It's also a mistake to think because you work for delta that somehow makes you better than pilots at your regionals. A lot of people are there because of who they know and not what they know or can do.

I'm betting the % of boneheads that would come with a staple, integration or whatever method used would be the same % of boneheads that you already have. Pilots....

I agree, and it just makes the initial training event that much more important.

You are right... you did not take a paycut in this merger.... and besides... waaaaaaaaah Paycut.. puhleeeeez :mad:

Really??? So you want something that almost every pilot at Delta gave up to come here. What military or civilian pilot DIDN'T take a paycut to start year one, probationary pay??? Sounds like you just want your cake and to eat it too.......

Please cut and paste where I said this. I never said that current DCI pilots should leapfrog anyone. I don't believe we should.

Telling you how it's going to be? Again, cut and paste or retract. I have offered suggestions and my vision only... just like many of your group have. In fact, MOST of the posts here have been members of YOUR group telling US "how it's going to be". Nice double standard. Why can't we work together on a mutual solution?

How am I a pirate? Because I hijacked "your" Delta thread. Feel free to take the discussion to a private message board if you don't want the unclean offering their opinion. Until then, it's a free country and an open message board.

And if the debate is pointless, then feel free to stop reading and responding.

You can get around their fear of a paycut by paying the greater of year two DAL pay or current DCI pay. That again would have to be a sell.

They have something like this in place for the CPS flow if a DAL pilot flows down. Year Two CA pay or year Four FO pay. You get the lesser of the two. I guess if you flow up it could be the greater of the two, but I am sure they will want a reset of the vacation, pass bennies etc.

Ideas are good, and they need to be discussed, but lets decide "IF" we are going to do this first, and then the "How" will figure itself out as the process matures. Bar is correct using the NWA example of the "IF" came first and we did not ponder the "How" until the if was decided.

I'm pretty sure you missed his point completely.

That was NOT the case when ASA hired me almost 9 years ago. It was an all day interview with a psych test, a sim ride, and about 2 hours of Q & A. I was hired with 2000 hours, 500 of that in an E120 at a 121 airline. And I was one of the lower time guys.

ASA only got desperate (like most other regionals) in the last 2-3 years. That hiring spree includes maybe 300 pilots, 160 of which just got furloughed. The average seniority at ASA is about 8 years. Try not to stereotype.

Yep.

Joe & John, you are actually hurting your case by bringing it here. A better venue for your concerns is your own Reps, not a bunch of Delta line pilots.

Already the ugly "who's better" debate has begun.

It can't be proven, but my suspicions are that the majority is going to find the military pilot who beat our 2,500 candidates for his flight spot is going to be hard to beat. Also the SR-71 pilots have the best stories, or at least the ones they can tell.

Getting management on board
 

If you do hear from them, it will probably be a question: "What's in it for us?"
Management was willing to incur some additional pilot costs in the DAL/NWA merger in order to save a greater amount long-term via "synergies" etc. Unless they can be shown that some new SLI or "flow-through" suggestion will pay off financially, they won't be interested, especially if it just brings an extramural fight indoors. They may already have all the synergy they want.
Couldn't hurt to talk to them, though, and this may already be under way. :confused: