That was my point as well.. Senior "old guys" have to make up financially for lost time. I don't see a long term investment to bring scope back by some of the more senior guys (which I understand).

First: 4833 is hardly money worth showing anyone. Especially factoring in the profit sharing giveback and our increased health care costs (just for starters).

Second: how did you get to see the survey results? No one I talk to has seen them. Can you please post them?

C12 was (is) a strategic failure on many levels; there's no way around it.

That's one way to look at it. Another is that the old guys voted yes, not for 717 flying, but for the "time value of money" argument; get paid now or you'll have to wait for a new PWA for another 2+ years cuz of plan B (SCARY!)

19.71% in 3 years, 12.84% front-loaded.
Increased vacation, training, and CBT pay.

Retirement contribution increased to 15%, option to use a 3rd party advisor to manage, and now post-retirement payouts from full service bank balances and unused vacation are given a 15% contribution.

Profit sharing is NOT 33% less, it was only 20% for 2013 and will likely be an even lower percentage for 2014*.

On health care costs you are dead wrong. The DPMP, the contractual plan decreased from 27% to 22% of pilot cost. It was the only plan at Delta to go DOWN in premium and UP in benefits. This meant a decrease in premiums of 18.5% from 2012 to 2013.

If you are gonna be mad, at least have your facts straight.

*more in next post

Careful with the straw man zingers.

Then or now, they would have pretty much zero chance at getting DOH. However, there is still very much the risk that if "the process" was followed, they (some or all) may end up with even a single day more seniority than the bottom DL pilot, which is unacceptable and a total and complete deal breaker. Iron clad prenup, or we solve the issue without them. This is our problem, our battle, our leverage, and ours alone. If we are going to in any way even consider bringing other pilots on board and given seniority numbers on our list, there needs to be 100% assurance that a staple is the absolute ceiling from day one or its no deal.

When anyone on that side of the isle clams up and starts droning on about "the process" it means they want to take the runway, reach V1 and then see how much they can get.

Thanks for splitting into multiple posts. I'm quite dizzy from that one.

Paris in March
 

I read through the One Great Team details and didn't read anything about this so putting it out to you guys: I'm seeing a charge for each of the tickets I have scheduled for a flight to Paris and back. Are taxes not covered in the award? I'm not complaining, I appreciate the confirmed seats. But for some reason I had the idea in my head all fees/taxes were covered with these passes. I guess I was wrong, but looking for a confirmation.

I asked this a few month's ago, but want to check one more time: Any good hotel recommendations? e.g. Do any wide body experts know what if the hotels we use have a crew vacation rate? I checked mycrewguide for each of the hotels we use and none have any information on this. I'm currently booked for the Agora St. Germaine based on a suggestion I receive here on the thread.

LOL. Did my best. Sorry if you're spinning!

The profit sharing change was for a fixed dollar amount which equaled roughly $42 million dollars. That is approximately 2.08% in pay rates on the 2012 charts.

Now here's the nice part. $42m in PS stays $42 million no matter how high our compensation goes. If you were smart you'd have wanted ALL of the 0-25B profit sharing in hard pay. (but I think the Company didn't want to disincentivize the other employee groups, they're non-union and wouldn't do the advanced math to know it was a good thing.)

That 2.08% that was put into pay rates is now compounded in everything in the contract.

WITHOUT including the compounding from increased DC, vacation, training, reserve, M88/90 pay, ADG, etc.

In 2013, that PS is now worth 2.14% or $43.2 million
In 2014, that PS is now worth 2.21% or $44.6 million

and it continues to compound into the future.

I'd trade the other 10% of 0-2.5B for 4.5% on our pay tables as fast as they'd offer.

The "above $2.5B 20%" is the part I wouldn't let the Company touch. That is where the upside is unlimited.

Ow, now my brain hurts from looking at that gif!