Are you saying being senior and getting Inverse Assignments calls are affecting your QOL? (I'm assuming you're not picking up the phone)

Sent from my SM-G975U1 using Tapatalk

I’m with wake on that one. You can disagree with the point made, but as per usual, you went off on a tail spin about how millennials/kids/newbs/snowflakes and all the other people that don’t see it through buck’s eyes are just plain stupid. Don't say, “Show me where I called anyone stupid.” You wouldn’t have been as absurd and long winded if you weren’t insinuating it.

I look forward to hearing a full analysis of my entitlement.

I do not pick up the phone, and although you say putting a trip on the the swap board or as a qualified drop will get picked up, that is not always the case. Especially if people know that the coverage is so low. Why pick up for straight pay when you can try to get double right.

Well unfortunately, your reading comprehension skills need a tune up. I weighed in on a host of QOL issues. Other than seniority issues, there was no mention of the things you cited.

When you hired on did you know...1. What a seniority system is, and 2. where as a new hire you stood in that list? Did you understand those issues but expected to have the QOL issues that are inherent in such a system were going to get fixed to favor the "less" senior?

OBTW....you might look up humor. You may not have found it humorous but I entertained myself......and that's all that matters to me......because, as we all know.....senior guys are selfish because thy don't want to make your life better.....I'm just the typical, "I had to pay my dues and so should you".......is that about right?

One of these days I'm going to learn my lesson that the internet doesn't hear what you said, it hears what it wants to hear.

Sure, I'm an employee. But I'm also part of organized labor, and that brings with it some leverage that non-unionized employees are not afforded. Our group of 14,500 is not easily replaced, and the current business model yielding record success/profit won't work if we're not (almost) completely on board. If the company understands that it'll take more than cash flow (if I'm reading the tea leaves accurately) to KEEP us on board with our "backpacks on," that will (IMHO) affect the calculus of just how long we can run at redline or how much in the red.

Referencing TA1, I think management did, in fact, think we were fools and I'm glad in that instance we proved them wrong.

Referencing financial extraction, you misread my post or I mistyped. I'm not diminishing sacrifices made by those with 25 years. I was just highlighting the fact that new folks in any given year are probably (on average, with numerous exceptions) working more hours for Delta than the 25-year guys. 5 weeks of vacation, 270 hours of sick leave, seniority to maximize productivity, and doing everything for perhaps 3-5 times the hourly rate of a newbie... it's nice sitting at the top and I look forward to that perch in decades. Buck will tell you that I think we all deserve the same thing (and I look forward to other creations), but I don't. I just happen to think we're making enough money as a union that certain QOL enhancers that benefit the bottom more than the top could actually be palatable:

Have 6 days of paid APD
Reduce nonvoluntary max SC quantity to 6
Pay SC, used or unused, above guarantee
Pay for new hire hotels
Provide for free initial uniform allocation
Get rid of first year flat pay
End training pay at OE start
Mandate more frequent AE/base change opportunities (e.g., monthly)
Go back to 1 year seat lock for NH and waive it if going to higher pay rate
Create optional IQ and OE golden days
Limit the top of the LCW to 85 hours for those who choose that option

If you are the only one laughing, that doesn't make you funny.

Buck, did you purposefully quote yourself earlier, or did you think you were posting as an alter ego to present the image that people agree with you?
If the latter, how many alter egos do you have?

It takes a while, but that lesson will take eventually.

Well....in the first post bankruptcy contract those on property could have had the mentality of throwing those not on property under the bus.

B-scale II.

Why not? Screw the new guys and use them to benefit our situation.

Its been done before. Industrywide.

That didnt happen. In fact on balance nearly the opposite happened.

When you talk to a 25+ year pilot...understand you are crying poor me about pwa participation to a pilot who arrived to the same things you now cite......PLUS welfare level wages, no pass privelidges, NO JUMPSEAT, no 401k, and on and on.

A new hire today arrives as a full participant in the pwa. Probation is no longer 12 months....at a criminally low fixed monthly salary.

I fly with new hires on gs trips. Full 16% 401k. Full PS. Virtually everything the pwa offers to a delta pilot is available from the start.

A 25 year pilot of today had to work FIVE YEARS on property to get dollar #1 of the pwa retirement benefit.

The current pwa is hands down the best and most equitable in the history of this group. It has not only upside but also downside protections.

The things you are complaining about here clearly bother you.....but on the historical landscape of this groups pwa evolution.....your issues are really peanuts.

And those who came before you battled hard, and paid a tremendous price to extract the pwa terms you now have.