No, I did what alfa suggested and looked it up on this website. It didn't say anything about SC/month as it was a PAY RATE page. It would have taken me longer than 17 seconds to do more in-depth research.

For everyone else:

As I posted earlier, THE CURRENT SWA CA PAYRATE IS NOT $210/hr, ITS $212/hr minus a few pennies.

Its a $5/hr difference from 747/777 pay at DAL.

 

Why should this contract be any different than in years past? I don't buy your argument about them not liking being on top though. But I am sure they aren't gonna set any bars.. they never have before....

 

I dislike the 12%, like the 10% DC bump and would like lower premiums. I see this group voting for a SWA+8-15%, with the others as part of the deal. It would equate to about a 42% increase.

Must haves are fixing 23K. They go to the bottom of the bucked, what Bucking just wrote, the 5th and 6th weeks of vacation returning, and fixing the min day to a min day not a DPA or a DPM, and adding sick time. First and foremost is a Domestic Cabatoge clause that protects us from an end round in Sky Team, a sunset of DCI agreements, and the ability of our section on not just to bound DAL coded flying by any holding company or corporation that does a metal neutral, code share, interline, etc agreement with.

 

Put the cash in the paycheck. If the good Captain wants to pump his 401K, he can make that selection. We are big boys and can make that decision for ourselves.

 

Unacceptable, no mention about Scope improvements.

 

I agree, and I believe they do that as well. They will also assign SC early in the day to get to a pilot with a lower raw, or with five days versus 6+. It is very easy to see.

 

I'm not talking about his numbers per se, but the concept of getting compensation is other ways rather than straight pay rates is where we need to be heading IMO... Conceptually anyway...

LGBP...

 

I would love for all a higher DC to the point that a mid level FO can max out and not contribute a dime. I would be happy to pay more takes the rest of my career if I could max that sucker out for 75% of my career. It would give me the option of getting out in my mid 50's.

 

12% is not going to cut it on the pay raise side. 10% more into the 401K would exceed the 415C limit of 49,000 per year for many if not most pilots with their 401K contribution. If the contract required the company to convert the 24% to pay once the 415C limit was reached it might entice some pilots to vote for the package. It would not get my vote.
Dalpa has not even started constructing the opener so for now its all moot anyway. They will not begin that process until after the contract survey which will be in the August time frame.
The opener from the company I suspect will stun most pilots. I would expect something on the order of a 3 percent pay raise with 3 percent each year offset by work rule concessions to cover the cost of the raise. Visible pilot reaction to managements opener will help determine the final outcome of the contract.

 

I'm telling you that's when we pull out the sexist/racist card.

Equal pay for equal work.