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-   -   Any "Latest & Greatest" about Delta? (https://www.airlinepilotforums.com/delta/36912-any-latest-greatest-about-delta.html)

TED74 08-09-2020 07:02 PM

Quote:

Originally Posted by tunes (Post 3107522)
yes you can, if you are facebook, join the military affairs facebook page. this and other things are covered there.

I believe this is incorrect. Moving X days onto MLOA to turn them into MLOX only works for mil leave entered after the initial award... if I'm not mistaken.

NavyFlyer 08-09-2020 08:18 PM

Quote:

Originally Posted by TED74 (Post 3107587)
I believe this is incorrect. Moving X days onto MLOA to turn them into MLOX only works for mil leave entered after the initial award... if I'm not mistaken.


After the initial award, one can move X days over MLOA only IF it complies with the grouping requirements. Thus, one needs to add them to existing blocks of on-call days or build a whole new block.


Sent from my iPhone using Tapatalk

Crown 08-11-2020 04:10 PM

looking for some help here.

I got a new iPhone (11 Pro) and am having issues getting MiCrew 4.4. I tried uninstalling/reinstalling the workspace app and logging into that app, but it took me to a username/password page and now I'm lost. Any ideas? Please and thank you!

WhiskeyDelta 08-11-2020 04:22 PM

Quote:

Originally Posted by Crown (Post 3108733)
looking for some help here.

I got a new iPhone (11 Pro) and am having issues getting MiCrew 4.4. I tried uninstalling/reinstalling the workspace app and logging into that app, but it took me to a username/password page and now I'm lost. Any ideas? Please and thank you!


Search DeltaNet for the new instructions to download the Hub app which replaced the WorkSpace app several months ago.

tunes 08-12-2020 12:27 PM

Quote:

Originally Posted by TED74 (Post 3107587)
I believe this is incorrect. Moving X days onto MLOA to turn them into MLOX only works for mil leave entered after the initial award... if I'm not mistaken.

you are correct, i missed the pre-post part.

Bucking Bar 08-13-2020 12:05 PM

Quote:

Originally Posted by StartngOvr (Post 3105825)
As Sailing said, the issue is the minimum block hour requirement, not the production balance. In my opinion, I think we should take the opportunity to offer relief on the block hour floor in exchange for PERMANENT improvements in the production balance. We should start at 75/25 in our favor and negotiate down to 60/40.

Can’t believe iaflyer is so ready to give relief on the production balance. To be willing allow even greater numbers of our highest paying positions to be outsourced so casually is disturbing.

I like where your mind is on this. What you have to consider is that the company is locked into production balances with their JV parters too. We should increase Delta pilots' balance to the floor of the partnership agreements. This would align the scope and money, reinforcing compliance. The company is not going to negotiate outside the fences of their commercial agreements. They can agree to putting our fence right along their fenceline.

Force Majeure - beyond the company's control - is defined in the PWA and "pandemic" is not part of the defined term. The company would have to argue the contract means something that is explicitly not stated; or that events overwhelm the entire PWA. ... and if we are trying to toss the PWA, how about management just ajust the ALV and tell us to grieve it? I see scope as much more sancrosanct than ALV - on balance - a person's job v another person getting paid more to do absolutely nothing.

We, line pilots, need leverage on boths sides. For starters I suggest UNAs send Reps and Managers photos of their children. Humanize who is getting harmed.

I've asked my Reps to pull permits for informational picketing if the company pulls the trigger on furloughs. Looks pretty bad to be taking taxpayer money, furloughing pilots and sending revenue to Aeromexico.

Adults could sit down and see a solution by which the company doesn't furlough or displace in exchange for our forbearance on the mother of all scope grievances

Viking busdvr 08-13-2020 12:09 PM

Capt September schedules are out...

1Bob 08-13-2020 04:19 PM

[QUOTE=Bucking Bar;3109575....
The company is not going to negotiate outside the fences of their commercial agreements. They can agree to putting our fence right along their fenceline....[/QUOTE]

Given the bankruptcy status of multiple JV partners, one would think this would be a unique opportunity to negotiate the redrawing of the fence lines.

FL370esq 08-14-2020 04:29 AM

Quote:

Originally Posted by Bucking Bar (Post 3109575)
Force Majeure - beyond the company's control - is defined in the PWA and "pandemic" is not part of the defined term. The company would have to argue the contract means something that is explicitly not stated; or that events overwhelm the entire PWA

I've said it before but never underestimate the ability of the NMB mediator to find a circumstance over which the company does not have control. Pre 9/11 in C2K, the term terrorist act was not in the force majeure definition yet 1,300+ were furloughed over the course of nearly a year and a half past the event. Just because "pandemic" isn't in there doesn't mean the "neutral" won't deem COVID a circumstance over which the company does not have control.

sailingfun 08-14-2020 05:16 AM

Quote:

Originally Posted by FL370esq (Post 3109835)
I've said it before but never underestimate the ability of the NMB mediator to find a circumstance over which the company does not have control. Pre 9/11 in C2K, the term terrorist act was not in the force majeure definition yet 1,300+ were furloughed over the course of nearly a year and a half past the event. Just because "pandemic" isn't in there doesn't mean the "neutral" won't deem COVID a circumstance over which the company does not have control.

Our current contract does list items covered by FM but includes the term “Includes but not limited to” as a preface. We will lose if we try and argue covid is not a FM event. I doubt the union would even argue it unless they just want to blow money.


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