I'll take DEN 320. Hell I'll take DEN C-series

Then let's get a me too clause. Its ridiculous that one or two bases get dramatically superior benefits from the same PWA sections anyway. So me too it, and then they will be financially free to grow the base as much as they want. Win win.

Well, assuming they can afford to peel a few million from the billions they're lighting on fire. :rolleyes:

not one more rj period.

Am I to understand that minneapolis-based Pilots can use their sick leave for family leave, like family appointments and dependent illness? Or is it based on the Pilot's residence?

Minnesota employers must comply with Minnesota labor law. Residence can be outside the state.

http://www.dli.mn.gov/LS/Pdf/sick_leave.pdf

That's fantastic. If I were a commuter contemplating MSP vs DTW, I'd favor the latter based on that policy difference alone. Someone displaced out of MSP might even have a case to maintain that benefit.

15 states have some form of family sick leave now. It will become national over time. Maybe even federal. Employers that have operations in multiple states are already adopting this as company wide policy. The logistics get tough when transfers and temporary work in a state is required of the job.

http://www.ncsl.org/research/labor-a...eave-laws.aspx

I am not sure you are reading that correctly. It's a bullet point letter not actual language. Most pilots not living in Minneapolis claim for tax purposes they don't live or work in the state. A pilot domicle is not under most legal definitions a place of work. Claiming you do work in MSP might lead to some unwanted tax effects. I have no idea what Delta's policy on this is however I suspect they have full researched it.
The best option is to go for a me too clause in the contract.

We have pilots living in WI, its only 30mins from the airport. They can and do use family sick leave. The union has defended users of state sick leave in the past.

I think it would be fair and just if every employee had this benefit.

This is not an issue we need to bargain for. Delta has a lot of places of employment in a lot of areas that have family benefits. They will be challenged by 1 of their 80,000+ employees and then change this to a company wide policy. Of course they would like to set the precedent with the pilots first to extract a give. Then the rest of the company will be gifted the benefit the pilots paid for.

See: failed profit sharing reductions

It has to do where you work, not where you live...if the co does not like the policy, do you really think they would not have anything to say about a me too clause. Since the company uses the term the "Delta Family" don't you think they should demonstrate their concern for the family and allow all Delta employees to use this important benefit.