Originally Posted by DALMD88FO

Not quite true Sink,

I'm not a DPA supporter and never have been. I actively engage my reps and I know my contract better than most, however I didn't like his letter at all. In my opinion it really didn't say anything other than laying out a timeline and tooting the union horn from 07 until now. After reading the first paragraph my take away was that we are not going to ask for anything appropriate for the amount of money that Delta is currently making but want to just plod along like a work mule continuing to get some incremental gains. I truly hope that I'm wrong.

On the first day of 2015, the Delta pilots achieved their eighth consecutive annual pay increase. Let’s think about that for a moment: If you were hired in 2007 or later (over 2000 of our pilots), every New Year’s Day has come with a pay raise. Your hourly pay rates have grown through annual percentage increases, and from longevity and seat or equipment changes. To the degree we can control things, this is the type of career we must always strive for; continuous progression, increased pay, better work rules, solid benefits and better retirement while working for a successful company.

In my opinion this would be a memo sent out by management, not the leader of the union. I would have preferred something like:

The timing is finally right, and appropriate, for the company to recognize the significant sacrifices that the Delta pilot group endured in order to make this company the best in the industry.

Then go into this plan on how to make this contract the best we have seen including C2K.

Just my opinion

Originally Posted by Carl Spackler

As we're filling out our surveys, I thought it would be helpful to list where Delta pilots lead the industry. We all know our company leads the industry in financial performance and merger effectivity, but how often do we pilots lead? Here's the list from our contract comparison as to who leads in the specified areas:

1. Scope...............Southwest
2. Pay Rates:
-----B747/777.......Delta
-----B767-4/A330..United
-----B767-300.......UPS
-----B757.............UPS
-----B737-900.......Delta
-----A320.............United
-----MD88/717......Delta
-----Per Diem........American
3. Work Rules:
-----Monthly Guarantee...UPS
-----Reserve Guarantee...UPS
-----DPA/ADG................Southwest
4. Vacation:
-----Accrual..............United
-----Pay...................FedEx
5. Training Pay.........Alaska
6. Sick Leave............Hard to tell
7. Retirement Plans...FedEx
8. Medical................Southwest
9. Long Term Disab...UPS


Carl

Originally Posted by Carl Spackler

Name a few of them Karnak. Exactly, what are some of ALPA's "issues"?

Originally Posted by qball

I only put one bid selection in for second vacation. I did not get it yet i was awarded a week not even close to whatni bid for. ***?

Originally Posted by ExAF

You did it to yourself. You got what you bid. The one bid you asked for wasn't available and you didn't give the computer any other choices. So....it gave you your next choice which was....whatever the computer wants (probably the first available week starting from the top of the list of available weeks). Always put in backup choices.

Originally Posted by DALMD88FO

Not quite true Sink,

I'm not a DPA supporter and never have been. I actively engage my reps and I know my contract better than most, however I didn't like his letter at all. In my opinion it really didn't say anything other than laying out a timeline and tooting the union horn from 07 until now. After reading the first paragraph my take away was that we are not going to ask for anything appropriate for the amount of money that Delta is currently making but want to just plod along like a work mule continuing to get some incremental gains. I truly hope that I'm wrong.

On the first day of 2015, the Delta pilots achieved their eighth consecutive annual pay increase. Let’s think about that for a moment: If you were hired in 2007 or later (over 2000 of our pilots), every New Year’s Day has come with a pay raise. Your hourly pay rates have grown through annual percentage increases, and from longevity and seat or equipment changes. To the degree we can control things, this is the type of career we must always strive for; continuous progression, increased pay, better work rules, solid benefits and better retirement while working for a successful company.

In my opinion this would be a memo sent out by management, not the leader of the union. I would have preferred something like:

The timing is finally right, and appropriate, for the company to recognize the significant sacrifices that the Delta pilot group endured in order to make this company the best in the industry.

Then go into this plan on how to make this contract the best we have seen including C2K.

Just my opinion

Originally Posted by Karnak

Elections and communications are the two biggest. The distant third is education.

Originally Posted by Karnak

Participation is elections is an issue. Apathy or contentment could be causes. I don't know.

Originally Posted by Karnak

The "Goldilocks" zone of effective communications is a moving target, and ALPA seems to lead or lag too often.

Originally Posted by Karnak

Since you didn't highlight my other comment, I'll assume you're trying to change the context of my message. Self-governance is tough, and VERY tough if you're leading leaders. That's a built in issue.

Originally Posted by Sink r8

But a fail? Cause for alienation? I don't agree.

Originally Posted by Sink r8

As someone else mentioned, he ran the SPC.

Originally Posted by Sink r8

I think he has a sense for when to spool people up.

Originally Posted by gzsg

You and I both know the ALPA admin has feathered their bed to a ridiculous and embarrassing level.

92 hours on whatever you can hold in New York. Really??

Originally Posted by Carl Spackler

This is why his letter was a failure. When he was first elected, I wrote here that his main job was to properly set up our one single weapon. The strike weapon. Proper set up requires preparing our families by telling them to prepare financially for possible paycheck interruption. As a former SPC, he knows that. You simply must do that unless you have absolutely no intention of using the strike option. Wait too long to prepare families, and the strike option is not an option. If a strike is not an option, you're specifically saying that you'll accept whatever management is willing to offer you. Just like any other non-union pilot group.

Now here we are actually approaching Section 6 opener exchange and not a single word about family preparation. The evidence is right there for everyone to see...Richard knew exactly what he was saying when he stated: "Labor risk at Delta has been taken completely off the table."



Already too late. Where we are right now is in the position of accepting whatever management offers. Any strike threat with unprepared families is just embarrassing bluster, and Ford & Harrison knows it.