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Originally Posted by TOGA LK
(Post 897985)
A brilliant concept and most definitely in-touch with the reality around junior pilots. With just a few hundred retirements per year until the later part of this decade, there will be many guys forced into a reserve life-style in those categories. The realities are, a SLC or LAX type may very well be a reserve on the junior most eqiupment from 2008 until 2016 or even later, depending on the negotiations concerning scope with Alaska and 70+ seat flying conducted by Skywest. (It's obvious in our network where the Trojan Horse was cut loose, the furthest most direction away from mecca.).
Now that I have complained, a possible solution. If said pilot is living within 180 miles of a Delta pilot base in the junior most category: Artificially beef up the staffing formulas on the bottom of said categories. Alternate said pilots between a month of reserve and a month of holding a schedule. No one is punished as the staffing is artificially high to begin with. or If a currently commuting pilot maintains a bid prefence under his AE and/or VD indicating ONLY a preference to be based within 180 miles of his home of record AND maintains that top preference until he is awarded a base within 180 miles of his home of record: a. Positive space to work for shortcall assignments b. Positive space for the assignment of a trip c. Paid hotel rooms and perdiem a. and b. d. An alternating monthly schedule of reserve and block e. Seat locks will be removed as required to enable the pilot to bid into a base within 180 miles of his home of record, in seniority order and For all reserve pilots: a. 15 days of availability for 75 hour guarantee, based upon average daily credit of 5 hours per day. This can be shifted as low as 13 days for 65 hours of pay enabling the pilots to maintain a line of work outside of flying as a hedge and preparation against future economic downturns and furlough. Such pilots will be permitted to conduct outside flying under part 91, flight instructing, EMS, police, fire, etc. Such pilots must ensure that this time doesn't conflict with FARs. b. The ability to bid short call RAP periods and/or longcall in seniority order, a maximum of six short calls per month. c. The option of bidding all shortcalls for the entire month and being awarded the higher of 80 hours, the ALV or the actual hours or days flown based upon all the duty rigs associated with a regular line pilot and five hours per day guarantee. d. Scheduling will maintain a ratio of long call and shortcall, with a minimum staffing for shortcall. e. Trips in open time awarded in seniority order. If a pilot has not put a yellow slip request in, then trips for the following day must be offered by scheduling in seniority order, unless the senior pilots has indicated a preference via yellow slip. f. Eliminate the requirement to check your schedule on a day off. However, a pilot can expect an assignment or RAP as early as 12:00 the first day and a commuting reserve pilot must anticipate a positive space flight to his base of coverage on the first mainline, codeshare or DCI flight available from his home of record. These concepts would reward those attempting to bid into a base in which they already live within 180 miles of and rectify the pay discrepancies between those stuck each month at 70 hours and those that can hold regular line positions. In effect, everyone would have about the same pay and 15 days per month of obligation. Of course greenslips and working over the ALV with swaps and open time would still be an option. |
Originally Posted by Ferd149
(Post 897876)
What's Yogi say......."it ain't over till the fat lawyer sings, or at least gets paid":D
Carl |
Originally Posted by Denny Crane
(Post 898033)
If you are going to change the reserve rules, which I'm all for, they need to apply to all categories not just a few. "Commuting is a choice" and "Reserve is a choice" seem to be parallel arguments. I don't agree with either statement. We have been over commuting ad nauseum and I won't go there any more. But you can use the same argument that reserve is not necessarlily a choice in the higher categories either. Look at 737 and 767 in LA (Los Angeles for those of you on the east coast!:D), you could be living there and not be able to hold a line in either category. Same goes for SEA which just has widebody cats. Now your saying I have to move/change bases/downbid to get this deal? It'll never float.
Fire Away!!:) Denny Carl |
Originally Posted by johnso29
(Post 898055)
Typical TSA.......re-active instead of pro-active.
Shoe Bomber = shoes off through security. Liquid bomb dry run = no liquids greater then 3.4 ounces Underwear bomber = body scanners Carl |
Originally Posted by Carl Spackler
(Post 898185)
Wonder what TSA's next reaction will be when one of these fanatics sticks some plastic explosives up his arse? :eek:
Carl What if explosives were hidden in a: TSA response Camera No cameras pen no pens Suitcase no suitcases Flt kit no flt kits (oh we got that) Hey someones gotta make the rubber dog $hit we fly otta Hong Kong. |
Originally Posted by scambo1
(Post 898198)
What if explosives were hidden in a: TSA response
Flt kit no flt kits (oh we got that) Can't wait for ship sets!! I can't bid some nice CDGs for next month because I refuse to catch up the Eastern Hemisphere Books :o |
Originally Posted by Denny Crane
(Post 898033)
If you are going to change the reserve rules, which I'm all for, they need to apply to all categories not just a few. "Commuting is a choice" and "Reserve is a choice" seem to be parallel arguments. I don't agree with either statement. We have been over commuting ad nauseum and I won't go there any more. But you can use the same argument that reserve is not necessarlily a choice in the higher categories either. Look at 737 and 767 in LA (Los Angeles for those of you on the east coast!:D), you could be living there and not be able to hold a line in either category. Same goes for SEA which just has widebody cats. Now your saying I have to move/change bases/downbid to get this deal? It'll never float.
Fire Away!!:) Denny bringing the biddable RAP system over to this reserve would be an improvement (fNWA guys no what I'm talking about.) Not a secret, just too hard to give a short version. It would let commuters pick later start times without keeping guys who live in base from being able to start early on the first day if they wanted to. There are many things that we can improve, but they should be for all reserves. |
Originally Posted by TOGA LK
(Post 898166)
I like you more everyday... Dude, for me... never again will I commute 5:15 from work, or 3 for that matter. It's been tough as heck, but finally starting to see the light; based close to home, ok pay, great equipment and awesome trips. Glad I didn't throw in the towel, force my wife to abandon her career and move into whatever base was available two or three years ago as a newhire. Everyone plays the same deck of cards a little different.
But it was 3 driving hours based off that spreadsheet that came out pre-merger showing who from which airline lived within 180 miles of whatever base. The westcoast was very interesting. I agree. I would love to move to a place that has no more than 1+50 flight to five bases and no more than a 3+00 to three more, but yes, driving to work is great. Point was a commute is a commute whether it is on a plane, train, subway, ferry or automobile. |
Originally Posted by TOGA LK
(Post 898159)
Everyone keeps talking about negotiating capital... The reality is, as a bottom line, the pay scales from 2000 should be restored and likely a much higher DC, say 18% or even higher for a guy closer to 60. NB crew rates should be set to at least SWA plus 1%, increasing for 75/76 and up. Whether inflation since 2000 is taken into account, that's negotiating capital. I sincerely hope that ALPA burries the concept of "small incremental gains" and sets an absolute minimum baseline for Delta pilots in 2012. The threshold for a strike or supporting a future CBA should be set in stone BEFORE any negotiating capital is spent.
I know the demographics are skewed as we have pilots form the midwest and all corners of the country, but I sincerely hope a major airline pilot for the number one airline can make more than a city police officer in Socal, before even considering their retirement of 3%/year. Here, I make half of what my buddy does as a seargent. How many years of service do you have at DAL? Below is a salary analysis for a sergeant in Irving, CA (source: salary.com) ------------------------------- Police Sergeant - Irvine, CA 92614 Total compensation (base + bonuses + benefits) Benefit Median Amount % of Total Base Salary $71,293 72.3% Bonuses $0 0.0% Social Security $5,454 5.5% 401k / 403b $2,709 2.7% Disability $713 0.7% Healthcare $6,103 6.2% Pension $3,565 3.6% Time Off $8,775 8.9% Total $98,612 100% Source: HR Reported data as of November 2010 |
I always thought a lump sum DC contribution in Dec for those able to get the DC catchup would be a good idea. Basically it would be a lump sum on the difference between the IRS max and the Catchup max.
This would not preclude an increase in everyone's DC plan percentages, but rather another bump for the guys on the top. I know some will argue that will make guys stay till 65 but most will anyway. |
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