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.

 

You knuckleheads do realize that this is a zero sum game don't you? For every gain the junior pilot achieves....the senior pilot paYs for it.


Sorry, after 5 years on the B-scale,.....I helped pay a second time to get ride of it.... The initial B scale cost me in the neighborhood of $150,000 .......That I thought it was wrong, and the subsequent across the board pay raises were lowered to get rid of it is mox-nix to you guys......I'm still "selfish and should retire" cause I'm impacting your progression


Like I said.....the best analogy I have is Democratic Sociaslism......ALPA/THE COMPANY will pay for it.....I mean after all they are making BILLIONS.....am I right?

 

No reading comprehension mishap. I don’t believe you read my post. I didn’t cite squat. In a paraphrase of my earlier post, I said’ “Buck no agree, Buck think idiots on web stupid. Buck make long obnoxious post to prove point and everyone laugh then agree.”

Your weighing in was (as you later confess) a joke about a host of QOL issues. Not a very funny joke, but that’s not the point. The point was, you take offense to anyone having an issue with anything if they haven’t been here as long as you. An amount of time you’ve never fessed up to. Now, you’re cranky bull$&@t leads me to believe you were hired in ‘42 at the ripe age of 13 but that can’t be true. So I’m gonna assume you’re a 16 year a-hole. Had it soo bad you can’t feel empathy.

So you know, I do know what a seniority system is. This isn’t my first airline. I know what comes with it and I know what doesn’t. I’m personally happy and in the best spot of my career. Doesn’t mean I or anyone else needs to crap on people stuck somewhere that could be better. Not one of them said they would rather not work for DAL. They said they were hoping for improvement soon. Aren’t you, Buck? Don’t you wish for a 30 year pay scale so that you had another 14 years to work to the top? Much better than having made it 4 years ago, amiright? OBTW, that was sarcasm..

I’m glad you found it humorous, you’ll live longer finding joy in life. I just wouldn’t expect too many of your “jokes” to land with others when you throw out grenades that are obviously antagonistic. But what do I know, I still have to look up humor..

 

Am I misunderstanding something.....seems pretty unequivocal to me what you said


I heard exactly what you said....."the bottom 10% need their QOL improved........right? .....What is there to misunderstand?



For the bottom 10 % to improve, somebody has to pay for it.....you say the company will pay for it? They are making historic profits? You nig-nogs do understand that the pie is only $$$$$$full......how we split it up is up to us.


Somehow the "younger guys" think they have paid the same dues as the 30+ year guys......hmmmmm .....goood try.....not in my book......so I will continue to "pull up the ladder", till I feel you have shared equally

If this insults your sensibilities.....tooo bad