what in the world does that have to do with anything whatsoever?

 

With all due respect to my fellow flamingo, the CPZ guys all interviewed for a job at NWA to get that job at CPZ. That was the basis under which the flow up was constructed.

 

We have hundreds of apps on file at 9E, they are people who a regional won't even hire.....YET. Imagine deadheading, or worse, putting your family on a plane with pilots worse than Marvin Renslow.

 

The part I underlined is not entirely true. The Compass guys interviewed at Compass, for a job at Compass, and then an eventual flow-through to NWA.

NWA actually hired ~190 of their own pilots in '07/'08, at the same time that the Compass pilots were interviewing and being hired by their own respective interview/HR team. (There was a retired NWA Captain on the hiring board of Compass interviews.)

Another tidbit of useless information. The Compass certificate is the old ACA/Independence Air certificate, used by NWA to start the Compass "brand" after Indy Air's demise of trying to be a LCC with 50-seat RJ's.

GJ

 

Pricey yes, but the food at Ford's is excellent.

 

As relevant as any other "entitlement." The point of the comment was that entitlements do not matter.

The only time perceived entitlements matter is if they benefit us (unity) or management (flow through).

 

Just don't complain when the 747s go away and there are a thousand paycuts.

 

We got paid (loa29, jpwa) to facilitate unity with NWA. If we are asked to facilitate unity with another airline we will again seek an improvement in pay and working conditions.

 

You mean what percentage of a raise, not pay cut. You spend negotiating capital on contractual items, not take concessions.

 

This is true. That being said the reason that NWA wasn't taking flow through agreement pilots in 07/08 is because none of the CP pilots met the requirement of being at CPZ for 36 months before flowing. Otherwise NWA would have taken them.

There were several "flow down" pilots on property at CPZ so the agreement has already worked both ways at least to a small extent.

The CPZ interview during those years was conducted by retired NWA pilots with the exception of one CPZ HR type. The interview consisted of a computer based technical exam, simulator evaluation (B727), and HR and technical panel. The interview was designed to mirror (at least in format) the interview that NWA was using at the time.

I'm not pointing fingers but I'm always amazed at the desire of DAL pilots to see the company abide by the PWA by the letter yet many posters here seem to attempt to find any loophole they can in this provision of both the CP CBA and DAL PWA.

Regardless of opinion about the concept of a flow through agreement the pilots hired by CPZ prior to sale to TSH were contractually guaranteed ( and affirmed by the FTA LOA) a position in training at DAL. I'm glad to see it working. The agreement to abide by this LOA changes the entire course of my life and that of my family (wife and two young children).

However, for the record no guarantee of a job at DAL exists. One must work hard and show up with a good attitude like all new hire pilots. The success of a FTA pilot once they arrive in ATL is only up to themselves.

I can't wait to get to DAL. I'll be the happiest SOB you've ever seen. A dream come true by every definition.


UA