All I saw during that time period was a inept management reacting to events in the wrong way. Their sole focus was trying to keep the airline out of chapter 11 to preserve their precious stock options and jobs. They failed at both.

With the LAX, SEA, and SLC CA positions I think we will be surprised how junior it will go. I wouldn't be surprised to see some of the 14 hires sneak in on it. The ER in SLC is already in the 11,000's. in 2007 they had unfilled positions in SLC on the 90 and guys were getting SLC in class. Most of the North guys who wanted in have made it. Other than about a dozen displaced guys, there may not be as many guys waiting to get in here as you think.

I'm tossing around the idea of throwing in a SEA 330 bid. How junior do you guys think that will go on the B side?

Anyone on here commute to reserve on the 330 in SEA? Wondering how that works out with the departures they have and hotels vs. crashpads for a reserve guy.

I don't think most pilots feel DALPA ignores the survey results. I think most pilots don't care enough to take the survey & that is sad.

This strikes me as pathetic (I'm not referring to you specifically hockey) and it saddens me that fellow pilots believe this. By consciously and purposefully not participating, a pilot does himself/herself and their fellow pilots a great disservice in my opinion. It's bad enough that so few have ever (and I mean ever) taken the time to attend and participate in their LEC meetings, but an electronic survey that can be completed in your skivvies with your morning cup of joe? Really? :confused:

(Sorry for the bad visual :D)

Sometimes I don't think FCRs get the attention they should be, but that doesn't mean I'm going to stop writing them. The company asked for our input and I take advantage of the opportunity to give it to them.

Participation is key my brothers and sisters. Not participating virtually assures that those with opinions differing from your own will win the day again and again and again.

FWIW, I have never seen anything that indicated the company would only listen to the RCC and act upon the committee's input when we were "extremely overstaffed". When manning is tight, like it is in many of the categories this summer, they don't have the wiggle room and I get that, but I believe the winter months will be no different than they were last winter when the input from the RCC was acted upon by the company in the categories that were not in a critical manning situation. That in no way equates to "extremely overstaffed".

Hey Hillbilly,

I've done all the past RCC surveys and will do this one. LAX's 73 rotations suck. Honestly, I've seen very little change over my 6 years out here despite the surveys. That's the problem. Guys weigh in. Little gets done. I'll do it again but I think the 24% participant rate is indicative of at least 76% of us who don't believe it results in squat. If there were tangible results, we'd see much higher participation. Status quo = WGAS?

Understood buzz. I get where you are coming from. I'm just not a fan of taking your ball and quitting when things don't go your way (which you aren't doing as you indicated you were going to complete the survey.) As a fellow pilot, I appreciate that you will take the time to complete the survey. I did too and I hope many more will as well.

On second thought, maybe I should encourage everyone to not take the survey so mine's the only one and will rule the day. Now I see what hockey's up too! You sly dog! :D

Just go for it, it's got to be better than 88 reserve or even 320.

Nope. Not entirely true.

In Delta's case, they maxed out the credit cards after 9-11 thinking short term.

Then the mind shift happened and the pillaging began.

They changed the bonus structure for management to revenue generated away from actual profit. Then they goosed revenue with these beauties

A pass-through certificates (PTC) is an instrument that evidences the ownership of two or more equipment trust certificates. In other words, equipment trust certificates may be bundled into a pass-through structure as a means of diversifying the asset pool and/or increasing the size of the offering. The principal and interest payments on the equipment trust certificates are "passed through" to certificate holders.A Pass Through Certificate is an instrument which signifies transfer of interest in receivables in favor of the holder of the Pass Through Certificate. The investor in a Pass Through transaction acquire the receivables subject to all their fluctuation, prepayments etc. the material risks and rewards in the asset portfolio, such as the risk of interest rate variations, risk of prepayment etc., transferred to the investor.

Topped it of with a SERP trust, loaded it up to the hilt, and then they all pulled the rip cord.



Supplemental Executive Retirement Plans, called SERPs for short, are non-qualified deferred compensation plans used to restore benefits that executives lose due to typical qualified plan limits - or to simply provide extra retirement income.


About SERPs

Most employee retirement benefits are provided through qualified plans. These plans have tax and benefit security advantages, but they also have restrictions like contribution and benefit maximums. When executive compensation exceeds certain levels, benefits are capped. Typically, that means executive pensions fall short of the income replacement ratios that the company intended - and the executive needs.

Non-qualified SERPs are specifically designed to overcome the basic pension plan limitations. For example, they can provide extra benefits for things that the qualified pension plan does not cover including:

Ineligible income (bonuses and deferred compensation)
Short service that is not vested
Early retirement

SERPs are generally used to simply provide extra retirement income over and above what the basic qualified plan provides. But what SERPs can’t do is offer the same tax and benefit security advantages as qualified plans. So it’s important to finance them wisely – to protect both benefit security for participants and the company’s bottom line.

They knew exactly what they were doing. Michelle, Leo, Fred, et al executed their plundering that likely wouldn't stand up to a forensic accounting. They left well rewarded leaving the husk for GG.

There was a well run play book that was then run against us that was arguably very successful. The capstone was the merger after the exit.

Ask bucking bar about it. I was only made aware of "the plan" about the time we were going to vote on the first give backs to save the company from bk. I was quite upset argued with this insider that they didn't know how we as pilots thought about the issue or how rolled as a group.

He explained how it didn't matter and proceeded to lay out the play book.

He was right.

And we were played like a Stradivarius.

Sailing, if anyone reacted to events, it was National.

Meh... Every time I successfully get in the back door, I just find a pile of sh!t.... (schedule-wise, of course...)