I think you're OK if the 2 duty periods surrounding the 9+20 break total less than 20 hours.
If they are longer then you need a 10 hour break.

Look at 12.G.2

I heard that your Feb 14th PS amount will be double the size of the one that we got in Oct. If you got $10K in Oct then you will get $20K in Feb.

This ought to be good.

Nobody says we don't have the right. We're just saying that our "union" doesn't want to exercise its rights. Not defending the language and purposely agreeing to obviously flawed language is just the latest example.

Pure BS. Southwest Airlines is the clear example of why you're wrong. In fact, before your assimilation into the ALPA machine, you strongly disagreed with those who made the assertion you just made above.

It's actually very simple: Representing pilots. When you've moved on to another agenda that is different from representing pilots, you say it's complicated. Nobody buys it anymore Buck.

The Delta MEC has been an industry leader in outsourcing Delta jobs. You know that because you used to point that out...before assimilation.

Our corporate culture is unique in that it is predominantly a non-union culture. Only pretend unions are allowed here...which explains DALPA.

The actions of this MEC have us on a high speed train to irrelevance. Outsourcing never works...for labor. You used to know better.

Carl

So when will Havana service start?

That would require our "union" to first file a grievance. That will not happen.

Carl

You're distorting reality so bad sailingfun that reality is almost indiscernible. We shrunk, they didn't. We lost jobs, they didn't. They were supposed to shrink too in order for us to keep our 51.5% of the EASK share, they didn't.

Incorrect. We dropped from 51.5% to 47.5% well before the addition of Alitalia. When Alitalia was added, we dropped an additional 1% to 46.5% based on the recalculation.

Incorrect. See above.

That is correct, but isn't it interesting how you so willingly give up the additional 3% that we're supposed to have? We agreed to 51.5% as the target, now you jump right to the "absolute bare minimum" as the new measuring stick...which the company will not come close to meeting.

Carl

Bar,
All due respect, but it has seemed to me that mostly the enforcement mechanism is an LOA or a contract renegotiation with the loophole written in. I can give examples of my observations. I can't come up with any where DALPA sued Delta in federal district court. YMMV.

A lot more than John Belushi's grade point average.

After a grievance filing...which will not happen.

It really doesn't matter when your union has decided to partner with management. You don't push penalties against partners...so why write them into a contract?

Again, that's for adversarial negotiations. That doesn't apply here. We're partners.

There will be no grievance resolution because there will be no grievance.

Carl

http://community.digitalmediaacademy...l-House-21.jpg


Carl...