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.


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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.

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

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

Capt September schedules are out...

[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.

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.