No question about that. But, as Carl points out, he is a politician who likes to talk in "doublespeak." I don't trust politicians much and I especially don't trust ones who talk like that. And it's not just here. Private communications have yielded the same sort of thing from ACL.

Off topic. Can we get rid of the ads here on APC that start playing audio without clicking on them? I'm currently in a hospital waiting room full of people and it was pretty embarrassing when the loud music started playing from my computer and it took several seconds to get it shut off. :mad:

Expect at least one investor to ask, "Why are the employees getting so much?"

The yearly set aside for profit sharing is, at half way through the year, almost as much as it was for all of last year....

The greater question IMO, is whether it is timely now for DALPA to put a neutral education piece out on the JV, noncompliance, the cure period and give the rabble an opportunity to become aware and comment.

They have, tangentially if you read committee reports from the MEC meetings.

It would be hard to write that Comm without concensus on where we go from here.

It would be good to again remind the pilots that the Transatlantic JV negotiation resulted in a gain for Delta pilots. Management just has not delivered and by some estimates underperformed even our status quo.

Not a "contract guy" but I'll take a crack at this one.

Just to get your terminology correct so Scheduling will understand you better...There is no such thing as a "comp day." They are called payback (PB) days. Also, days off are called X days.

I think I understand your ? correctly, but to clarify, this answer is based on the following: Your schedule is 1 X day, 2 RSV days, followed by another X day. Hopefully I got that right...

You will get one Payback (shows up as PB and/or PR on your line) for each X day the trip covers. If you have RSV days remaining in the current calendar month, scheduling automatically places these PB/PR days on your subsequent RSV days. You don't get to choose where they are placed. This is also where the term "rolling thunder" comes from, as your X days become PB days and are "rolled" forward to cover up your next RSV days <----still with me? :p

If you DON'T have any remaining RSV days for the month, the PB/PR days will go into your Payback Bank which is viewable on your Time Card in iCrew. You should keep an eye on this, as this process is manually accomplished and sometimes things fall through the cracks.

To get back to your questions...You will be paid Single Pay/No Credit (No Credit means the GS will not offset your RSV guarantee) above your RSV Guarantee. A plain English example:

RSV Guarantee: 80 hours
Your Credit for the month to date: 60 hours

You fly a GS worth 12 hours
You receive pay of 92 hours
Your Credit for the month remains at 60 hours with a RSV Guarantee of 20 hours

Your situation is a little more involved as 2 of the days operate on RSV days. In this case you will receive Single Pay above Guarantee for the value of Day 1. Days 2 and 3 will count as Credit, offsetting your RSV Guarantee. Day 4 will then again be Single Pay above Guarantee, but no credit.

Additionally, all soft-time (also known as credit, confusing huh? :D ) is allocated to the last day of a rotation. This means that if you fly a 4 day as a RSV that is worth 18 hours, but you only blocked 10 hours hard-time, then the 8 hours of soft-time (credit) will be allocated on day 4. In your case this is a good thing, but it could just as easily screw you if day 4 happens to be a RSV day <---This is Honors Level GS sharpshooting, but something you will want to keep an eye on.

To answer your 2nd question: Yes, RSV guarantee is ALV-2 BUT never less than 72 or more than 80.

I believe the first and last days will be paid on top of guarantee. Straight pay, no credit. IOW, day 1 & day 4 won't count towards filling you up. Day 2 & day 4 will.

Yes. Reserve guarantee is ALV minus 2, BUT never less than 72 hours and never more than 80 hours.

LL, very solid explanation, just 2 comments... Contractually, if his 1st day was a reserve day, he can move an x day to day 1 and if there is reserve coverage on day 4, and day 4 is a reserve day, he can PCS an x day there and possibly to day 3 depending upon when he got notified of the green slip.

International trips make these factoids powerful tools...day 1 is generally a fly day...move an x day there, tell the scheduler, this is contractual. Day 2 is generally a layover day... Don't care about moving an x day, day 3 or 4 is generally a fly day...move an x day there (3 days prior in pcs). Now you are Thor.

Great points. I hadn't considered moving an X day after a GS award, but that's brilliant! Now if we just had blue coverage to facilitate such a move...

Yeah. That's what I thought you'd say. Grievance or negotiation, the result will be the same. Ultimately, jobs will have been sold. Not saying that this is in any way dALPA's fault, but there is no way that I can think of that any contract violation on the company's part can NOT result in monetary damages which equates to a sale of jobs. Unless we could write something into the contract that directly affects the operation of our JV partners (good luck with that) I don't see any other "remedy" as realistically achievable.

And for the above reason, it is already a good business decision to violate the contract. Corporations are people too, right? If they know that a violation will not be resolved for 3 or 4 years, that is a lot of coin in the bank that can be invested/leveraged to cover any reasonable damages they can expect to incur. Again, the cards are squarely stacked against us on these kinds of issues. However, I would still have the lawsuit paperwork ready to go as soon as the violation "occurs".