Originally Posted by newKnow (Post 1439556)

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.

Originally Posted by newKnow (Post 1439546)

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.

Originally Posted by JungleBus (Post 1439550)

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:

Originally Posted by newKnow (Post 1439546)

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:

Originally Posted by DeadHead (Post 1439596)

+1

Let's not even mention the 5% cut in profit sharing to "help" fund the raises. Anyone else have a problem with this?

Originally Posted by DeadHead (Post 1439596)

+1

Let's not even mention the 5% cut in profit sharing to "help" fund the raises. Anyone else have a problem with this?

Originally Posted by LeineLodge (Post 1439554)

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:

Originally Posted by orvil (Post 1439615)

I'm pretty much a Doubting Thomas in regards to anything DALPA. I have never voted yes for a contract. I didn't have a problem with this item.

As an hourly wage worker, I'm no manager, I want my money every month. I don't really care if the Company makes a small profit or a large profit. It's really none of my business. Did I say I'm not a manager? I show up. I do my job. I go home.

Here is my point: Replacing uncertain profit sharing with a regular wage was not a problem for me. I don't think profit incentives are useful for a non-management, hourly wage worker.

Originally Posted by newKnow (Post 1439546)

alfa,

Are you really bragging that we got an early retirement program that the rest of the employees got the previous year?

Originally Posted by johnso29 (Post 1439537)

My buddy was out sick for 3 consecutive trips. Not one call. Maybe....just maybe the guys that are receiving calls have shown a pattern?