 was written with expected non compliance. The RJ triggers were exceeded on management's schedule, even though the aircraft orders were negotiated BEFORE C2K negotiations were complete.

My feeling has been while there are a lot of things I would love to see change here at DAL, I am comfortable with the direction this Management team is going. How it all translates for numero uno is always the key. My sense is that given what UAL and AMR still need to do, (it could be really ugly just labor wise on their sides) their costs will out strip revenue shortly. IOW, we have already covered our pilot costs today and are on par or exceeding year end profits in contrast to all other legacies. It is fair to say they better have a few tricks up their sleeves to cover the coming significant increases in wages.