Originally Posted by Alan Shore (Post 1675457)

You're right. I was getting ahead of myself. I should have stated that as being my understanding. Our pay rates were certainly higher than everyone, other than SWA, FDX, and UPS. One can also look at the MIT Airline Data Project that's been discussed here previously to see that we cost more per block hour in total than any other carrier, including SWA.

Originally Posted by gzsg (Post 1675461)

Take the time to talk to your reps. UAL and American are saying 15% productivity gain for management.

I had a great deal of experience at NWA ALPA paying millions to pilots from grievances. Rebidding the air line on paper using the waterfall to get every harmed pilot the money owed had management followed the contract.

I agree not every retirement will be a 777 or 747 captain, but pay banding is a massive concession any way you look at it. We don't need to make concessions and we certainly don't need more stagnation and longer freezes.

Like CDOs, once the line pilots are aware pay banding is on the table, hopefully we can file it with CDOs in the waste basket.

Originally Posted by Wilbur Wright (Post 1675472)

I had to search that out to see if what you're saying is true. Guess it is.

Originally Posted by tsquare (Post 1675477)

Wait... I haven't had my coffee yet. Is a lower bar more efficient? If bigger is better (It always seems to be in this bidness) then SWA is the worst.

Originally Posted by gzsg (Post 1675461)

...pay banding is a massive concession any way you look at it. We don't need to make concessions and we certainly don't need more stagnation and longer freezes.

Originally Posted by Wilbur Wright (Post 1675483)

That's the way I read it.

Originally Posted by Purple Drank (Post 1675445)

If that was the case, the Dalpa propaganda machine would not dispatch you (and the other usual suspects) here to tout Dalpa's talking points, float Dalpa's latest sellouts, and tamp down expectations.

There may be a relatively small number of posters, but to claim that only "50-100" are lurking is nonsense, and you know it.

Originally Posted by orvil (Post 1674999)

T,

DALPA put out a new R&I information guide a few weeks ago. As I understood it, they said the best bet for early out insurance is the DPMP. It keeps the Company supplement feature. You lose it in the other plans and the result is a much higher cost. R&I suggested doing a little planning ahead and changing to the DPMP in the insurance year that you expect to retire. The guide includes some amounts, too.

An email to Karen might get you some good information.