There are a TON of reasons they can deny RR pay. I've had them take it away for a mechanical and WX. If it is out of the companies control then they will deny it. It will show until they close the rotation. When there is RR pay it actually goes to a supervisor who reviews it before they close it and that is when it will disappear.

I know that mx and wx are not reasons for RR pay. However, if the company jams you into a reroute into a day off without exhausting other options, would that be considered "out of the company's control?"

Just wondering if we are able to hold the company accountable for taking the path of least resistance when other options were available.

and

Thanks for the answers.

If you got the RR into a day off you will most likely get the RR pay unless it is for MX or WX. I also think you get the RR pay for the entire last duty period of your original trip plus the day off. I got one of those once and I was not happy until I saw how much extra pay it was......then it was OK. I got like 14 hours extra pay and was home by noon the next day.

Back me up on this Timbo. With a son, you have one penis to worry about. With a daughter, you have worry about all the penises!

That's a fact, Jack!

Unfortunately, my 20yr. old son's penis appears to be ingrown, right between his ears! :rolleyes:

With my three daughters, I worry about all the other -dick for brains- boys out there! :eek:

I'm glad I was never like that when I was young! :D

Here's what I've been telling my three girls since they were about 13:

Remember, all men are lying PIGS! Stay away from them! They only want ONE THING!!

Question for the GS guru's here. If you get a GS with less than 12 hours to report (on reserve) which is coded as an F, does that mean that I'm still in line for G#1 for the month or does the F#1 count as my first GS? Both GS's, but different codes. I know an out of base GS doesn't count towards your normal GS # for the month.

The word "penis" has appeared a far too many times.
That is all.

Was SEA a hub under the NWA CBA? Obviously it was a pilot domicile, but was it considered a hub in the terms of the contract prior to the merger?

That is not correct. There are currently 4 states to my knowledge who have these types of "Kin Care" laws and all of them are applied based on the employee working in that state. Residence in the state is irrelevant with these laws as they govern employers and their employees who work in that state. The 3 states with these laws that affect Delta pilots are California (LAX based pilots), Washington (SEA based pilots) and Minnesota (MSP based pilots).

A pilot who lives in Minnesota but is based in DTW cannot use 'state sick leave' under the Minnesota Relative Care Act. A pilot who lives in Michigan and is based in MSP can. It's all about where you are based and not where you live.