So is the 4th floor types calm or in freak out mode over the AE?

You find me an RJ in Delta paint with 90 seats, or an 18 year old Delta flight attendant, and I'll pull a unicorn from where the sun don't shine.

50,000 FA applications for 400 positions is what keeps our FAs behind whatever industry standard you concoct.

250 applications for 400 pilot positions is what you'd think would help our RJ "buddies" but since the RJ market has been saturated since 2007, the people paying their bills are stifling their profits to drive them to the correct size.

Constructive engagement = market forces.

The FA's already get holding pay for extended delays at the gate-- we don't. We are responsible for the Flight Attendants as well as the passengers when the door is closed, yet we get nothing. I would put it to them like this: The pilots are responsible for the equipment, crew, and passengers when the door is closed, and that is how they are paid. The FA's have some good deals and some not so good deals vis a vis other airlines, and vis a vis us (holding pay, holiday pay, crew rest bunks). They didn't have their pension terminated. They got raises when we got zip. There is no need or logical reason to tie their compensation to ours.

Do we "freak out" when they move from Minneapolis to Atlanta?

I kinda doubt they particularly care if we've been displaced three times and commute out of a base to get to a more junior base ... . At most what is catastrophic to us is simply a small part of a number which is inconsequential on a spreadsheet to them.

While it would be pointless, it would be fun to randomly announce bids and move them from H.R. to Bag Service, to inflight with pay cuts as large as 30%, as we force them to relocate their families from New Orleans to Dallas, to Cincinnati, to Atlanta to New York. Promise them growth near their family, then actually shrink and cede the good work to another airline. Somehow everyone should get to experience being junior.

I particularly enjoy early morning flights. Smooth air, every one is alert. Seeing the sunrise from 370 beats any office I've ever had ... . On those days I wonder why anyone would want to do union work or take on management duties ... but every time we have a bid I think, "maybe I should talk to them about that gig in the training department."

There are a few things they do not get like GS pay, but they do get holiday pay.

Delta can run their shop anyway they want, but we should not be refused something because of a non-collective agent employee group union drive threat. That threat makes Delta spend money on them that they would not otherwise spend.

Its high time this pilot group gets things like, class one rest facilities, holiday pay, ability to split rotations (jetway trade), door pay, uniform allowances, reroute pay premiums, reroute limits that are at least on par with the connection pilots, and many more that are just the right thing to do. Rules of the Road and all, it makes sense to address these needs. Mutual Respect of your fellow employees starts from the top down. It means accountability across all divisions, and it means addressing issues that each employee group sees as needs to do a better job of fully and effectively engage our customers. We have a collective agent, but that does not mean that they need to try to lowball us at every opportunity.

The ME carries and globalization is the threat, but when pilots are having a hard time living their lives and cannot get the simplest of improvements its very hard to focus on the larger issues. Fix the small stuff and give the pilots the ability to focus on the bigger issues. Until this happens ALPA and the company are going to have a very hard time brining pilots along on any major issue(s) that does not directly effect a pilot's daily life.

Yeah, we should threaten to organize ... hey, wait ....

On "Holiday Pay" it was looked at. Those who don't fly Holidays (ie senior) did not want it. Their preference was that whatever pay might be available be distributed evenly. Even better if they get a Green Slip should they wish to fly over a holiday.

Collectively we decided to improve all pilots' pay. Fair enough.

Actually, there was a lot in C2012 which helped the guys on reserve and some felt rather than achieving the industry standard for reserves that money should have been allocated elsewhere.

This is one of the perils of our acceptance of Interest Based Bargaining, or what used to be called Distributive Bargaining. Management throws a bag of money over the wall and hopes we will fight amongst each other for how it is to be divided. In C2012, we actually broke out of that model and negotiated some things individually, which IMHO is how unions should do it.

(based on rumor and conjecture ... I was not there)

I'm not sure if anyone is aware that the FA's already get Holding Pay for extended delays at the gate with passengers on board. Apparently the company thinks they deserve compensation for that responsibility.

We sat in remote parking for 2 hours last night after a diversion with all doors closed. Of course, they showed us blocked in so we were not paid. This needs to be changed!

Has nothing to do with that. I heard from an unimpeachable source that the upper management guys that have been Boeing all their lives are getting trained on busses and bus drivers are getting trained on Boeings.

Neither has the WAY we are paid.... and both are equally stupid.