According to the way I read the contract, that would be a foul. Which is why, I suspect, the union wants to document when guys get called prior to 100 hours. There is no "Sick Leave Monitoring Program" prior to 100 hours based on our contract. If the CPO calls prior to 100 hours, they are pushing the envelope.

Bottom line, again: Fly when you're well, don't when you are sick. The only time I've ever been called I asked the caller "You're not suggesting that I fly when I'm sick are you?" End of call.

After June 1? That is when the new sick policy went into effect.

Nevermind. Tired from BBQ. Time for bed. Happy 4th all.

alfa,

Are you really bragging that we got an early retirement program that the rest of the employees got the previous year? In my book, it was an epic fail that we didn't get the program with the other employees, then bought off on the the proposition that it was a "gift" included to sweeten the new contract. Just like the "gifts" of the 717 and retired 50 seat RJ's. Oh, and my favorite, the max of 14 hours of duty for short call reserve.

When I buy my kids sweaters and school supplies for Christmas, they know the deal (we were going to get them those things anyway.) Why don't we? :confused:

From June 2012 to 2013 there were 74 fewer Captains. You were told that the staffing efficiencies would net net save the Company about 125 jobs or about 62 captain jobs. Now 62 seems pretty close to 74. You were also told that the efficiencies would cycle in before the 717's arrived. So yes, that was a concession, but I believe a concession that was well spelled out to the pilot group during the TA discussion.

There is not one section of the contract is perfect. If you want my list of things that need to get better it would take 20 pages. The question is are the ADG and reserve pay exactly what you were told they would be or was there some deception involved? If you wait until you get the perfect contract you will never get another contract. I have been on reserve, by choice, for May, June and now July. August looks like reserve again. This is the best reserve system I have seen in 25 years by light years. Still could be better, but this contract had large improvements.

I have heard this refrain over and over, that Delta was getting 717's and parking the 50's all by themselves. What I have never heard is any semi coherent reason to explain why then the company gave us a billion dollars in contract improvements 6 months before our amendable date. Do you have an explanation?

United was 3 years overdue, Continental 4 years, American 5 years, US Air 7 years. Southwest is now almost a year overdue, they got 0% last year and so far 0% this year. So with all those airlines so many years overdue, with only fractional retro pay, why did Delta get this contract done in a short period of time and months early if they could achieve their re-fleeting goals without us? Financially it doesn't make sense to me. Perhaps you have a better explanation.

They couldn't, they needed you to sign off on more jumbo RJ outsourcing to keep the DCI plantation system alive and making them money. You came through for them, and didn't insist on much in the way of raises, partly offset by a decrease in profit sharing, so they gave you a contract early. Turns out all you need to do to get an early contract is sell out the next generation of pilots in exchange for single-digit raises! Silly SWA pilots, why didn't they think of that.... :rolleyes:

I assume you'll turn down the flow since you think so little of your future co-workers??? We're all a bunch of rollovers with no spine eh?

Here's a better idea: Thank us when your turn comes up and you watch DCI shrink from your 717 seat. You WILL have to get used to flying 45 minute legs, 5 times a day! Hope you're not above it :cool:

I think I've heard this said in more than a few interviews: Delta is an investment vehicle. If you convince investors that you have a stable and happy employee group, you get more of them to invest more money, which in the long run makes all the investors happy. Show, investors that you got employees to sign off on a deal that had small pay raises and concessions in it when your company was making record profits, the investors are ecstatic.

Smart move on their part.

This statement is so misleading I just have to comment.

Earlier this year Nu posted a question: is our measurement of progress from the bar at the time of the merger or the new lower bar post-merger? I responded to that post and wondered if anyone had the actual numbers on the date of merger. Someone did.

Captains in Sept, 2008: 5353

I then took the March, 2013 category list and hand counted every single Captain position in the company. I included everyone - instructors, management, sick - because a Captain is a Captain.

March 2013: 5086

We've had 2 AEs since then:

March: +77 new Captain (non-displaced) positions
June: +54 new positions

Total June: 5217 Captains

We are still 136 positions below the time of merger. To claim 300 recent upgrades is disingenuous, at best. And therein lies the problem: DALPA and its protagonists refuse to acknowledge any problems or shortcomings. That lack of honesty and transparency is a huge catalyst for the angst in this pilot group.

And for the record, I am in my 9th year on an ALPA committee. I'm proud to say I've helped salvage more than a few careers. Consider that before blindly labeling me anti-this or pro-that. I want what's best for this group.

What about the captains who retired due to the early retirement program? How do they fit into your equation? :confused: