For anyone who is junior in their present category, shifting to a seniority based pay system will result in little/no wage increase for these pilots. Its that simple. It's a zero sum game, and the money will flow from those who are junior on senior equipment, to those who are senior on junior equipment. It's just math.

 

The definition of junior/senior equipment may undergo the biggest change.

 

I agree 100%. Meaning those DC9, M88, A320, and B737 pilots who are very senior in category will get a payraise, but watch their quality of life go down the toilet, as pilot's senior to them down bid. So THEY won't be happy, because if they'd WANTED the money rather than the quality of life, they would have bid bigger equipment in the first place.

And those guys junior on big airplanes will take a pay cut, because they are "out of seniority" compared with a pure longevity system, meaning THEY won't be happy, because they WERE chasing the money.

And those guys junior on small airplanes, who were, oh so close, to FINALLY holding a regular line on the -9 or -88, will watch those dreams vaporize, as so many senior guys currently on reserve on the bigger airplanes will down bid to get off reserve, meaning these guys will be on reserve for YEARS longer, meaning THEY won't be happy, because they WERE hoping to get off reserve by staying on a small airplane.

So, just who is gonna like this new system???

 

Thats why I think a sole longevity based system is the wrong way to go, as well as what we have is too far in the other direction. Something a bit more generic I think would be optimum.

Then again, we are pilots and will absolutely find the negative in whatever is proposed in anything.

 

No! It is quality of life for ALL Delta pilots. A few bid periods of adjustments, yes indeed.

 

I, for one, would like this plan a LOT! T2 can fly the jet in, get off, and I can get on to fly it out with the seat still warm from his butt. I will of course be making considerably more to do the same job because I was hired when he was still drinking beer on Cumberland Ave. Seems fair. Also, I will then be making more than all who's name appear before mine on our list but were hired as long as 3 1/2 years after I.
Yeah, I think I would like this plan a LOT.

 

First thanks for all the previous answers to my RES question. Through the use of YS and some crappy weather I have passed the ALV for this month. I want to make sure I understand this so I don't screw it up.

My understanding is that I simply call scheduling and tell them that I do not wish to fly anymore this month. Do I just tell them to release me from my last group of days?

Also is there any benefit to doing a GS? Do I get double pay now that I am over ALV? Do I get make up days off?

Thanks fellas

 

Here is another monkey wrench for you. Do you mean longevity based (DOH) or seniority based (Sen #)? On the current DAL list there is a difference...

 

Don't think theres any monkey wrench involved... Our system at least is partial longevity.

PG was refering to a longevity based system (literal) as in years of service like UPS uses...

The simpler and more literal description is one FO pay scale and one CA pay scale up to I believe 15 years of service where it maxes out.

Currently we have a longevity (DOH (-ish in some cases)) as well as equipment based system.

 

How do you figure? Show me your math? Are you saying that there will be no raises unless we maintain the current retardation of pay? This is classic... the keepers of the flame have the absolute ONLY answer to any of the questions, and will poo poo or squash anything that doesn't fit their mantra. OK Einstein.. show me your math. And don't try to flip the argument... you said it couldn't be done because "it's just math" Prove to me there is only one way to skin the cat and I will forever shut up.