I agree, but I'll go back to the previous analogy, just because the 777 is rolling in GS doesn't mean that's a good thing for everyone else. Let's have more slots and fewer GSs, no matter what the category.

Put it this way, in my new hire class they brought someone in from scheduling to give us a tutorial on GSs and how in particular this one SLC 88 A was scoring a 140-160 hours of pay per month. They showed you how rolling thunder worked. Note they didn't come in and say, "yeah, GS pay is where we have to pay you double time. It was a concession on our part, we hate it, and we're going to make sure you don't know how it works. Thanks. Next subject..."

LOA 31 changed the formula and in March 2011 they implemented it in a couple of categories. It made changes to how the weekend or holidays are covered. In particular (23.W.5)I believe it was how the non Holiday Swap with the Pot and X-Day move formula changed that made the biggest difference on weekend coverage to the bare bones number it seemingly seems to be now.

Don't get me wrong, I hold weekends off no problem, but recently I've been able to hold holidays off (Christmas in particular) without really moving up and it's probably because of the changes in reserves required formula. But when you look at the weekends and almost every weekend since 2011 and see 0 reserves and GSs going out, something's not right. I'll paraphrase the change:

OK. Thanks for your disingenuous quibbling.

They don't have unfettered access without consent--but we are contractually obligated to grant them access. The end result is the same--the company can get access to our health records.

It doesn't say ANYTHING about limiting their access to records from only company-procured providers. If they want records from your doctor, you are obligated to sign a release. And the doctor would be absolved of any "malpractice" claims since he has a release.

Read it and tell me again management doesn't have access (or can't obtain access) to our medical records.

195 and 215 credit actually.... I also got that briefing from scheduling, but that's also when there only were 26 schedulers total...

I've flown with that captain and he's actually a good guy – in fact he was among a group of pilots Delta sued unsuccessfully for not flying extra.

Cheers
George

Of course not, after all there's #nomoneyincargo ;)

Id does show to what lengths Boeing will go to move inventory in light of the drag the 787 and 748 programs are putting on the company...

Maybe we can get the Air China 4:1 deal exchanging 739s orders for 773s...

Cheers
George

Trips for April loaded into NYC 7ERB open time. LOTS of trips covering ATL flying. Hmmmmm...........

Better to ask via pm. Pm sent.

ProStan seems to work.:D

I can't believe you see this as inadequate or concessionary. The only time the company has access to this provision is if they believe that there was something going on besides you being sick (i.e. they have enough other proof to hammer you). So lets say that you get caught taking a sickation. The Chief Pilot has a good faith cause to query your sick call usage. He asks you the general terms of your illness, you say you had the sniffles. The Chief Pilot asks for the release and now, you have to go back to your doctor, and tell them you had the sniffles, didn't feel well enough to work, and then felt better. You get a quick physical exam, get signed off as well to work, release your medical records specific to the illness in question. Not your whole record - just the record specific to the sick leave in question.

Then because you happen to have screwed up and incriminated yourself anyway, you get hammered for lying to the company and get fired anyway.

So yes - the company can access your medical records, most likely right before they fire you. Otherwise you can go 100 silent hours where you're actually sick and not say a word to anyone, as long as you behave as if you are too sick to work while you're sick and before you tell them you're ok to work.

Delta has an extremely liberal policy for personal drops. We have no minimum level of work required for a given month that I know of. If there's coverage and you want to PD everything, do it. But that's why the company can get away with not budgeting for 100 hours of free credit for every pilot. They have given you the out to be unproductive, and they expect you to take it based on their expectations of you. If you're WS-ing a trip, then 48 hours later sicking out for it, they have every right to be angry, and to question the sick call (should they choose to investigate it and have proof that you were scamming the system outside a hunch). But - most likely - unless you're a massive trouble maker, they're just gonna ignore it.

So what's the problem? Would you rather have an event based system? Where 5 sick calls in, you're required to submit a sick note for very sick call? Would you rather you just be able to abuse the system? Is that really what this is all about? That you can't game the system to your satisfaction, so you call it inadequate and concessionary? I think that's the issue with a lot of you. "I can't get mine, so it's inadequate or concessionary." Quit whining and eat some bad Chinese if you don't want to work. You're an adult - you know how to make this work.

I was spared that outrage, thankfully.