I got rerouted into off days because of Sandy. Ended up with 25hours of RR pay. Sometimes trying to decipher the PWA can give you a headache.

I just spent 20 minutes over on the AMR/LLC thread titled "Judge Silver Ruled". I will never get that 20 minutes of my life back but I would just like to say..."I love you guys...and girls".

I know the merger didn't work out so well for some, personally I stayed right where I was in % seniority but have slid backwards in my seat due to synergies, as most probably have.

I am so grateful to be a part of this pilot group!!! You guys and girls are the finest professionals I have ever known.

Ok, I'm done now. Thank you for your time.

Erik

Not according to the MSP captain rep that I spoke to on the phone.

++++++++++++++ I couldn't make it all the way thru. But the result was 100% predictable as far as I can tell....

I agree. Our merger went so smooth. Delta is light years ahead of the other two. I can't wait to see what comes of the AWA-UsAir-AA merger!! :eek:

Guys,

I live in CA and am LAX based and have used this. It is amazingly easy. First I would give the CPO a heads up, and then all you do is call scheduling, tell then you are using your sick leave but it is for your wife/kid etc IAW your states family leave law.

No questions asked. My case was was before the new verification policy so not sure if they would want verification or not, but that would normally be pretty easy for these issues.

Note - Depending on your state, there may or may not be a lifetime limit on how much sick leave you can use in this manner.

Scoop

Hey Beer,

Im going through the same thing right now. Ive made the calls, and heres what ive come up with.

There are 2 forms crew resources will want. Go to the flight ops website, pilot tools, forms and reports, forms. You need pilot certification by physician or practitioner and the pilot request for family and medical leave.
The leave cant be given prior to the due date, but if the kid comes early, it can be adjusted.

From the contract: "FMLA leave is unpaid leave, unless the pilot is eligible for other paid leave (e.g.,vacation, sick leave, accident leave).


"Use of State Sick is governed by the laws of the respective state where the pilot is based, not where the pilot resides." Thats from the sick leave FAQ the company put out. I couldnt find it in the contract.

I live in a state where I can use sick leave for the birth of a child. I am not based in the state though. As a result, I have been told by the company that I will receive unpaid FMLA. If the Captain you talked to has different info, maybe he can take the steps to square this away with the company.

That's because DAL/NWA had similar career expectations. If you merger with say Alaska, it will come unglued. We had a pretty smooth merger between XJ and 9E, with Colgan, not so much....

Have had several experiences with this. Jim in scheduling is the supervisor who audits the rotations for the RR pay. If the RR pay doesn't "stick" after the rotation is closed, it's because Jim audited it and took it away. In that case, I would highly recommend you call him. He's a really nice guy. Bottom line, our contract says anything beyond the company's control lets them out of having to give you RR pay. The criteria that Jim seems to use is whether or not there was another way they could have gotten you home... i.e. deadheaded you home that night instead of having you layover into your off day. If there was a flight they could have gotten you home on, my experience has been that Jim will put the RR pay back on.

I've even had this happen where I got rerouted into a day off and the RR pay didn't get put on my time card, even temporarily. There was a flight that they could have used to deadhead me home that night, so I called Jim, explained my rationale, and he gave me the RR pay.

I was comparing DAL/NWA to AA/UsAir and UAL/CAL. All very similar airlines. But only one merger gone smooth so far.